Manager, Compensation and Benefits

YVR is a place of connection, bringing together people, places and cargo while ensuring a safe and efficient experience for everyone.

Position Overview

We have an opportunity for a permanent, full-time Manager, Compensation & Benefits on the People & Culture team. Reporting to the Director, People Operations, the Manager leads YVR’s compensation, benefits, retirement and recognition programs and a team of two Total Rewards Advisors.

This role is responsible for both the performance of existing programs and the development of new approaches that meet the needs of YVR and its employees. The Manager brings together market insights, workforce data, employee experience and financial analysis to shape practical total rewards strategies for a unionized and non-unionized workforce. They understand how decisions in one area can affect other programs, employee groups, collective bargaining, systems and operations.

We’re looking for a leader who is also a strong business partner. You build credibility with leaders by understanding their challenges, offering clear advice and following decisions through to implementation. You develop your team, encourage new thinking and lead change in a way that brings people along while keeping programs accurate, equitable and sustainable.

Key responsibilities include:

• Lead and develop the Compensation & Benefits team, setting clear priorities, building capability and taking accountability for the quality and timeliness of its work.
• Lead annual salary and incentive processes from planning through payout and reconciliation, including merit reviews, bargaining unit increases and year-end activities.
• Oversee job evaluation, compensation structures and market reviews, providing analysis and recommendations on complex pay matters.
• Manage benefits and retirement programs, including plan administration, renewals and reviews, provider relationships, costs and employee communications.
• Partner with leaders and HR Business Partners to understand business needs and develop practical recommendations that consider employee experience, internal equity and financial sustainability.
• Support collective bargaining through benchmarking, costing and analysis of proposals, considering implications across unionized and non-unionized employee groups.
• Use workforce, market, plan utilization and financial data to identify opportunities, assess options and present clear recommendations to decision makers.
• Lead approved new programs and enhancements through implementation, coordinating systems, processes, communications and change management with internal partners.
• Work closely with Finance, Payroll, HRIS, Legal, providers and consultants to deliver programs effectively and maintain sound controls and consistent practices.

Key qualifications include:

• At least five years of experience leading compensation, benefits or total rewards programs, with accountability for program delivery, improvement and people leadership.
• Degree in Human Resources, Business Administration or a related field, or an equivalent combination of training and experience.
• Experience working with both unionized and non-unionized workforces, including an understanding of collective agreements and the broader effects of total rewards decisions.
• Strong knowledge of compensation practices, job evaluation, benefits and retirement programs, and annual salary and incentive processes.
• Experience leading and developing a team, setting priorities and delivering complex work through others.
• A record of partnering with business leaders, understanding their operational priorities and providing clear, well-supported advice.
• Experience supporting collective bargaining through analysis, costing or implementation.
• Strong analytical and financial skills, with the ability to turn complex information into practical recommendations.
• Experience leading program development and change across functions, including implementation with Payroll, HRIS and Finance.
• A CCP, CBP or other relevant professional designation is an asset.

Although not required, French language skills are an asset as we are committed to providing bilingual services to our visitors and passengers.

This position is open to both Vancouver Airport Authority employees and external applicants.

Previous job performance will be taken into consideration for all internal candidates that apply for this position. As part of our recruitment process, short-listed candidates may be required to participate in an assessment process.