IP Compensation HR Generalist

Job Synopsis

This position is primarily responsible for the HR activities related to staff compensation within the International Program (IP). A key focus of the role is supporting the ongoing IP compensation review project, including HRIS database management in collaboration with HRIS superusers and implementing procedure changes with HR colleagues across IP. Collaboration with HR Directors of IP, US and Canada – as well as potentially Program Directors – is essential to ensure the success of these initiatives. Additionally, this role provides HRIS and HR support to National Staff in country programs that do not have Regional HR coordinators. To ensure the smooth and efficient operation of the HRIS for National Staff, the position involves working on various projects and requests. Another critical responsibility is assisting supervisors in updating job descriptions of current program staff, refining language as needed and ensuring the finalized documents are presented to IP Job Evaluation Team for review. The position also communicates assigned job levels to supervisors and staff, mediating between supervisors and Job Evaluation Team when necessary. As the chair of the IP Job Evaluation Team this role plays a key part in maintaining consistency and fairness in job evaluations. The position is supervised by the IP Associate HR Director.

Qualifications

All MCC workers are expected to exhibit a commitment to: a personal Christian faith and discipleship; active participation in a Christian church or Christian community; and nonviolent peacemaking. MCC is an equal opportunity employer, committed to employment equity. MCC values diversity and invites all qualified candidates to apply.

Essential:

• Post-secondary education
• 1-2 years of work experience in HR, with specific experience in compensation and benefits
• Self-motivated and well organized with the ability to manage multiple priorities with a high attention to detail
• Proven experience collaborating effectively with within a team environment
• Experience with the protection and management of confidential information and ability to handle sensitive information and situations
• Must be familiar and have a mid-level proficiency in computer applications, specifically Excel
• Strong analytical and problem-solving skills and high attention to detail
• Strong written and oral communication and interpersonal skills to deal with a variety of stakeholders and individuals on a regular basis
• Police record check
• Ability to travel within both Canada and the U.S

Preferred:

• Knowledge of employment standards and relevant HR legislation in international settings
• Payroll Compliance Practitioner (PCP)
• Experience in using HR Information Systems
• Project Management experience
• Bilingual – French or Spanish

Key Responsibilities

Contact/Relationships:
This position requires the incumbent to act as a resource for and have regular contact with HR, Finance (FS) and IP directors, job evaluation team, IP technical team, Area Directors (ADs) and Representatives (Reps), HRIS super users, HR network and International (IS) and National Staff (NS). Must be knowledgeable in MCC policies and procedures. Excellent oral and written communications skills, with the ability to persuade and provide thoughtful, well-crafted responses.

Supervision:
No supervisory duties.

Complexity/Competencies: Monitors all aspects of the International Program (IP) compensation project including research, implementation, communication and data management. Requires general knowledge of compensation and benefits, HR Information System, HR policies, procedures and internal controls and the ability to communicate these to international country program staff.

Independent Action:
Works independently with HR, IP and Finance directors, HR Network and country offices.

Initiative and Ingenuity:
Frequent problem solving is required, along with strong research and data management skills.

Communication/Interpersonal Skills:
Must have the ability to communicate clearly and effectively across different cultures and respond to standard requests from IP. Verify and explain policies, procedures, or regulations.

Mental/Physical/Visual Demand:
Good analytical skills with ability to follow up on issues in a timely manner and to stay on task until any issues are resolved.

End Result: The incumbent is the primary HR contact for IP staff regarding the IP compensation project including job description editing, communication and HRIS processes related to those functions.

Major Responsibilities:
40% IP Compensation Project Management
25% HRIS Support
25% Job Description Support
10% Communication

• Ensure that the Gospel of Jesus Christ is exemplified in the performance of all job responsibilities and through personal example.
• Participate in regular staff meetings, spending time in devotions and prayer with all in attendance in local MCC setting.
• Model nonviolent peacemaking through daily interactions with staff and the public.
• Participate in a local church and gatherings, being willing to use their gifts within the local faith community.

Duties
IP Compensation Project Management

• Participate in salary and compensation surveys, analyzing results, trends and evaluate IP compensation market competitiveness ensuring total reward strategy is in line with MCC IP compensation and benefits philosophy
• Deliver process excellence by facilitating standardization of compensation processes and systems, leveraging best practices at the regional and global level
• Provide thought guidance and influence when adjustment to design/approach may be warranted to remain ahead of emerging trends
• Partner with HR, IP and FS directors, tech team and the IP job evaluation team to ensure coordination and proactive consideration on issues related to overall compensation strategy and operations
• Partner with HR, IP and FS directors’ team to develop and implement pay strategy to address workforce challenges such as internal equity, start rates, job leveling and market competitiveness
• Develop an integrated plan that includes program deliverables, strategic alignment, total compensation, organization wide impacts, milestones, risks, assumptions, constraints, change management and overall program investment
• Partner with other HR and Finance staff on the rollout of new IP compensation model including training materials and post-launch support resources
• Assist with creating communications to IP staff on IP compensation on progress, issues, and risks including regular status updates
• Compile IP compensation results in a concise, meaningful, and actionable format
• Provide support for a variety of on-demand HR ad-hoc analytical requests as needed
• Define and document project scope, objectives and desired outcome
• Perform regular assessment of IP compensation project execution to identify areas for improvement
• Stay informed about industry best practices, techniques and standards, and encourage team members to use them for effective project execution
• Track project performance periodically to ensure both short-term and long-term goals are met
• Support technical team and overall directions working groups as needed

HRIS Support

• Collaborate with HRIS superusers to implement process changes due to IP comp, and to update and document processes
• Review and finalize NS HR Requests
• Ensure IS and NS contract and job description are updated, uploaded in HRIS and accessible as needed
• Update and maintain NS salary records as IP Comp gets rolled out
• Support IP Regional HR Coordinators with HRIS updates as needed
• In consultation with other HR and FS Staff manage one-time medical payments
• Assist with IP compensation HRIS changes for each phase of the project
• Manage IS and NS HRIS data including updating salary record for each phase of the project

IP Job Descriptions Support

• Assist supervisors in regularly reviewing and refining job descriptions for accuracy and consistency
• Provide guidance on job description development for those transitioning to a standardized compensation model
• When requested, lead the job evaluation processes and related decision-making.
• Assist with communicating outcomes and assist with appeal processes as needed

Communication

• Maintain accurate and up-to-date guides and resources related to HR processes
• Assist in Training staff on updated procedures and changes
• Support proactive communication to ensure clarity and alignment across teams