Support global merit-cycle activities across Compensation, regional teams, and HR Technology, including timelines, data audits, eligibility and validation requirements, merit budgets and matrices, salary-range updates, testing, reporting, communications, and post-cycle actions.
Support global merit-cycle activities across Compensation, regional teams, and HR Technology
Lead and facilitate Global Career Framework and global survey-match governance activities
Manage salary survey participation, result tracking, market-data quality, annual survey calendars, and year-over-year processes across Payfactors and major survey vendors
Provide compensation consulting to regional C&B teams and HR partners on salary adjustments, promotions, job leveling, market positioning, incentive eligibility, pay ranges, and complex employee compensation corrections
Serve as a Workday compensation subject-matter resource for job and compensation transactions, bonus plans, period salary plans, allowances, compensation bases, pay-range loads, testing scenarios, and reporting requirements
Senior HR Business Partner (HRBP) responsible for diagnosing organizational issues, designing solutions, aligning stakeholders, supporting HR functions, and collaborating with HR planning, ER, and compensation teams within a software and AI mobility company.
Responsibilities
Diagnose organizational issues and analyze root causes
Design solutions based on organizational management perspective
Align stakeholders including executives, leaders, and HR functions
Support organization operations and change from an HR perspective
Listen and respond to executive and employee concerns
Requirements
Nice to have: HR team lead experience
Nice to have: IT/development organization HRBP experience
Act as an advisor to HRBPs and management on all matters relating to global remuneration, manage annual salary review and variable pay programs, and support compensation initiatives across the organization.
Locations (4)
Montreal, Quebec, Canada
Valcourt, Quebec, Canada
Sherbrooke, Quebec, Canada
Brossard, Quebec, Canada
Responsibilities
Participate in designing and implementing global remuneration policies
Manage annual salary review and variable pay programs
Conduct cost analyses and market salary surveys
Prepare presentations for management and HR stakeholders
Senior Analyst of Compensation supporting global merit-cycle activities, career framework governance, salary survey participation, and compensation consulting across regions.
Compensation
$41,041.67 - $48,000.00 MXN Monthly
Responsibilities
Support global merit-cycle activities across Compensation, regional teams, and HR Technology
Lead and facilitate Global Career Framework and global survey-match governance activities
Manage salary survey participation, result tracking, market-data quality, annual survey calendars, and year-over-year processes
Provide compensation consulting to regional C&B teams and HR partners on salary adjustments, promotions, job leveling, market positioning, incentive eligibility, pay ranges, and complex employee compensation corrections
Serve as a Workday compensation subject-matter resource for job and compensation transactions, bonus plans, period salary plans, allowances, compensation bases, pay-range loads, testing scenarios, and reporting requirements
Implement, configure and support HR processes on SAP SuccessFactors and their integration with SAP S/4HANA 2023, focusing on core HR and talent modules.
Responsibilities
Gather HR requirements, run workshops and design solutions in SAP SuccessFactors
Configure and support SuccessFactors Employee Central: foundation objects, position management, data models, business rules and workflows
Configure and support talent modules such as Recruiting, Onboarding, Performance & Goals, Compensation and Learning
Set up Role-Based Permissions (RBP) and keep employee data secure
Support integration between SuccessFactors, S/4HANA and payroll (Employee Central Payroll or on-premise payroll), including replication and payroll posting to Finance
Requirements
Bachelor's degree in Accounting, Business, Computer Science, Engineering or a related field
Nice to have: SAP Certified Associate in SuccessFactors Employee Central
The Manager, HR Technology is responsible for the strategy, optimization, and ongoing management of the organization’s HR technology environment, with a primary focus on Workday HCM.
Compensation
Pay Range
$137,550.40 - $229,257.60
Responsibilities
Lead the strategic planning, implementation, and ongoing optimization of Workday HCM modules
Manage system enhancements, upgrades related to Workday HCM modules, ensuring alignment with organizational goals
Provide expert guidance and support to resolve complex issues and optimize Workday HCM functionality
Supervise HRIS analyst and/or senior individual contributors, providing coaching, performance management, development planning, and guidance to support team effectiveness
Develop and implement best practices, standards, and policies for the use of Workday HCM modules across the organization
Requirements
Bachelor's degree in human resources, Business Administration, Information Systems, or related field
Nice to have: Familiarity with Workday Report Writer
Serve as a trusted advisor to leaders across a dynamic, high-volume healthcare environment, providing broad Human Resources support across areas including employee relations, leave management, compensation, workforce planning, talent strategy, and organizational initiatives.
Responsibilities
Partner with Human Resources and operational leadership to identify workforce challenges, recommend solutions, and improve workforce effectiveness
Serve as a trusted advisor to leaders, using strong relationship-building, consultation, and influencing skills to navigate complex people and business needs
Provide broad Human Resources support across areas including employee relations, leave management, compensation, workforce planning, talent strategy, and organizational initiatives
Navigate complex and high-volume employee relations matters while providing thoughtful guidance to leadership
Analyze Human Resources metrics and business data, identify trends, and tell a meaningful story with data to help leaders make informed workforce decisions
Requirements
Bachelor’s degree in human resources, Business, or related field
Lead and manage HR programs and initiatives for non-acute or network division leadership teams statewide.
Compensation
Minimum rate of $113,609.60 Annually
Responsibilities
Drive all HR programs and initiatives within assigned business units in employee and labor relations, organization development, talent management, performance management, leader development, engagement, benefits, wellness, talent acquisition, HRIS transactions, workforce planning and compensation.
Lead and execute network HR initiatives and strategies to drive and support TM as well as business needs.
Ensure compliance with HR policies and regulatory requirements for assigned business units.
Educate and advise business leaders to help them understand impact and to help them make sound decisions.
Participate and promote positive labor relations initiatives within non-union populations.
Requirements
Bachelor's degree, preferably in Human Resources Management or Business
Manager, Human Resources, Field Operations serves as an HR partner for non-acute or network division leadership teams statewide, overseeing HR programs, compliance, and workforce planning.
Compensation
Starting Minimum Rate Minimum rate of $113,609.60 Annually
Responsibilities
Drive all HR programs and initiatives within assigned business units
Lead and execute network HR initiatives and strategies
Ensure compliance with HR policies and regulatory requirements
Participate and promote positive labor relations initiatives
Consult with leaders on recruitment and onboarding
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