Manager, Talent & Total Rewards

St. Mildred's-Lightbourn School; Oakville; Hybrid; CAD 90,000 - 130,000; Full time

Job summary

St. Mildred's-Lightbourn School seeks a Manager of Talent & Total Rewards to lead recruitment, onboarding, and a strategic total rewards program in our Oakville campus. You will align workforce planning with compensation, benefits, and pension, while ensuring payroll accuracy and compliance.

You will partner with school leaders, drive employer branding, and implement programs that attract, engage, and retain top education talent. A data‑driven mindset and strong confidentiality are essential.

Qualifications

• Minimum 5–7 years of progressive HR experience including talent and total rewards.
• Bachelor's degree in HR or related field with CHRP/CHRL designation in good standing.
• Advanced knowledge of Ontario employment legislation and payroll/benefits compliance.
• Strong data analysis skills and proficiency with Excel and HRIS/ATS systems.

Responsibilities

• End‑to‑end Talent Acquisition management for faculty and staff positions.
• Workforce planning in collaboration with leaders and HR team.
• Design and manage key talent programs (onboarding, referrals, recognition).
• Administer compensation programs, salary benchmarking, pay equity reviews.
• Oversee benefits, pension, disability, and RRSP plans and communications.
• Manage payroll processes, year‑end reporting, and tax compliance.
• Maintain HRIS data, dashboards, and reporting for decision support.
• Ensure compliance with legislation and governance; foster a people‑first culture.

Skills

Talent management

Total rewards

HR analytics

Compensation strategy

Payroll administration

Benefits administration

Workforce planning

Stakeholder engagement

Education

Bachelor's degree in HR / related field

CHRP or CHRL designation

HR analytics certification (assets)

Tools

ADP

Excel

G Suite / Google Sheets

ATS tooling

Job description

Manager, Talent & Total Rewards Permanent Position, Full-time 100% FTE

Department: Human Resources

Reports to: Executive Director, Human Resources

Role Overview

Reporting to the Executive Director, Human Resources, the Manager, Talent & Total Rewards is responsible for developing and executing strategies that will attract, engage, and retain top talent in education through a seamless recruitment and onboarding experience and a compelling total rewards offering. This role will partner with leaders on workforce planning, employer branding, and will develop key talent programs while ensuring an efficient, candidate-focused hiring process, supported by tools like Apply to Education (ATE). Simultaneously, the manager will also oversee the administration of competitive compensation, benefits, pension, payroll and retention programs that align with organizational objectives and comply with legislative requirements. By combining data-driven insights with an understanding of market trends and employee needs, this role will ensure that both talent acquisition and total rewards strategies work together to drive engagement, performance, and long‑term retention. This is a new position and a member of a three person team.

Who We Are

SMLS is a premier independent girls' school (JK–Grade 12) with 135 years of history. Located on 10 acres in Olde Oakville, our mission is to provide personalized, real‑world learning experiences that encourage young women to challenge and transform the world. Our tight‑knit, nurturing community allows each girl to explore her unique pathway to success. SMLS students learn to dare–and develop the future‑ready skills, resilience, and confidence to lead beyond our doors.

Who You Are

You are a passionate HR professional who thrives at the intersection of people and analytics. You have a genuine enthusiasm for compensation, benefits, and total rewards, paired with a talent for attracting exceptional people with fresh perspectives, innovative ideas, and valuable experience. You are equally comfortable analyzing compensation data as you build relationships with candidates and employees. You bring a rare balance of analytical thinking, attention to detail, and interpersonal warmth. You enjoy solving complex workforce challenges, using data to inform decisions, and creating programs that enhance the employee experience. Most importantly, you bring a positive, collaborative attitude and a commitment to excellence. You are curious, adaptable, and energized by the opportunity to make a meaningful impact on both the organization's people strategy and its culture.

Key Attributes

• Exceptional accuracy, attention to detail, analytical thinking, and data integrity focus


• Proven ability to manage high‑volume, deadline‑driven workflows and competing priorities


• Strong organizational and problem‑solving skills


• High professionalism, discretion, and sound judgment


• Approachable, friendly, and deeply committed to fostering a people‑first culture grounded in care, compassion, and respect


• Collaborative and dependable team player - always willing to jump in and support others when needed


• Calm under pressure with a positive, solutions‑focused mindset


• Strong commitment to confidentiality, understanding the importance of protecting employee privacy

Experience:

• Minimum 5–7 years of progressive experience in human resources, including talent and total rewards

Education:

• Bachelor's degree in Human Resources, Business Administration, Social Sciences or a related field is required


• CHRP or CHRL designation in good standing


• Additional certification in compensation, benefits, or HR analytics (e.g. Certified Compensation Professional, Certified Employee Benefits Specialist, Payroll Leadership Professional, Payroll Compliance Practitioner) are considered assets


• Equivalent combinations of education and experience may be considered

Knowledge:

• In‑depth knowledge of provincial employment legislation (Ontario ESA, Pay Equity Act, AODA, etc.)


• Understanding of CRA and payroll taxation requirements


• Knowledge/experience in T4/T4A/RL‑1 year‑end processes and statutory deadlines an asset


• Advanced Excel skills and comfort with data analysis tools


• Expertise in Total Rewards strategy, including the management of compensation structures and employee benefits, with a proven ability to align offerings to business goals, legislative requirements, and employee needs.


• Demonstrated success in end‑to‑end talent management, including workforce planning, talent acquisition, onboarding, and employee engagement initiatives, with a focus on continuous process improvement and candidate experience


• Experience building employer branding strategies and talent pipelines, including early talent and workforce programs, with the ability to engage diverse audiences through outreach, partnerships, and digital media


• Strong working knowledge of employment legislation, compensation frameworks, job evaluation methodologies, and benefits administration


• Skilled in HRIS and ATS platforms (preferably ADP), Google Suite, and data analysis tools; able to create dashboards and reports for decision support


• Ability to align HR programs with organizational goals and workforce trends, with a forward‑thinking and proactive mindset


• Clear, respectful, and effective communicator, capable of tailoring messaging to various audiences including all levels of employees


• Strong analytical skills to support decision‑making through metrics, benchmarking, and trend analysis in both talent and rewards areas


• Ability to use sound judgment in managing sensitive issues, balancing organizational policy, legislative requirements, and operational needs


• Demonstrated commitment to a positive employee experience, equity, and inclusion in every aspect of HR service delivery


• Comfortable working in a fast‑paced environment, responding effectively to shifting priorities, organizational change, and regulatory updates

Duties & Responsibilities

Talent Acquisition

• End‑to‑end management of the Talent Acquisition process for faculty and staff positions up to and including management level positions.


• Process Review and Improvement: Continuously evaluate and enhance the end‑to‑end recruitment process to ensure a best‑in‑class experience for both hiring managers and candidates, from sourcing to onboarding.


• Leverage applicant tracking system to support process efficiency, compliance, and data integrity.


• Workforce Planning: Partner with department and division heads in collaboration with HR team members and Finance to anticipate and forecast staffing needs, aligning talent acquisition strategies with long‑term organizational goals.


• Program Management and Development: Design, develop, implement and maintain key talent programs such as the Employee Referral Program, Recognition Program, Exit and Stay Surveys, and Onboarding to support employee engagement, culture, and retention efforts.


• Outreach and Engagement: Lead and support outreach initiatives including career fairs, student programs, and potential partnerships with schools to build a strong and diverse talent pipeline.


• Vendor Relationship Management: Manage relationships with key recruitment and branding vendors to ensure effective service delivery and return on investment.

Total Rewards

• Administer and continuously improve compensation programs, including salary benchmarking, job evaluations, pay equity reviews, salary structures, and classification decisions to support internal equity and market competitiveness.


• Provide compensation analysis and recommendations, including salary placement decisions and faculty salary calculations.


• Manage the administration of employee benefits, pension, disability, and retirement savings programs, including annual enrolment, monthly billing, claims administration, and employee communications.


• Partner with external providers, brokers, carriers, and pension administrators to ensure effective program delivery, compliance and service excellence.


• Monitor compensation, benefits, and workforce data, providing analysis, reporting and recommendations to support strategic decision‑making and continuous improvement.


• Ensure all total rewards programs comply with applicable legislation, regulatory requirements, and organizational policies, and support audits and governance activities.


• Contribute to the ongoing review and enhancement of compensation and benefits programs to maximize employee value, organizational effectiveness, and cost efficiency.

Payroll

• Ensure accurate and timely submission of necessary information for the processing of payroll for all employee groups, including permanent, casual, contract staff, and faculty, in compliance with applicable legislation and organizational policies, to meet monthly payroll deadlines


• Administer and maintain payroll records, benefits, pension, and RRSP records throughout the employee lifecycle, including hires, changes in employment status, reassignments, and terminations.


• Support finance with year‑end reporting, T4 preparation, and related analytics.


• Manage the administration and monthly reporting requirements for employee benefits (Canada Life), pension (TPP), and retirement savings plans (SunLife).


• Reconciling TPP (annually) and monthly reporting in the TPP portal, as well as entering new teacher profiles, including supply teacher.


• Updating annual and ad hoc salary adjustments.


• Collaborate with Finance on payroll reconciliations, audits, reporting requirements, and the provision of payroll data and analysis.


• Serve as the primary point of contact for payroll and benefits inquiries, liaising with employees, management, and external providers.


• Maintain payroll policies, procedures, forms, and guidelines, ensuring compliance with legislative requirements and organizational standards.

Health & Safety

• Ensure adherence to the Occupational Health and Safety Act


• Co‑Chair the Joint Health & Safety Committee

HRIS Administration

• Input and maintain data on ADP in support of the full employee lifecycle including onboarding, benefits and compensation.


• Create and run various reports as requested.


• Ensure all enhancements and improvements are updated to system and troubleshoot where needed.


• Provide support for payroll process to ensure timeliness, accuracy and compliance.

SMLS' culture is highly collaborative and community-oriented. All staff are expected to participate fully in the life of the school, including attending school events which may occur on evenings or weekends from time to time (faculty participation in co‑curriculars is essential). Employees are expected to undertake additional responsibilities as reasonably assigned, consistent with the scope and level of the role.

Candidates should be aware that, as the School continues to evolve, job responsibilities may be adjusted from time to time to align with the needs of our students and the School. Any such changes will be made reasonably, and every effort will be made to provide advance notice and appropriate training where required