[Hiring] Human Resources Consultant @Workiy

Role Description

This is a remote position.

A leading Canadian public research university is seeking an experienced Human Resources / Total Rewards Consultant to lead a comprehensive modernization of its talent and total compensation framework. The mandate focuses on the managerial, professional, and senior non-academic employee groups to improve market competitiveness, internal equity, Pay Equity compliance, and operational transparency.

• Develop institutional compensation philosophies.
• Benchmark up to 550 roles.
• Build dynamic financial models.
• Author salary management policies.
• Redesign merit and performance frameworks.
• Coordinate deliverables alongside a concurrent initiative redesigning the university's overall Job Architecture.

Requirements

• Author a comprehensive Total Rewards Philosophy document and executive summary outlining strategic objectives across base pay, benefits, recognition, career mobility, and financial affordability.
• Establish benchmarking methodologies, appropriate peer groups, and job-matching rules to evaluate market competitiveness across up to 550 positions.
• Develop a minimum of three pay structure designs (e.g., traditional salary grades, broadbanding, competency/skill-based bands).
• Build interactive Excel models with dynamic scenario toggles to conduct sensitivity analyses and budget impact projections.
• Author an institutional Salary Management Policy governing initial placement, promotional increases, in-range merit progression, market adjustments, acting pay, approval matrices, and appeals workflows.
• Design interactive manager salary calculators and placement scenario test templates.
• Modernize performance management frameworks to support high performance and clear differentiation.
• Construct merit allocation pool models linking performance ratings directly to compensation budgets.
• Formulate an implementation roadmap with a RACI matrix that sequences compensation deliverables around the parallel Job Architecture review.
• Establish decision rights, approval thresholds, and ongoing operating models.
• Prepare executive-level presentations, all-staff communication toolkits, manager coaching resources, and FAQs.
• Provide post-design support, including HRIS integration, job-to-band matching, train-the-trainer delivery, and post-implementation recalibration.

Qualifications

• Deep expertise in professional and executive compensation design, salary banding, internal relativity, and Pay Equity compliance.
• Proven track record leading compensation modernization or talent redesign projects within universities or complex public sector institutions (minimum of three comparable completed client projects).
• Demonstrated proficiency in creating auditable, scenario-driven financial and compensation models in Microsoft Excel.
• Expertise in authoring administrative HR policies, governance frameworks, and modernized performance management systems.
• Exceptional communication and presentation skills, with experience facilitating discussions among executive leadership, steering committees, and decentralized institutional groups.
• Practical experience embedding Equity, Diversity, Inclusion, and Accessibility (EDIA) principles across total rewards and talent practices.