Who We Are

We acknowledge that Vancouver Community College (VCC) is located on the traditional unceded territories of the xʷməθkʷəy̓əm (Musqueam), Sḵwx̱wú7mesh (Squamish), and səlilwətaɬ (Tsleil-Waututh) peoples who have been stewards of this land from time immemorial.

For over 55 years, VCC has been a leader in innovative, experiential post-secondary learning. We’re one of B.C’s top employers and we are proud to inspire students to discover their passions, gain essential skills, and learn what it takes to succeed in a competitive workforce.

At VCC, we respect and celebrate our differences, and are committed to the work of decolonization, accessibility, and inclusivity for all. Be a part of creating an inclusive community that provides equitable opportunities for Indigenous and diverse representation, participation, and success for everyone.

We value lived experience and encourage applications from members of all groups experiencing barriers to equity. Come join the VCC community as we shape the future together.

The Compensation and Classification Advisor Reports to the Manager, Total Rewards and provides input and expertise in the development, implementation, and administration of the College’s compensation programs. This position collaborates with the Manager, Total Rewards in implementing wage and salary administration, job evaluation, and organizational redesign initiatives to provide coordinated services on compensation matters. The Compensation and Classification Advisor ensures appropriate and consistent application of job evaluation and compensation plans, collective agreements, terms and conditions of employment, and College policies and procedures. This position serves as an expert and may provide advice that crosses over multiple HR functions such as labour relations, recruitment and selection, performance management, or organizational development. The Compensation and Classification Advisor also participates on special assignments, projects and initiatives.

1. In conjunction with the Manager, Total Rewards, provides education, advice and guidance on a variety of compensation and classification issues to the College’s Administrative leaders, acting as a trusted advisor to facilitate successful outcomes.

2. Works in partnership with college stakeholders and employee groups to facilitation discussions on developing, delivering and implementing equitable and consistent compensation systems.

3. Manages and maintains compensation plans for applicable employee groups, ensuring the various plan designs remain effective in supporting the College’s strategic goals and objectives.

4. Provides advice to senior management on initiatives that affect compensation and job design.

5. Conducts research and analyzes compensation data and trends to maintain competitiveness within the post-secondary sector (market research, job evaluation and salary plan administration). Gathers and prepares data and reports and analysis of a complex nature.

6. In consultation with Manager, Total Rewards, compiles compensation data for PSEA, PSEC and other legislative bodies on compensation-related matters and prepares a variety of reporting including those required for bargaining. Participates in bargaining preparation and provides bargaining support as and if required.

7. Liaises with the Post-Secondary Employers Association (PSEA) to provide compensation data, submit requests for compensation changes or plans, and seeks guidance in areas of total compensation, bargaining, or organizational change.

8. Administers the excluded compensation plan in alignment with VCC’s Compensation Philosophy.

9. In conjunction with the Manager, Total Rewards, develops and implements communication strategies for compensation matters.

10. In collaboration with the People Services team, supports senior leaders in organizational development, restructuring, strategic planning, organizational design, succession planning, needs assessment, and compensation and classification programs; assists departments with the people side of change management as it relates to restructuring and compensation and classification.

11. In collaboration with Manager, Total Rewards, recommends, creates and implements changes in compensation policies, practices. Maintains People Services standard operating procedures, guidelines or protocols as they relate to compensation, job evaluation and classification matters.

12. Reviews initial salary placements of Administrators ensuring guidance and recommendations are consistent, fair and equitable.

13. Provides guidance and direction to People Services in support of compensation activities, ensuring compliance to compensation programs, job evaluation plans and processes, collective agreements, terms and conditions of employment, legislation and College policies and procedures.

14. Develops communication initiatives to ensure employees understand the value of the College’s total compensation package.

15. Conducts job evaluation of new and vacant CUPE Support Staff and excluded positions. Provides advice to academic leaders devising job descriptions for faculty positions.

16. Manages and administers Gender Neutral job evaluation Plan and processes, including resolving classification issues and challenges; ensures job descriptions, titles and compensation are consistent and support internal organizational structures.

17. Conducts job analysis for CUPE Support Staff positions, and excluded positions including interviewing employees and managers and analyzing job class specifications, benchmarks or benchmark grids.

18. Represents the interests of the College in relation to job development and classification issues. Responds to classification appeals or grievances and negotiates resolution or settlements with stakeholders. May represents the College at arbitration.

19. Initiates, researches, and compiles management classification and reclassification requests, which includes updated job descriptions, recommendations, and salary surveys for submission to PSEA.

20. Maintains up-to-date records of job descriptions, job classifications and job evaluation results for support staff and excluded positions.

21. Administers or oversees functions as they relate to positions, employee classifications, salary data, or application of excluded management increases ensuring accurate records are maintained.

22. Identifies process improvements related to job evaluation process, recommends solutions and participates in the development of related tools.

23. Conducts and participates in compensation surveys as required; gathers and analyzes a variety of market and job data, presenting information to senior decision makers.

24. Develops and maintains the HR classification website and database for on-line access to job descriptions and other compensation-related information.

25. Updates and maintains job evaluation database and tracking tools.

26. Maintains paper and electronic position files including classifications, position description questionnaires (PDQs), position/job descriptions, rating sheets, resource materials, correspondence and other related records.

27. Works in partnership with HR Systems and Payroll to maintain salary grade tables in HRIS system.

28. Works with HR Systems to create and maintain compensation related reports and monitors HRIS systems to ensure compliance with data standards.

29. According to the overall strategic direction of the College, contributes or leads HR projects or initiatives that enhance the People Services’ core service deliverables including recruitment practices, labour relation practices, compensation and benefits, employee training and development, health, wellness and engagement programs, HRIS and systems.

30. Creates and maintains project procedures and documentation and recommends changes to procedures and/or policies as per research and analysis.

31. Participates as a member of College committees.

32. Recommends best practices and implements efficiencies to job compensation and classification processes and procedures by reviewing methods, procedures and forms relevant to assigned duties ensuring that systems are current and efficient.

33. Maintains currency with emerging trends, developments, methods and technologies in the Human Resource field.

34. Performs other related duties as required.

$72,514 – $96,685 – $106,354 annualized (Pay Grid 9). Normal starting salary placement is between $72,514 and $96,685. Compensation beyond the control/mid-point requires approval by the Public Sector Employer’s Council Secretariat (PSEC).

8:00 am – 4:00 pm