Position Profile

Job Title:  Director, Compensation and Data Analytics

Work Unit:  Public Sector Working Group

Ministry:  Alberta Treasury Board and Finance

Competition Number:  1040756

Date:  February 2017
 

Position Summary

 

The Public Sector Working Group (PSWG) provides strategic advice, negotiation support and leading edge data and analysis in support of the Government’s interests as an employer and funder in the broad public sector. Reporting to the Executive Director, the Director, Compensation and Data Analytics, leads a team of compensation experts and collective agreement analysts within the Compensation and Data Analytics business unit, devoted to providing leading edge data and analysis in support of mandate development, collective agreement proposal costing and other objective evidence-based, analysis on behalf of the PSWG.

The Director will lead and/or provide expertise to the PSWG and its core internal and external clients and stakeholders with respect to the development of bargaining guides, mandates, government reports, and supporting compensation-related analysis with respect to labour relations within the broad public sector. Other key duties include primary total compensation and cross-jurisdictional benchmarking research and analysis, leadership around the implementation of compensation and related labour relations initiatives and projects, including best practices, consultations, compensation policy, environment scanning, government and joint stakeholder committees/communities of practice and other similar projects and initiatives.

As the lead compensation expert within the PSWG, the Director will lead or support colleagues on various project teams, information sharing initiatives and timely and when appropriate, accurate costing analysis, including in the midst of active negotiations. The Director will produce or lead the production of deliverables under extreme deadlines working closely with senior level partners within the PSWG and key government and employer stakeholders (e.g. CHR, Advanced Education, Education, Alberta Health Services, etc.)

The Director must be able to communicate clearly and effectively about the often complex work within the business unit (and PSWG in general) to a variety of different clients and stakeholders, including senior political leadership.

Specific Accountabilities

 

Compensation Research and Analysis: Bargaining Mandates and Guides

  • Leads teams responsible for the preparation of evidence-based mandates, bargaining guides and other related analysis. Responsible for supporting bargaining mandates by providing total compensation analysis, labour market analysis, benchmarking, broad economic indicators, etc. Work is carried out by means of data exchange with key partners, cross-government exchanges, statistical research from other existing sources (e.g. Statistics Canada, Conference Board of Canada etc.), required primary research, consultations, collective agreement and proposal analysis and contracted research.

Evaluation and Audit

  • Is responsible for leading teams carrying out required evaluation/audit work as part of the collective bargaining cycle. Will review and cost terms of completed collective agreements to ensure mandate compliance, will lead and complete all required stakeholder/partner surveys, will review compliance with bargaining and system assurance strategies etc. Will prepare reports and report outcomes to PSWG senior management.

Program and System Design

  • Will lead teams responsible for the design, development and implementation of leading edge analytics in support of PSWG’s mandate and bargaining guide development processes. Will help construct survey designs and instruments, help define and execute “proprietary” (or at least relatively unique) compensation-related analytics in support of government’s public sector bargaining interests. Will write required reports, research proposals, RFPs etc. in support of these activities.

Data/Analysis Integrity

  • Will be the senior PSWG official required to provide technical approval for all data/analytics utilized within the PSWG. Will ensure that all data and forms of research utilized are statistically/scientifically valid and reviewable and are in keeping with the values and norms for empirical research within the PSWG, TBF and the government as a whole. Position will represent PSWG on high level data-analytics cross-ministry/cross-jurisdiction working groups, committees etc. (and maintain professional contacts therein) and will be considered the PSWG’s “resident expert” on all matters related to data, compensation and macroeconomic analysis.

Strategic Advice and Intelligence

  • Leads team that will provide data and analytics related key intelligence, strategic options and analysis to PSWG in support of both internal and external clients and partners. Initiate timely compensation related advice, analysis, technical research and data collection to support PSWG and government interests with respect to public sector bargaining. Conduct compensation/labour relations related environmental scanning and monitoring. Draft well-researched position papers, policy statements and responses for senior department and government officials that address compensation/labour relations issues in a manner sensitive to corporate needs. Provide strategic advice to the Executive Director for dealing with issues as they arise.

Knowledge / Experience

 
  • University degree in business administration, finance, economics, statistics etc.
  • Significant in-depth related experience in compensation, development of compensation mandates, issues management, and policy development as related to labour relations.
  • Requires expert knowledge of compensation models and costings.
  • Knowledge and familiarity with Alberta’s labour relations scene.
  • Knowledge and familiarity with the Alberta economy, key industries, key trends, developments, etc.
  • Excellent understanding of workplace trends and issues, both within a labour relations context and from a broader human resources perspective.
  • Considerable knowledge of human resources functions (including classification, compensation and staffing).
  • Considerable knowledge of labour and employment related legislation and regulation.
  • Experience providing compensation advice to line management, interpreting and administering a collective agreement.
  • A general understanding of collective agreement construction and administration.
  • Solid knowledge of the agreement administration and negotiation processes in the public sector.
  • Knowledge of policy analysis framework necessary for the development of policy recommendations, actions plans, implementation strategies, etc.
  • Awareness of relevant labour relations legislation, policies, programs and business and strategic planning processes.
  • Familiarity with government decision-making and policy development process and procedures, including public consultation processes and legislative/committee processes.

Skills

  • Expert level compensation-related analytic skills.
  • Strategic thinking and planning.
    • Strong capacity for strategic analysis of compensation trends, events and developments in a proactive fashion within the branch, division, department and government. Can perform integrative analysis: making sense of large amounts of often complex and confusing information, i.e., providing succinct “bottom line analysis” under tight deadlines.
    • Strategic and political acumen including the ability to exercise independent judgement, and act proactively “before it hits” is a must.
  • Ability to work and contribute effective in a team environment.
  • Research, analytical, and problem solving. Understand, use and recommend research methodologies.
  • Solutions and results orientated.
  • Strong listening, written and oral communication and presentation skills.
  • Consultation, facilitation, and issue resolution.
  • Organization, coordination, and project management.
    • Strong organizational and communication skills to support functional, effective teams often dealing with sensitive and “live” issues.
    • Ability to simultaneously manage a wide variety of assignments towards achieving the department’s mission, vision and values.
  • Political and organizational sensitivity and awareness and effective diplomatic skills, including the ability to represent department / interests in potentially sensitive environments.

Leadership and Business Know-How

 
  • The position is a leader in developing and applying compensation related knowledge for public sector labour relations. Position will be expected to develop and maintain networks of (public sector) compensation experts in Alberta and across Canada.
  • Position provides leadership in developing solutions to complex issues, setting direction and fulfilling the mandate of the branch.
  • Leads a team of compensation experts and analysts who provides data analytics and research support to populate mandates and other related products described above.
  • Position will be expected to be a credible and effective communicator on technical aspects of PSWG outputs to a wide variety of audiences (e.g. HR directors, Deputy Ministers and Cabinet Ministers, union leaders, CEOs, etc.)  

Problem Solving

 
  • Position entails considerable problem-solving skills (e.g. analyzing, reasoning, creating, evaluation, etc.); in particular to the development of a compensation, workforce trends, and labour relations information structure.
  • Position is responsible for producing high level briefings, policy statements, analysis, including pros and cons or risk assessments, and also must ensure that “substantial” data, research, and background materials are prepared and available, often under very tight deadlines and heavy workload.
  • Position requires significant problem solving skills; PSWG is just being developed – position will be a leader in completing pioneering work, where there are few antecedents and considerable risk.
  • The role also requires a deep understanding of the complex interaction among employer/employee relationships, organizational culture, and professional roles, responsibilities and aspirations.
  • The role also requires expertise in relationship building with employer and employee groups, identification and monitoring of workforce labour trends and issues, evaluation of collective agreements, and formulating recommendations related to policy and governance.

Relationships / Contacts

Clients Frequency Nature and Purpose of Contact
Internal

Executive Director

Multi-daily

Assignments, reporting, advice, strategizing.

Colleagues

Multi-daily

Seek/provide advice and information; project team work.

Other Divisional Professional Staff

Daily/Weekly

Information sharing (e.g. Bargaining, project management).

Chief Advisor on Negotiations

Frequent

Provide policy and strategic advice/recommendations, review of reporting materials/tools, receive directions.

Employer Ministries

Frequent

Planning. Coordination of required data for compensation analysis; related issues management.

Other Ministry Divisions

Regular

Collaborate on Ministry initiatives; data and research projects.

Deputy Ministers Office

Rarely

Provide policy and strategic advice/recommendations, as required.

External

Partner employers (e.g. AHS)

Frequent

Planning. Coordination of required data for compensation analysis; related issues management.

Impact and Magnitude of Job (Scope)

 
  • This position is directly linked with the government’s intentions to strengthen labour relations outcomes by relying upon objective evidence-based analysis in support of bargaining positions. Improved outcomes in the public sector can help sustain or improve services provided to the Alberta public.
  • Position affects both unionized and non-unionized Alberta workplaces by supporting the direction of compensation for the province, directly impacting both workers and employers. Also impacts government stakeholders in other departments with a stake in labour relations (e.g. Alberta Health, Alberta Public Service).
  • Position will be part of a cross-Canada conversation around government regulation of collective bargaining – as several jurisdictions are also looking to strengthen their bargaining capacity within the public sector.

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