Competition #: 2023-16
Posting date: July 17th, 2023
Closing date: July 31st, 2023
Duration: indeterminate
Classification level: 6
Salary: $ 134,601 to $ 153,358 + Bilingualism bonus
Number of positions: 1
Language requirements: Bilingual
Status: Unionized
Position Summary
The Senior Pay Equity and Classification Officer leads and provides specialized technical advice, representation, and guidance on pay equity, job analysis, job design and job evaluation related issues, and negotiates and advocates for the development and implementation of pay equity systems and their maintenance on behalf of CAPE members. The Senior Pay Equity and Classification Officer reports to and works closely with the Director of Negotiations and Research and collaborates with the Research Team on an ongoing basis.
The role is responsible for work related to the ongoing discussions with Federal Employers on Pay Equity legislation implementation and subsequent reviews.
Requirements
Education & Experience
• University degree in human resources, labour relations or related discipline with a minimum of three years of pay equity, job evaluation or classification representational experience. Extensive experience in managing large and complex files with tight deadlines.
• Experience in assessing and evaluating existing and proposed pay equity plans, classification standards, job evaluation plans and work descriptions and to provide and substantiate related findings, advice, and recommendations.
• Experience in developing and providing training on classification systems and pay equity matters to different audiences.
• Experience in providing representation in front of third parties.
• Experience in participating in the resolution of job classification complaints.
• Experience in preparing written rationales to support decision-making; relays and explains results. Knowledge of the organization and structure of authorities governing employer/employee relations in the federal public service of Canada and/or experience with other provincial authorities such as Ontario or Quebec.
• Knowledge of the public sector processes, practices and stakeholders involved in the development, application, and administration of pay equity, job design, job description writing, job analysis, job evaluation and classification with the federal public sector or a similar understanding in one or more provincial public sectors such as Quebec or Ontario.
• Extensive knowledge of pay equity principles, job design, job analysis, job evaluation and classification.
• Knowledge of advocacy techniques and ability to research case law, regulations, and collective agreements and to argue cases before administrative tribunals and Experience in providing representation at all stages of the grievance process.
Equivalent combinations of education and/or experience may be considered.
Key responsibilities
• Analyzes and evaluates, in collaboration with designated intervenors and staff, and member representatives, compensation plans for the Association bargaining units to be compliant with the Pay Equity Act and to address gender wage gaps in the federal public sector.
• Leads complex, large-scale projects related to the development, implementation, and maintenance of pay equity systems. Research Pay Equity legislation updates and practices to prepare and update CAPE practices, and prepares training materials to provide information, advice, assistance, and training to members.
• Explains and responds to pay equity questions from members.
• Evaluates the gender neutrality of current employer compensation practices, negotiates solutions, deals with the Pay Equity Commission, and collaborates with LRO and Senior LRO on relevant Human Rights Commission complaints.
• Provides policy advice and develops communication (articles, bulletins, etc.) and advocacy programs in support of the CAPE goals for sound gender-neutral classification plans.
• Develops and coordinates the Association’s responses to the introduction of new or revised classification systems and pay equity plans.
• Develops, advocates, and represents the Association’s position and members’ interest at pay equity committees.
• Develops and provides technical expertise, information sessions, and training to the designated intervenors and staff, and member representatives on pay structure and equity, job analysis, design, and evaluation systems, as well as provides analysis/support to negotiation and research section.
• Provides advice, support, and guidance on matters related to job analysis, job design and job evaluation.
• Provides support in developing internal processes, tools, and guidance to enhance the efficient processing of grievances, labour-management projects, and negotiation.
• Advises, develops and represents the Association’s positions or serves as its technical expert on labour-management projects related to the development/modification and implementation of job analysis, job design, and/or evaluation plans, including pay equity analysis, job classification systems, and job description writing guides.
• Advises, develops and represents the Association on classification and pay equity complaints with the Pay Equity Commission, including in mediation.
• Participates in multi-disciplinary teams assigned to special projects and works collaboratively with staff in other sections to ensure the coordination of information across the organization.
• In collaboration with the IM/IT Officer, establishes a filing system of documents related to the pay equity process, ensures keeping track of all decisions taken and ensures the confidentiality of information collected and maintains such system.
• Leads complex Pay Equity analysis and participates in the impact/costs.
• Carries out other tasks as may be assigned by Management, from time to time.
• Willing and able to provide services outside of the normal working day (during evenings and weekends) as required to meet deadlines or to represent the Association.
Other skills and abilities
• Strong client service and relationship-building experience.
• Ability to interpret and apply legislation, policy, and collective agreement language for effective and consistent service delivery.
• Demonstrated ability to assess and evaluate existing and proposed pay equity plans, classification standards, job evaluation plans and work descriptions and to provide and substantiate related findings, advice, and recommendations.
• Demonstrated qualitative and quantitative research and analytical skills to develop policy options and assess expected outcomes.
• Demonstrated numerical, analytical, and critical thinking skills.
• Comprehensive knowledge of the principles and practices of a unionized environment, labour relations and pertinent legislation and regulations.
Condition of employment
• Must meet the language requirement of the position
Additional Information
• A variety of assessment tools may be used to assess candidates.
• The Canadian Association of Professional Employees is committed to having a skilled, diversified workforce reflective of Canadian society. Applications are invited from all qualified candidates.
• The Canadian Association of Professional Employees is committed to developing inclusive, barrier-free selection processes and work environment. Alternative selection tool methods and/or reasonable accommodation are available upon request.
• Candidates are entitled to participate in the selection process in the official language of their choice.
Applications
Please provide your CV accompanied by a cover letter to: dotation-staffing@acep-cape.ca
