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Senior Manager, Total Compensation & Talent Design - (FT) - Toronto, ON

At March of Dimes Canada, our collective work matters . As a leading national charity backed by a history of more than 70 years of impact, we’re dedicated to being Canada’s leading service provider, resource, and advocate, empowering people with disabilities to live and thrive in communities nationwide.

Our collective efforts are rooted in our Purpose , Vision , and Mission , which inform how we drive all our work forward:

• Purpose: Champion equity. Empower ability.

• Vision: An inclusive, barrier-free society for people with disabilities. 

• Mission: To be Canada’s leading service provider, resource, and advocate, empowering people with disabilities to live and thrive in communities nationwide. 

Why This Role Matters

This role directly shapes how MODC attracts, develops, and retains the people who deliver life-changing services across Canada.

By embedding fair, transparent, and sustainable talent systems, you will help strengthen frontline stability, enhance employee experience, and enable consistent, high-quality service delivery for the communities we serve.

Your work will help position March of Dimes Canada as an employer of choice while ensuring strong governance and stewardship of our people investments.

Opportunity

We are seeking a Senior Manager, Compensation & Talent Design to lead the implementation and long-term stewardship of MODC’s enterprise Talent Architecture and Compensation framework.

This is a strategic, highly visible leadership role within the organization and the People & Culture team. You will serve as the organizational expert and integrator for job architecture, compensation strategy, career pathways, and workforce design, ensuring alignment with MODC’s values, leadership expectations, Employee Value Proposition, and growth strategy.

You will play a pivotal role in embedding modern, equitable people practices that directly support workforce stability, frontline experience, and organizational sustainability.

Roles and responsibilities

Lead Enterprise Talent Architecture & Compensation

• Serve as the enterprise subject-matter expert in compensation and job architecture.

• Operationalize and sustain MODC’s Talent Architecture framework.

• Ensure alignment with internal equity, pay equity legislation, and market competitiveness.

• Maintain governance and consistency across all Lines of Business.

Drive Talent Architecture Implementation

Lead design and implementation of:

• Job families, levels, and grading structures

• Career pathways and progression criteria

• Competency and leadership alignment

• Pay administration guidelines and governance frameworks

• Integration with workforce and succession planning

Enable Digital Transformation (Dayforce)

• Partner with the Dayforce Implementation team to translate compensation and job architecture into Dayforce configurations and workflows.

• Act as business owner for Talent Architecture functionality within the HCMS.

• Partner with the People & Culture Transformation team to ensure adoption and change readiness.

Strengthen Frontline Experience & Retention

• Work with the external vendor on the enterprise analysis project focused on workforce experience and retention drivers.

• Develop system-level solutions for job design, career growth, compensation, and leadership practices.

Lead Organizational Design & Workforce Analysis

• Work with the external vendor on the enterprise workforce and organizational design analysis, including:

• span of control

• workforce mix and structure

• sustainability and affordability

Governance, Equity & Risk Stewardship

• Ensure compliance with employment legislation, pay equity, and human rights obligations.

Enable Leaders

• Develop tools and guidance to support leaders in applying compensation and talent frameworks.

• Advise executives on complex workforce and compensation decisions.

Qualifications and experience

Experience

• Senior-level experience in compensation strategy, job architecture, or talent framework implementation.

• Experience working in large, complex, or unionized environments.

• Strong executive partnership and influencing capability.

Education & Credentials

• Degree in Human Resources, Business, or related discipline.

• Certified Compensation Professional (CCP), Certified Employee Benefits Specialist (CEBS), or similar certifications preferred

• Advanced training in compensation, job evaluation, or organizational design is an asset.

Leadership Capabilities

• Strategic and systems thinker

• Strong execution and project leadership skills

• High integrity and sound judgment

• Ability to influence without authority

• Commitment to equity, inclusion, accessibility, and belonging

• Comfort navigating complexity and transformation

What We Offer

• Competitive salary and comprehensive benefits

• Pension program

• Hybrid work environment

• Meaningful, mission-driven work

• Opportunity to shape enterprise-wide transformation

• A values-driven culture grounded in accessibility and inclusion

Apply

Please submit your resume and cover letter outlining your experience and interest in the role by March 6, 2026

Please submit your application through the posting on the MODC website https://marchofdimes.hiringplatform.ca/list/internal

Need accommodations? We're here to help!

MODC is committed to a workforce that is reflective of the diverse populations we serve. We welcome applications from qualified individuals from all backgrounds and abilities. In accordance with accessibility and human rights legislation across Canada, MODC will provide accommodations to job applicants with disabilities and other protected needs. If you require accommodation, please notify us and we will work with you to meet your needs. We are committed to a selection process and work environment that is inclusive, equitable, accessible, and barrier-free.

Our Reconciliation, Equity, Accessibility, Diversity, and Inclusion (READI) approach

MODC is dedicated to building and advancing an inclusive and welcoming culture. It’s also why we’re focused on attracting, retaining, and supporting diverse people. Thanks to our progressive practices, team members of all abilities and backgrounds are encouraged to access the opportunities and supports they need to grow, thrive, and succeed. Our READI approach is rooted in our shared belief that championing equity and empowering ability starts by investing in our team members— and in our shared culture — so that we all feel included, safe, and confident at work every single day.