Senior Pay Equity and Classification Officer

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Competition #: 2024-8

Posting date: December 11, 2024

Closing date: January 10, 2025

Duration: Indeterminate

Classification level: Level 6

Salary: $134,601 - $153,358 (under review)

Number of positions: 1

Language requirements: Bilingual

Status: Unionized

 

About the Association

The Canadian Association of Professional Employees (CAPE) is a dynamic and progressive union representing over 25,000 professional employees in the federal public sector. At CAPE, we are committed to fostering an inclusive and equitable environment for all our members.
Our organization offers a:

  •  Progressive work environment
  • Flexible Work Model & Remote work opportunities
  • Seamless transition for public servants
  •  Great work-life balance

 

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 a related discipline with three to five years of progressive related experience including a minimum of five years of pay equity, job evaluation or classification representational experience, or an equivalent combination of education and 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, jurisprudence 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

  • Candidates must be fluently bilingual in both English and French at the time of application. This position requires advanced proficiency in both spoken and written English and French, and candidates should be prepared to demonstrate this fluency during the recruitment process.
  • If you are Indigenous such as First Nations, Inuit or Métis, a person within an equity-deserving groups, or a person of color, we encourage you to self-declare in this recruitment process. This self-declaration information may be factored into selection decisions and to address CAPE’s commitment to increase representation for these groups.
  • CAPE is committed to providing an inclusive and barrier-free work environment, starting with the hiring process. If you need to be accommodated during any phase of the evaluation process, please contact rh-hr@acep-cape.ca . All information received in relation to accommodation will be kept confidential.
  • An eligibility list of applicants may be established from this process to staff similar positions within CAPE.
  • Acknowledgment of receipt of applications will not be sent; we will contact applicants when the screening and interview phases are completed. The recruitment committee reserves all rights to use any methods that they deem appropriate to evaluate the applicants.
  • Communication for this process will be sent via email. It is the responsibility of the applicant to ensure that accurate contact information is provided and updated as required and to update their personal information when it changes. Applicants who apply to this selection process should include an email address that accepts email from unknown users (some email systems block these types of email).
  • Time-sensitive correspondence may be transmitted via email and it will be the applicant's responsibility to check their email regularly. Failure to respond to communications may result in elimination from this process.
  • CAPE may decide to use top-down or random selection or any other additional qualification to determine the number of applicants who will be considered for the next stage of the evaluation.

 

How to Apply

Interested applicants should submit their resume, a cover letter outlining their interest in the position and relevant qualifications and contact information for two professional references to rh-hr@acep-cape.ca by January 10, 2025.

 

We thank all applicants for their interest in this position.