This position will be based in our Mississauga, Ontario head officeWhat You Will Be Working On
Leadership
- Support and model a culture that encompasses the highest ethical standards aligned with the Company’s core values.
- Act as a trusted advisor to senior leaders, providing clear, data‑driven recommendations on compensation, job design, and workforce structure.
Strategic Initiatives
- Lead the design, implementation, and ongoing governance of all compensation‑related strategies and initiatives, including base pay, incentive programs, profit sharing, job architecture, and position management.
- Own and drive large‑scale, complex projects end‑to‑end, including scope definition, stakeholder alignment, timelines, risk management, change management, and delivery of measurable outcomes.
- Lead and perform complex analysis and financial modeling to support rewards strategy, workforce planning, budgeting, program design, and executive decision‑making.
- Gather market intelligence, analyze competitive survey data, lead annual market pricing cycles, and develop budget and cost impact recommendations for senior leadership.
- Facilitate and influence executive and senior leader decision‑making using deep expertise in compensation, market practices, and internal equity.
- Support leaders in delivering on pay‑related accountabilities by providing education, decision frameworks, tools, and clear communication guidance.
Job Architecture & Position Management
- Lead and maintain the organization’s job architecture framework, ensuring roles are clearly defined, consistently leveled, and aligned to business strategy, career progression, and market benchmarks.
- Provide governance over position management, including the creation, evaluation, modification, and approval of roles to ensure organizational integrity, cost control, and alignment with workforce plans.
- Partner with People & Culture, Finance, and business leaders to ensure position design supports operating models, spans and layers principles, and future‑state organizational needs.
- Serve as the subject‑matter expert on job evaluation methodologies, leveling standards, and role differentiation across professional, operational, and leadership populations.
- Ensure job architecture and position data are accurately reflected in Workday and downstream compensation and reporting processes.
Compensation Programs
- Develop, evolve, and integrate compensation programs, policies, and procedures to ensure market competitiveness, internal equity, operational simplicity, and cost effectiveness.
- Provide leadership in the design and delivery of compensation programs, tools, and processes that enable consistent, high‑quality execution across the organization.
- Oversee the annual administration of merit increases, incentive and profit‑sharing programs, and off‑cycle compensation actions, ensuring accuracy, governance, and stakeholder alignment.
- Manage the administration of compensation programs including job evaluation systems, pay‑for‑performance frameworks, and incentive plans.
- Complete required compliance, governance, and Board‑level reporting related to compensation.
Corporate & Cross‑Functional Leadership
- Lead and contribute to enterprise‑wide initiatives as requested, often operating in highly complex, matrixed environments.
- Build strong cross‑functional partnerships across People & Culture, Finance, Operations, and other Centres of Excellence to deliver integrated solutions.
- Identify opportunities for process improvement and operational rigor across compensation and job management practices, driving efficiency and scalability.
- Undergraduate degree in Human Resources, Business, or a related field.
- Minimum ten (10) years of progressive Human Resources experience, including at least five (5) years in a senior compensation or total rewards leadership role.
- Demonstrated experience leading complex, multi‑stakeholder projects to successful completion, with accountability for outcomes, timelines, and change adoption.
- Deep expertise in job architecture design, job evaluation, and position management governance within a mid‑to‑large, multi‑role organization.
- Certified Compensation Professional (CPP) designation considered an asset.
- Experience preparing and presenting compensation recommendations to executive leadership and Boards of Directors.
- Expert knowledge of compensation principles, market pricing, and analytical methodologies.
- Strong operational discipline with a proven track record of process improvement.
- Advanced technical proficiency in Microsoft Office (especially Excel), Workday; Viewpoint considered an asset.
- Ability to operate effectively in ambiguity, balance strategic thinking with execution, and drive work forward independently.
- Strong influencing, communication, coaching, and stakeholder management skills.
The greatest achievements in history are borne from the greatness within people – where human potential meets vision, and passion fuels evolution. Unlocking this potential is the most important thing we do at Bird.
As a leader in Canadian construction for over 100 years, the impact of our team is etched deeply within the core of our legacy. Beyond Bird, this impact is felt in the fundamental aspects of our everyday lives. From the critical infrastructure we depend on, to the energy and resources that keep us moving - we are powering our communities and shaping Canada’s skylines coast-to-coast-to-coast. Entrenched in the foundation of a culture built more than a century ago is an enduring quest to reimagine what is possible. Our impact is greater than ever, and we are looking for those who seek to redefine their story.
What We Believe InWe Put Safety FirstA healthy and safe work environment is non-negotiable. We build a culture of operational and psychological safety through engagement, learning and leadership.
We Lead With HonestyWe speak and act with integrity, clarity and care so people can trust our word and our work. Being honest means we can deliver the best outcomes and consistent results.
We Are Stronger TogetherSuccess is a team effort. Our inclusive workplace enables our combined expertise, humility and creativity to unlock our greater potential.
We Are Driven To Do Great WorkWe built our name on quality. We have a passion for excellence in our work and relationships that honours our businesses and our industry.
We Create OpportunityRooted in a solid foundation, we adapt and grow to face the future. We are committed to elevating each other to chart the best path forward in an evolving world.
At Bird, we value Diversity, Equity, and Inclusion (DE&I) and believe it is essential to our success. We will continue to listen, learn, and take action in our commitment to building progress in our organization, and the industry as a whole. Cultivating an environment where all employees feel included, seen, and have a sense of belonging is core to Bird’s culture. We commit to proactively employing a workforce that reflects the communities in which we work, fostering an environment of continuous learning, and never compromising on our values.
