About Us

The Public Service Commission (PSC) is government’s human resources organization supporting departments, agencies, and employees to deliver programs and services to Nova Scotians. We are committed to building a collaborative and inclusive public service grounded in respect, integrity, diversity, accountability, and the public good.

The PSC establishes human resource policies, programs, standards, and procedures, and provides direction, advice, and support to departments to ensure consistent, effective application across government.

We are focused on the current and future needs of the provincial workforce to ensure the public service is equipped to meet the demands of a growing and changing province.

About Our Opportunity

Reporting to the Managing Director of Compensation, or Compensation Lead, the Corporate Compensation Consultant provides expert compensation advice and develops practical, evidence-based compensation solutions for the Province of Nova Scotia. This role contributes technical expertise to compensation strategy and decision-making across a broad public-sector client base, including the civil service, Crown corporations, health, and education sectors. Working in partnership with HR colleagues, client departments, agencies, and sector stakeholders, you will provide technical leadership on assigned compensation reviews including pay plan design, job evaluation, market analysis, costing, and implementation.

Primary Accountabilities

As the Classification Consultant you will:

• Design and develop compensation solutions by consulting with clients to clarify needs, gathering and assessing relevant jobs, organizational, and market information, applying accepted compensation principles, and developing approaches related to work measurement, pay and banding structures, market competitiveness, and compensation plan design.
• Lead compensation projects that may range from targeted market competitiveness reviews for individual jobs to the design or renewal of compensation plans affecting employee groups, including pay structures, costing, approvals, policy documentation, and implementation planning.
• Develop and present analysis, options, and recommendations on compensation matters for review and decision-making by senior staff and Government, including issues related to pay relativity, bargaining unit structures, employers, sectors, agency proposals, and corporate compensation plans.
• Lead pay adjustment reviews by evaluating market competitiveness, developing options, preparing costing, developing approval requests, monitoring alignment with approved budgets, and partnering with HR and sector stakeholders on implementation.
• Lead and apply market research by designing custom surveys, obtaining external survey data, maintaining compensation data-sharing networks, analyzing results using appropriate statistical methods, and translating findings into sound recommendations.
• Analyze and leverage HR information, job evaluation data, and workforce data to identify trends, conduct audits, assess compensation plan performance, cost pay adjustments, develop metrics, and recommend improvements to compensation plans, policies, and practices.

Qualifications and Experience

A university degree in a related discipline and at least three years’ experience in compensation, including direct experience with compensation plan design, renewal, management, or implementation.

The successful candidate will demonstrate the following competencies, recognizing that some compensation and organization specific knowledge may be developed through training and experience in the role:

• Analytical Thinking, Research and Data Analysis: Advanced ability to gather, validate, interpret, and analyze complex compensation, workforce, market, job evaluation, policy, and costing information from multiple sources; identify trends, risks, relativities, and anomalies; and develop evidence-based options and recommendations for senior decision-making. Requires proficiency with MS Excel.
• Compensation Plan Design and Technical Expertise: Demonstrated ability to apply compensation principles, job evaluation methodologies, market analysis, pay structure design, costing, and implementation considerations to design, renew, and manage compensation plans, policies, and practices.
• Client Orientation and Advisory Influence: Ability to provide expert advice to client departments, agencies, employers, and HR partners; clarify needs; influence decision-making; and guide clients through compensation reviews and implementation issues.
  Effective Interactive Communication: Ability to communicate complex compensation analysis clearly and persuasively through written briefings, presentations, recommendations, rationales, and client discussions.
• Project Leadership and Implementation: Ability to lead compensation projects from issue definition through analysis, costing, approval, documentation, and implementation while coordinating clients and stakeholders.
  Initiative, Accountability, and Attention to Detail: Ability to independently manage complex assignments and competing priorities while maintaining accuracy, confidentiality, documentation, and follow-through.
• Strategic Judgement and Problem Solving: Ability to assess complex and sensitive compensation issues, balance market competitiveness, internal equity, fiscal responsibility, operational needs, and policy requirements, and recommend practical, defensible solutions.

A certification in the field of compensation, such as CCP, and experience with SAP HR are considered assets.

Willingness to complete the Certified Compensation Professional (CCP) designation is required.

We will assess the above qualifications and competencies using one or more of the following: written and/or standardized tests, oral presentations, interview(s), and reference checks.

Equivalency

An equivalent combination of training, education and experience will be considered. Applicants relying on education and experience equivalencies must demonstrate such equivalencies in their application.

Equivalencies considered include, but are not limited to:

• at least 4 years of previous experience in an analytical field.
• significant direct experience with compensation management such as job evaluation, salary market analysis, costing compensation plans, implementing pay adjustments, or supporting pay plan design and administration.

Benefits

Based on the employment status and union agreement, the Government of Nova Scotia offers its employees a wide range of benefits such as a Defined Benefit Pension Plan, Health, Dental, Life Insurance, General illness, Short and Long Term Disability, Vacation and Employee and Family Assistance Programs.  For information on all our Benefit program offerings, click here: Benefits for government employees.

Working Conditions

• Work within an office environment; some work outside of normal work hours as required.

• Occasional travel may be required.

What We Offer

• Career development where you have access to career guidance, tools, resources, and ongoing training for every stage of your career
• Engaging workplace: our employees feel valued, respected, connected, and tuned in, we have forward-thinking policies and strategies
• Countless career paths
• A Dynamic, client-focused office environment where service excellence and teamwork are our focus.