Senior RSS Compensation Analyst

Company: CGIC
Department: Business Enablement
Employment Type: Regular Full-Time 
Work Model: Hybrid 
Language: English is required, and French is an asset.
Additional Information: This/these role(s) is/are currently vacant

The Opportunity:

We are a leading Canadian financial services co-operative committed to being a catalyst for a sustainable and resilient society and our team is essential to deliver on this strategy.  That’s why we prioritize our people, to ensure we provide a strong culture and development opportunities which enables our team to thrive and to live our purpose.  The best part is that you will work with people that care passionately about you, our clients and our communities.

The Senior Compensation Analyst plays a critical role in enabling Retail Sales performance by applying advanced analytics and subject matter expertise to the design, evaluation, and ongoing optimization of compensation and incentive programs. The role partners closely with cross-functional teams including Platform Enablement, Finance, HR, and business stakeholders to translate strategic objectives into effective compensation solutions that drive advisor performance, retention, and business outcomes. Through a combination of descriptive analytics, compensation plan design, and consultative leadership, this role provides insight-driven recommendations that influence sales operations, financial performance, and the effectiveness of Business Enablement compensation strategies.

How you will create impact: 

• Develop, analyze, document and validate business requirements and/or specifications for new compensation/ bonuses, or enhancements/upgrades to existing compensation plans/ bonuses. 
• Responsible for building compensation models from scratch and running those models to determine financial impacts of any compensation plan design changes.
• Provide advanced analytics to support Senior leadership in making data driven decisions.
• Participating in annual incentive compensation design reviews and ensuring our business tools and systems are updated to reflect annual changes.
• Evaluating workflows and procedures, initiating process improvements and supporting the team in understanding and maintaining commitment to the change process.
• Develop and deliver presentations to senior leadership outlining the impact of compensation changes and proposed adjustments.

To join our team:  

•  You have five years of relevant experience in a related field.
• You have advanced knowledge of Business Intelligence tools such as Excel, Tableau and MicroStrategy.
• Post-secondary degree in a related discipline is an asset.
• Certified Compensation Professional (CCP) is an asset.    

How you will succeed:

• You have an innovative mindset to improve operational efficiencies and ability to influence change, with a primary focus on client needs.
• You use critical thinking skills to recognize assumptions, evaluate arguments, draw conclusions and proactively propose solutions.
• You have strong communication skills to clearly convey messages and explore diverse points of view.
• You build trusting relationships and provide guidance to support the development of colleagues.
• Coordinate end‑to‑end annual compensation cycle checkpoints, ensuring tight timeline management from review through to payout using strong project management and organizational discipline.

What you need to know:

• You will travel occasionally.
• You will be subject to a Criminal Record and Consumer History background check as a condition of employment, in the event you are the successful candidate. 

What’s in it for you?

• You have five years of relevant experience in a related field.
• You have advanced knowledge of Business Intelligence tools such as Excel, Tableau and MicroStrategy.
• Post-secondary degree in a related discipline is an asset.
• Certified Compensation Professional (CCP) is an asset.    

Salary information​

Expected salary/hourly range $72,847- $121,411 (min-max, full range)

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Salary placement​

The salary amount for the successful candidate is determined by Co-operators in its discretion and will vary depending on several criteria including but not limited to: local market conditions, geography and relevant job-related factors such as knowledge, skills, qualification, experience and education.​

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Incentive/Variable pay ​

Employees may also have the opportunity to participate in incentive programs and earn additional compensation tied to individual and/or business performance, or other business metrics.

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