Position Profile

Job Title:  Job Evaluation and Compensation Specialist

Work Unit:  Human Resources, Human Resources Support Services, Job Evaluation and Compensation Unit

Ministry:   Alberta Children's Services/Community and Social Services

Competition Number:  1043175

Date:  June 2017



Human Services employs over 6700 people in more than 300 worksites in over 100 communities throughout the province. The department’s mission is to assist Albertans in creating the conditions for safe and supportive homes, communities and workplaces so they have opportunities to realize their full potential.

The position is under the direction of the Manager, Job Evaluation and Compensation, in the Human Resources Support Services (HRSS) branch of the Human Resources Division. This position provides support to program and process development and various initiatives through project management, teamwork, planning, research, analysis and recommendations in the areas of compensation and classification. This position also provides expert consulting services to the department on compensation, organizational design and classification. Position’s primary focus is supporting job evaluation within Human Services.

Responsibilities and Activities


Supports the consistent implementation of Alberta Public Service (APS) classification plans (PREP and MJEP) within Human Services while demonstrating the APS values.


  • Facilitates ministry classification committees and leads the maintenance and improvement of supporting procedures and practices.
  • Ensures committees and development opportunities are structured and facilitated to effectively support the development of human resources and line management staff in making defensible classification decisions that support the integrity of PREP/MJEP.
  • Provide coaching and support Human Resource Consulting Services (HRCS) staff pre and post committee as needed. This may include providing advice to HR staff on organizational design prior to positions being classified, contextual information from a ministry/GoA perspective, and/or post-evaluation guidance etc. Provides feedback to Manager and HRSS team around the developmental needs and priorities of HR Consultants.
  • Facilitates or co-facilitates training to clients both internal and external to the Division (HR Consultants, managers and staff).

Acts as a ministry specialist in the areas of job evaluation and compensation.


  • Advises and strategically consults with HR Consultants, HRCS Managers, employees and line management (as needed) to resolve complex organizational design, classification and compensation issues.
  • With direction from the Manager, participates in, facilitates, and/or leads working groups on short to medium term classification/compensation projects. Projects vary in scope and length, ranging from short-term projects such as conducting ad hoc reviews for a particular unit, or conducting compensation related research for management in range adjustments to medium term projects such as assisting in the classification review of a division.
  • As required assists HR staff with classification appeals.
  • Identifies issues to the Manager and provides recommendations on the best approach.

Identifies job evaluation and compensation trends.


  • Provides insight into the development and executes processes to evaluate and analyze ministry job evaluation and compensation metrics, trends, integrity and quality assurance processes.
  • Collaborates with other HR units to establish and support data integrity (IMAGIS, e-files, paper files, etc.).
  • Provides summary of findings and recommendations to manager.
  • With direction from the manager, develops and leads project plans to action recommendations.
  • Consults and collaborates with HRSS and Consulting Service teams.

Support cross-ministry and other HR projects as needed.


  • Provide background and briefings.
  • Represent the ministry on cross-ministry committees and working groups.
  • Provide assistance to other HR program areas within the division.



Reporting to the Manager, Job Evaluation and Compensation, the position is accountable for leading internal job evaluation and compensation projects that will support human resources objectives. This position will be required to influence internal stakeholders in order to achieve results. Uses innovative and analytical thinking by incorporating technology and processes in job evaluation and compensation initiatives. For instance, leading the project team that develops and implements a job evaluation data integrity plan. Leads the development of the maintenance procedures and plan. This involves working closely with internal stakeholders to meet business requirements for job evaluation data.

Advice and recommendations provided by this position requires a large amount of influencing without authority. A challenge that this position will encounter is resistance from stakeholders as job evaluation and compensation plans are maintained and culture is transformed. There is a need to have a thorough understanding of all HR directives in order to be innovative and flexible to meet business needs, without jeopardizing integrity.

Knowledge, Skills and Abilities

  • Requires a full working knowledge of Public Service Act, Compensation/Classification Directives and Regulations, PREP and MJEP.
  • Knowledge of appropriate research methodology and tools. Research and analysis skills are essential in order to provide recommendations on compensation equity issues and classification issues. The position must be able to recognize and extract relevant data and present ideas in an understandable way to a variety of audiences.
  • Technical compensation knowledge is required in order to analyze and research data and make appropriate recommendations. Knowledge of compensation and statistical concepts.
  • Consulting skills are required in order to provide quality advice.
  • Written and verbal communication skills are essential. Must be able to communicate needs and identify possible solutions to issues.
  • Organizational skills are required in order to manage a number of projects of various scope and complexity at any one time.
  • Requires advanced knowledge of Excel to perform statistical analysis and create graphs.
  • Knowledge of ministry mandate, programs and organizational structure is essential.


  • Frequent contact with HRSS team for the purposes of collaboration and direction.
  • Frequent contact with HR Consulting Services team for the purposes of collaboration and consultation.
  • Contact with line managers for the purposes of strategic consultation.
  • Contact with representative from CHR to seek advice or to provide assistance on specific service issues.

Supervision Exercised



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