Compensation and Job Evaluation Policy Advisor- BULK

Role Responsibilities

Are you a HR professional who is motivated by supporting the organization achieve its broader goals?

Do you thrive on tackling new challenges?

Do you get excited dealing with variety and knowing that no two days are the same?

If so, this sounds like the opportunity for you.

At the Government of Alberta, the Workforce Policy Branch is part of the Strategic Services and Public Agency Secretariat Division, providing strategic direction for corporate workforce policies and programs. We work to provide subject matter expertise and strategic policy advice to both internal and external stakeholders, along with supporting the strategic design, development, monitoring, evaluation and maintenance of the Alberta Public Service compensation and classification programs and policy frameworks.

The Compensation and Job Evaluation Policy Advisor is a subject matter expert providing strategic policy advice to stakeholders in the areas of compensation and classification programs and policy frameworks. Reporting to the Manager, Compensation and Job Evaluation Policy, you will apply your critical thinking skills to identify and address compensation and classification challenges to position the Public Service Commission to support the organization’s strategic objective to attract, engage and retain talent within the Alberta Public Service.

Key responsibilities of this position include:

• Maintain the integrity of classification and compensation systems and support the identification of program/policy gaps.
• Monitor and maintain market data, including participation in jurisdictional and broader Alberta public and private sector compensation and classification surveys.
• Provide subject matter expertise and interpretation of classification and compensation policies.
• Support collective bargaining through research, analysis, recommendations and advice. 
• Lead strategic projects or components of projects, such as compensation and classification reviews, and related research and analysis. 
• Support reviews of compensation and classification policies/directives and regulations to ensure they are relevant, equitable and transparent.

The successful candidate requires an understanding of compensation and classification methodologies and principles. You will also need to be able to recognize and extract relevant data and present ideas through strong written and verbal communication skills. Your strong organizational and time management skills will be required in order to handle the variety of priorities and projects simultaneously.

Knowledge of Microsoft Excel will assist you in performing statistical analysis and prepare charts/graphs to present the information. You will possess a high level of attention to detail and will be able to work both as part of a team as well as autonomously.  The ability to be resourceful, think outside the box, develop networks and be strategic will ensure your success in this role.

Please click on this link to view the job description.

APS Competencies

Competencies are behaviours that are essential to reach our goals in serving Albertans. We encourage you to have an in depth understanding of the competencies that are required for this opportunity and to be prepared to demonstrate them during the recruitment process. This link will assist you with understanding competencies:  https://www.alberta.ca/assets/documents/psc-alberta-public-service-competency- model.pdf

Below is a list of the APS Competencies critical to this role:

Systems Thinking – Take a long-term view on outcomes from a system-wide perspective when resolving issues. Awareness of how different components strategically align, and how one decision/action can either negatively or positively impact a future decision. Ensure Diversity and Inclusion is considered in policy and program development.

Creative Problem Solving – Engage and consult with stakeholders and colleagues from other branches, in order to encourage idea generation and gather various perspectives and feedback to establish creative solutions and innovative policy approaches. Research trends and gather inter-jurisdictional information to assist in finding creative ways to enhance classification and compensation frameworks and policies. 
 
Agility – Remain optimistic and calm when leadership changes direction or puts work on hold due to changing priorities. Seek advice and support to manage change, when required. 
 
Drive for Results – Partner with colleagues to achieve project objectives and outcomes. Hold self responsible for results and admit when assistance is required or when change is needed. Takes a proactive approach to present new ideas and perspectives for consideration by the broader team.
 
Develop Networks – Proactively communicate and encourage exchange of information and idea generation. Engage and consult with other program areas and service delivery on new or amended policies. 

Qualifications

Minimum Recruitment Standard:
University graduation in a related field (human resources, management, business, commerce, etc.) plus two years of related experience.

Equivalency:

A related two-year diploma from a recognized post-secondary institution and four years of related experience; or a related one-year certificate from a recognized post-secondary institution and five years of related experience.

Required:

• Experience in compensation and/or job evaluation/classification and organizational design, to develop and propose strategies and/or policies.
• Experience in other functional human resource policies, practices and legislation
• Experience with research, designing surveys, analyzing compensation data and providing recommendations to leadership.

Assets: 

• Experience with policy and/program development
• Experience facilitating training
• Certified Professional in Human Resources (CPHR) and/or Certified Compensation Professional (CCP) designation. Certified Employee Benefits (CEBS) or Certified Benefits Professional (CBP)

Minimum recruitment standards outline the minimum education and experience required for appointment to a job classification. 
Refer to https://www.alberta.ca/alberta-public-service-minimum-recruitment-standards.

Notes

This competition is used to fill more than one vacancy and future opportunities at the same level or at the lower classification.

Hours of Work: 
7.25 hours per day / 36.25 hours per week - Monday to Friday, 8:15 am to 4:30 pm.

Links and information on what the GoA has to offer to prospective employees.

•    Working for the Alberta Public Service - About the Alberta Public Service | Alberta.ca
•    Public Service Pension Plan (PSPP) - https://www.pspp.ca
•    Alberta Public Service Benefit Information - https://www.alberta.ca/alberta-public-service-benefits
•    Professional learning and development - https://www.alberta.ca/professional-development-support-directive
•    Research Alberta Public Service Careers tool – https://researchapscareers.alberta.ca
•     Positive workplace culture and work-life balance
•     Opportunity to participate in flexible work arrangements such as working from home up to two days per week and modified work schedule agreement
•    Leadership and mentorship programs