Requisition ID: 12638

Number of Vacancies: 1

Department: Talent Management

Salary Information: $134,789.20 - $165,550.20

Employment Type: Temporary Assignment 18 months (Due to maternity leave)

New or Existing Vacancy: Existing Vacancy

Weekly Hours: 35 Off Days: Saturday and Sunday Shift: Day

Posted On: February 27, 2027

Last Day to Apply: March 12, 2026

Please see TTC Website for full posting.

The Toronto Transit Commission (TTC), North America's third largest transit system and recognized as one of the top places to work in the GTA has introduced its new 2024-2028 TTC Corporate Plan - Moving Toronto, Connecting Communities which continues the TTC’s legacy of delivering service to hundreds of millions of customers a year. The TTC’s new vision and mission statements also help promote the many environmental, social equity and economic benefits that the TTC provides:

Vision: Moving Toronto towards a more equitable, sustainable, and prosperous future.

Mission: To serve the needs of transit riders by providing a safe, reliable, efficient, and accessible mass public transit service through a seamless integrated network to create access to opportunity for everyone.

The full Plan can be viewed on ttc.ca.

Position Summary

Reporting to the Director of Talent Management, the Senior Manager of Compensation is responsible for the effective development, design, implementation of compensation strategy and programs, as well as the provision of compensation programs and organizational design across the TTC. The Senior Manager, Compensation will lead a sizable team of compensation professionals providing client services in related areas of expertise, and advise management regarding the application of strategic compensation principles and practices.

This position will also oversee job evaluation programs for staff and union jobs, wage and salary administration, market pricing, survey completion, and the administration of complement management, including position management and Workforce Change Requests (WCR). The Senior Manager, Compensation will also lead special compensation projects|, including the review and recommendation of changes to programs and policies related to compensation.

Scope and Responsibilities

• Responsible for the strategic planning, management, and implementation of all corporate compensation-related programs by consulting or assisting in the assessment of business needs and impacts of existing and new compensation programs.
• Responsible for the research, planning, design and implementation of new programs based on business needs which are competitive and cost effective.
• Provide consultation in the establishment of corporate long-range objectives regarding salaried compensation programs, as well as developing and implementing the performance measures for compensation.
• Partner with the business leaders to implement transformational changes in organization design.
• Oversee the compliance of legislative requirements associated with compensation programs and plans.
• Participate in and conduct market and salary-related surveys.
• Manage the implementation of general adjustments/cost of living adjustments, including overseeing the preparation of revised salary schedules, and coordination and communication of all salary changes with relevant stakeholders, including Payroll and Finance.
• Ensure the efficient and accurate administration of job descriptions and job evaluation programs for union and non-union staff which involves consulting with management in the creation of new job evaluation plans where necessary and leading any related working committees.
• Plan, guide and direct the activities of Consultants in the performance of their job analysis and job evaluation duties as it affects all union and non-union staff.
• Ensure ongoing revisions of job descriptions are in accordance with processes at the TTC and best practices, to ensure up-to-date and accurate documentation, as well as ensuring job evaluation benchmarks are current and appropriate.
• Monitor results of the job evaluation process, recommending revisions, changes, improvements to current method, plan design, etc.
• Review and revise processes to ensure they are supportive of corporate business objectives and work to minimize liability costs.
• Ensure wage and salary administration guidelines and practices produce recommendations/decisions which are fair, consistent, and conform to policy.
• Review pay practices and recommend additions to, or, clarification of existing policies.
• Review existing work methods, procedures and developing/ implementing new and/or revised methods and procedures to improve efficiency.
• Conduct market research and completing surveys to maintain market awareness.
• Contribute to the preparation of the annual budget and business goals and objectives for the Department.
• Promoting a respectful work and service environment that supports diversity, inclusion, and is free from harassment and discrimination. Providing leadership in the development and implementation of inclusive and accessible policies, programs and/or services for employees and customers in accordance with TTC’s commitments and obligations under the Ontario Human Rights Code (OHRC) and Related Orders, the Accessibility for Ontarians with Disabilities Act (AODA), and TTC’s policies.

Key Skills & Expertise

• Thorough familiarity with compensation issues and legislation as related to areas of responsibility.
• Thorough awareness of the relationship between compensation administration and related human resources activities such as recruitment, labour relations, and performance management.
• Ability to prepare quantitative and qualitative reports as related to compensation, and to present findings to senior leadership concisely to support business decision making.
• Ability to plan, direct, motivate and coordinate activities of a group of professionals to ensure quality/quantity standards are maintained.
• Experience with HRIS systems.
• Good knowledge of relevant Collective Agreements as they relate to areas of responsibility.
• Must have or rapidly acquire a comprehensive knowledge of the Ontario Human Rights Code and Related Orders including disability accommodation and accessibility requirements pertaining to passengers and employees.

Education & Qualifications

• Completion of a post-secondary college diploma or university degree in a relevant discipline (e.g. human resources, business administration, etc.), along with progressively responsible experience in a related supervisory capacity; or an equivalent combination of education, training and experience deemed to be equivalent.
• In-depth experience in compensation, job evaluation, organizational design, and salary administration, as well as comprehensive knowledge of related principles, concepts, trends, procedures and practices.
• Previous experience in a unionized environment is required.
• Certified Human Resources Professional designation is an asset.

Commitment to EDI

The TTC is committed to upholding the values of equity, diversity, anti-racism and inclusion in the delivery of its services and in its workplaces. The TTC is committed to fostering a diverse workforce that is representative of the communities it serves at all levels of the organization and supports an inclusive environment where diverse employee and community perspectives and experiences bring value to the organization. The TTC encourages applications from all applicants, including members of groups with historical and/or current barriers to equity, including but not limited to, Indigenous, Black and racialized groups, people with disabilities, women and people from the LGBTQIA+ community. The TTC values and supports an inclusive and barrier-free recruitment and selection process. Accommodations for applicants are available upon request throughout the recruitment and selection process, including for those who identify as having a disability. Please contact Talent Management at (416) 393-4570 or Jobs@ttc.ca . Any information received related to an accommodation will be addressed confidentially.

General Prohibition in Hiring Process

The TTC is also committed to a fair hiring process based on job related qualifications, merit, and abilities. You are expected to write your own materials and provide your own qualifications and experiences during the hiring process. The TTC will not tolerate the use of artificial intelligence or external resources in any of your submissions or responses, or the disclosure of interview questions to others. By submitting your application, you acknowledge and agree to the following:

• The use of any artificial intelligence (AI) tool including, but not limited to, ChatGPT and Microsoft Copilot, to generate or produce any information or materials to be submitted or any response to any assessment question or any interview question, is prohibited.
• All information and materials you submit, including resume, cover letter, and assessment responses, are your own original work without the use of any AI tool
• During any interview, your response to any interview question is your own without the use or assistance of any AI tool or any person.
• You will not disseminate or disclose to any person any interview question.

Should you breach the prohibition of AI tool use, or information dissemination or disclosure, you will be in violation of TTC’s hiring process and TTC may withdraw your application and may prohibit you from participation in the TTC hiring process.

Relatives of TTC Employees

The TTC’s policy prohibits relatives of current TTC employees from being hired, assigned, transferred or promoted into positions, where there is a conflict of interest due to a relationship. Should you be selected for an interview, you will be required to disclose the name, relationship and position of any relative who is a current TTC employee.

We thank all applicants for their interest but advise only those selected for an interview will be contacted.