Manager, Payroll & Total Rewards

Monday, March 24, 2025

Posting Closing Date: April 7, 2025

About Us

At the Calgary Drop-In and Rehab Centre (the DI), we are dedicated to serving our community with kindness. Our mission – to work with community to end homelessness, one person at a time – goes beyond providing immediate support; we strive to create an environment where individuals can regain their confidence and rebuild their lives.

We are more than an emergency shelter.

Our dedicated team of staff and volunteers work tirelessly to ensure that everyone who walks through our doors feels welcomed, respected, and valued. What sets us apart is our holistic approach to support. We offer not only safe and comfortable accommodation and meals but also access to essential resources such as health and recovery services, and housing supports.

All of our programs, including emergency shelter, are low-barrier, trauma-informed, housing-focused, and recovery-oriented, aimed at supporting Calgary’s most vulnerable citizens. And our doors are always open.

Department: Human Resources

Reports To: Director, People and Culture

Position Type: Full Time

Direct Reports: 1 - 3

Schedule: Weekdays

Location: Main Building

Position Summary

Reporting to the Director, People & Culture, this position is responsible for overseeing all functions and deliverables associated with processing an accurate payroll and ensuring compliance with applicable legislation. The position oversees Total Rewards including payroll, benefits, leave management, compensation and HRIS optimization, providing strategic insights to the Director of People & Culture on Payroll and Total Rewards.

The Manager, Payroll & Total Rewards provides leadership and direction to the Payroll and Benefits Coordinator. The role is required to build collaborative relationships with People & Culture, Finance, Health and Safety and understand the Agency operations from both the strategic and tactical perspective. The ideal candidate will be a strategic advisor for Payroll & Total Rewards matters and will recommend effective solutions that align with the DI’s values, with a focus on exceptional employee experience.

Time Commitment

This is a full-time position comprised of normal business weekday hours, however there will be requirements to be available and flexible from time to time outside normal business hours as the need arises. Schedule may be altered at the discretion of management.

Job Duties and Responsibilities

• Build, coach and develop a high-performance payroll and benefits team that has the necessary skills, and resources to provide a high standard of service delivery that aligns with the Agency’s vision and culture.
• Foster a culture of collaboration, accountability and continuous learning within the team.
• Provide leadership and direct supervision with a focus on building team capacity, ensuring all deliverables are met.
• Collaborate with key stakeholders to provide a comprehensive and strategic Payroll and Total Rewards offering that meets the needs of the Agency.

Payroll Management

• Manage the day-to-day payroll operations for all areas covered by the team, coordinating with the vendors and the internal team to deliver pay accurately, timely, effectively, within all regulatory, labor and tax guidelines.
• Critically review and analyze current payroll, benefits, and tax processes and procedures to recommend and implement changes leading to best practice operations.
• Collaborates on HRIS optimization, identifying and recommending solutions for payroll and system improvements including configuration and compliance.
• Provides oversight and guidance to complete year end related activities, which includes updating taxable benefits, producing T4’s, and all other related reporting as required.
• Ensuring timely and accurate preparation of payment requests for Benefit Premiums, WISB Premiums, and other payroll-related payments as required.
• Provide support and coverage to the Payroll and Benefits Coordinator to ensure all payroll deadlines are met.
• Ensure that payroll policies and procedures meet the requirements of relevant provincial and federal regulations.
• Continually strive for operational excellence, seeking ways to streamline processes, creating operational efficiencies and foster a culture of continuous improvement, enhanced controls and data integrity.
• Partner with various departments within the DI to provide strategic direction on business needs and issues related to payroll and benefits.

Total Rewards

• Maintain a competitive, cost-effective and compliant total rewards program that support the DI’s short- and long-term objectives.
• Assess the effectiveness of Total Rewards programs to identify opportunities for enhancement.
• Work with external vendors to evaluate and optimize benefit options ensuring alignment with the DI’s strategy.
• Leads the development of an engaging employee value proposition that highlights the DI’s total rewards.
• Develop and deliver clear and accessible information on total rewards to promote ongoing participant education and engagement in benefit programs.
• Oversee leave management as it relates to personal and medical leaves, and long-term disability.
• Provide leadership and oversight to the team on disability management ensuring a consistent approach and accurate data reporting.
• Collaborate with Health Safety and Wellness to ensure alignment in processes and communication related to WCB.

Compensation

• Supports the Director, People and Culture with the annual compensation process including analysis of the compensation structures ensuring internal equity and alignment with the DI’s compensation philosophy and total rewards strategy.
• Leads the review of wage and hour compliance (employee pay, working hours, overtime, and other wage-related policies), identifying areas for adjustment and improvement to maintain adherence to Canadian labour laws.
• Supports all levels of leadership with ongoing job evaluation and compensation recommendations for new positions and new hires.

Required Competencies and Qualifications

Education and Experience:

• Minimum 8 years of progressively responsible payroll and total rewards experience with a history of demonstrating a passion for delivering exceptional service.
• Post Secondary Degree with preference given to specialties in Human Resources, Business Administration or related field.
• 1-2 years of experience leading a team or demonstrated ability to mentor junior team members.
• PLP designation or relevant designation is required.
• In depth knowledge of the payroll function including preparation, payment, reconciliation, internal controls, and payroll taxes with a preference for experience with Ceridian Dayforce payroll platform.
• Demonstrated knowledge of pay equity, compliance and building complex total rewards strategies.
• Demonstrated knowledge and experience with compensation and job evaluation.
• 1-2 years of progressive experience with HRIS management.
• Previous experience with Payroll system implementation and configuration of payroll and HRIS requirements is an asset.
• In depth knowledge of current legislation (OHS Act, Employment Standards Act, WSIA).
• Satisfactory Criminal Record and Vulnerable Sector Check – dated within the last 6 months. Copy required.

Skills and Abilities:

• Ability to be flexible, take initiative, exercise good judgement and apply discretion while demonstrating a high level of confidentiality in all matters.
• Able to use critical thinking to interpret situations and make recommendations based on sound knowledge to produce effective results.
• Outstanding communications skills with the ability to relate effectively with a wide range of people, positively influencing outcomes and obtaining cooperation.
• Organized and efficient with the ability to plan work, cope with conflicting work pressures, establish appropriate priorities, and meet deadlines.
• Ability to self-direct and work with minimal supervision, manage time and multiple tasks to accomplish a variety of assignments with conflicting priorities with competing demands.
• Experience working in a 24/7 operation would be an asset.
• Resilience, stress tolerance, and ability to remain composed when dealing with emotionally charged or stressful situations.
• Resourceful and knowledgeable about community resources and social support systems.
• Dayforce experience will be considered as an asset.
• A strong desire to give back and work in the non-profit sector.
• Willingness to learn new systems and adopt best practices.
• A genuine commitment to the mission, vision, values, and work of the Agency.

Working Conditions

The individuals we serve are experiencing homelessness or precarious housing and may also be facing substance use disorders and/or mental or physical health challenges. Many have a history of significant trauma. These experiences can influence their interactions with both staff and one another. By recognizing these behaviors as responses to past experiences, we are able to engage with our guests in a manner that is empathetic and respectful.

This role may involve high-stress situations that require resilience, compassion, and composure. At the DI we are deeply committed to the well-being of our staff, implementing policies and providing resources that support both physical and psychological safety, as well as mental health. We address the immediate challenges faced by our team to provide the highest level of support as well as the cumulative impacts of this vital work. By prioritizing staff well-being, we empower our team to provide the highest level of support to those in need, fostering a culture of care and understanding throughout our organization.

While the work is demanding and requires a strong commitment, those who are drawn to this field often find it to be one of the most impactful and rewarding careers they can pursue. It’s about making a difference– one person at a time.

Although the DI is a smoke-free work environment, there may be occasional exposure to secondhand smoke from designated smoking areas nearby.

Why the DI?

The DI aims to be an "Employer of Choice" and affords each employee an opportunity to help make a real difference in our community, and more importantly in the lives of those who rely on our services. We take great care in hiring the right people who fit, and who share our outlook on the value of people. We believe in living our values in every work we speak and in every action we take, and we want people who share this commitment.

Our Culture

Our values form the cornerstone of our culture:

RESPECT: Our actions honour the rights, differences, and dignity of others

COMMUNITY: Through collaborative partnerships, we work together as a team, building inclusive communities

KINDNESS: We accept each person’s uniqueness with compassion and empathy

WELLNESS: We promote, provide and support holistic wellbeing

ACCOUNTABILITY: We operate with transparency and integrity in both our relationships and our commitments.

What we Offer

Staff at the DI enjoy competitive compensation packages, including employer-paid benefits depending on role and employment type.

Some of the employer-paid group benefits include:

• Sick days
• Wellness days
• Extended Health & Dental coverage
• Employer Matching RRSP Program
• Homewood EFAP
• Life Insurance and Accidental Death & Dismemberment (AD&D)

Employees will be enrolled in Long-Term Disability and Critical Illness insurance, paid for by the employee. This is mandatory and may not be opted out of.

Benefits are based on employment type and usually available on the 1st of the month following your start date. If you are successful in obtaining employment with the DI, Human Resources will discuss your eligibility for benefits with you.

Vulnerable Sector Check

A satisfactory vulnerable sector clearance is required prior to resumption at the DI.

Alberta Living Wage Employer

The DI is an Alberta Living Wage Employer. This means we are committed to paying our employees a living wage that allows them to meet their basic needs and participate in their communities. A living wage is different from minimum wage in that minimum wage is mandatory and the same throughout the province while a living wage reflects what people need to cover the actual costs of living in their communities. Payment of a living wage is a voluntary commitment from employers to go beyond the minimum. Visit https://livingwagealberta.ca/living-wage/ to learn more about the living wage.

The DI is an equal employment opportunity employer. We are committed to and support equal employment opportunity for all individuals without regard to race, religion, color, national or ethnic origin, gender, age, sexual orientation, gender identity, disability, or veteran status.

If you are an applicant in need of accommodations or special assistance throughout the interview process, please submit a request by email to hr@thedi.ca.