Compensation and HR Governance Advisor

The Compensation and HR Governance Advisor plays a key role in the development, administration, and evolution of compensation programs and human resources governance practices at Kruger. In partnership with HR teams, managers, and various business partners, the incumbent helps ensure internal equity, external competitiveness, regulatory compliance, and consistency in HR practices across the organization.

The incumbent actively contributes to the evolution of job architecture, salary structures, compensation policies and programs, as well as the continuous improvement of HR governance processes that support the Company's strategic objectives.

REPORTING RELATIONSHIP

The Compensation and HR Governance Advisor reports to the Director, Compensation. The incumbent works closely with Human Resources, Payroll, Finance, and HRIS teams, as well as managers across the various business units.

RESPONSIBILITIES

Compensation

· Participate in the development, implementation, and continuous improvement of compensation policies and programs.

· Conduct job evaluations and recommend appropriate positioning within the job architecture framework.

· Perform compensation analyses and market studies to support compensation-related decisions.

· Contribute to the administration of annual compensation cycles, including salary increases, bonus programs, and incentive pay.

· Support HR partners and managers in interpreting compensation policies and addressing unique situations.

· Participate in maintaining and updating salary structures to ensure alignment with market conditions and organizational priorities.

· Prepare analyses, dashboards, and metrics to support decision-making.

HR Governance

· Participate in the development, documentation, and maintenance of HR policies, procedures, and guidelines.

· Ensure HR practices comply with applicable legislative and regulatory requirements.

· Contribute to the governance of job architecture, organizational structures, and HR programs.

· Support the implementation and application of controls to ensure the consistency and integrity of HR data.

· Participate in continuous improvement initiatives related to HR processes and human resources management systems.

· Make recommendations to strengthen governance, standardization, and the effectiveness of HR processes.

· Contribute to the preparation of regulatory and corporate reports, particularly in the areas of pay equity and pay transparency.

· Prepare and maintain documentation required to support internal and external audits.

Projects and Continuous Improvement

· Participate in strategic projects related to compensation, job architecture, HR systems, and the evolution of governance practices.

· Design and deliver training for HR stakeholders and managers on compensation programs.

QUALIFICATIONS

Competencies

· Strong analytical, problem-solving, and critical-thinking skills.

· High level of accuracy, attention to detail, and ability to work with complex data.

· Ability to formulate recommendations based on analysis and best practices.

· Strong communication and influencing skills.

· Ability to manage multiple priorities simultaneously in a dynamic environment.

· Strong sense of confidentiality and professional ethics.

· Advanced proficiency in Microsoft Excel and Microsoft Office applications.

· Knowledge of integrated HR systems (Workday or equivalent systems) is considered an asset.

Education and Experience

· Bachelor's degree in human resources, industrial relations, business administration, finance, or a related field.

· Minimum of three (3) to five (5) years of experience in compensation, HR governance, HR analytics, or a related role.

· Experience in job evaluation, compensation analysis, and HR policy administration.

· Knowledge of pay equity, pay transparency, and total compensation programs.

· Experience in a multi-site or manufacturing environment is considered an asset.

LANGUAGES

· Bilingualism in French and English, both spoken and written.

Knowledge of English is required for this specific position as Kruger deals with partners across North America and the successful candidate will be required to communicate frequently with them. Kruger has taken all reasonable steps to avoid imposing English language requirements, including assessing the actual language needs associated with the duties to be performed, ensuring that the language skills already required of other employees were insufficient for the performance of those duties, and limiting as much as possible the number of positions with duties requiring English language skills.