SP-08 Compensation Policy Advisor (AS-05 equivalent) (Amended)

For a description of key terms used on CRA job notices, go to Definitions for job seekers.

Are you looking for a dynamic opportunity to use your compensation knowledge and experience to shape the policies and programs of one of the Top 100 Employers in Canada? The CRA Corporate Compensation Division is a team of experienced and dedicated individuals who influence the pay landscape for the CRA and in the broader Public Service. As a Compensation Policy Advisor you will be exposed to a multitude of issues, HR disciplines, and interesting files to challenge you, while surrounded by a team of professionals in a hybrid work environment. Does this interest you? Read on!

The Compensation Policy Advisor :

• Provides functional direction, expert advice and consultation on program delivery to compensation community and HR partners;
• Plans, organizes, and develops new/revised policies, and coordinates national implementation;
• Collaborates with and provides advice to Labour Relations on policy interpretations, grievance settlements and collective bargaining;
• Writes compensation related bulletins, and directives and responds to policy enquiries, ATIP requests; ministerial correspondence, and question period responses.

To view the complete work description and job competency profile, click here: SP0731

Various linguistic profiles

• English essential
• Bilingual imperative BBB

We will create a pool of eligible candidates from this staffing process.

The pool established from this staffing process may be used to staff similar positions.

CRA prioritizes diversity and inclusion and is firmly committed to providing a diverse workforce that reflects the population we serve.  CRA’s National Employment Equity (EE) Staffing Strategy strives to eliminate EE gaps for the four EE designated groups: Indigenous peoples, persons with disabilities, members of visible minorities, and women. Where an EE gap exists at the time of appointment, EE may be used as an appointment criterion for permanent and temporary appointments over six months made through this process.

Due to the COVID-19 pandemic, public health recommendations and restrictions are in place across Canada and may change as circumstances evolve. You may be required to temporarily work remotely (e.g. from home). Further information will be provided if you are selected for the position.

Please note that this process will be used to staff positions primarily in Ottawa, Ontario, but may also be used to staff positions across Canada.

Virtual reporting may be possible, if operational requirements permit. 

Who can apply

Canada Revenue Agency (CRA) employees who hold a substantive position at the SP-06 group and level or equivalent or higher.

 AND

Federal Public Service employees found under Schedules I, IV and V of the Financial Administration Act who hold a substantive position at the AS-03 group and level or equivalent or higher.

AND eligible veterans and Canadian Armed Forces members

AND individuals with preferred status who live or work within the general rule of minimum distance of the position(s) being staffed.

Applicants from the general public who do not meet the criteria required to apply on this staffing process will not be considered and will not be contacted.

We encourage you to submit your application as soon as possible. The closing date and time on this notice of job opportunity may change. 

To be eligible, you must meet the following requirements.

Education

• the CRA’s minimum education standard for SP08; or CRA approved alternatives*

*CRA-approved alternative to a secondary school diploma include:

• An acceptable combination of education, training and/or experience; or 
• A satisfactory score on the CRA-approved test (General Intelligence Test – GIT-320, Pass mark 80); or
• A satisfactory score on the CRA-approved test (GeneralCompetency Test:  Level 1 - GCT1-207, Pass mark 28 out of 50)

**The General Intelligence Test (GIT-320) cannot be administered at this time, but a previous result will be accepted.

Note: You must upload your education credentials in the education section of your candidate profile by the closing date and time of this poster. Failure to do so may result in your application not being considered further.

Experience

Have experience* in:

• The administration of pay and benefits, using Phoenix or other HR systems, and applying the provisions of acts or regulations or  policies or procedures or collective agreements or terms and conditions of employment related to pay and benefits.
• Preparing various documents, including, but not limited to; policy instruments or ministerial responses or presentations or briefing notes intended for senior management**.
• Providing interpretation and guidance, strategic advice and making recommendations to managers and stakeholders, including, but not limited to : clients or external parties in the delivery of a Compensation program at the operational level, corporate level or in a central agency.

*Experience is normally associated with the performance of these functions as part of the major job duties accomplished for a period of no less than 24 cumulative months in the last 5 years.

**Senior management includes executive levels such as director level or higher for Headquarters or Assistant Director level or higher for regions.

Minimum and essential

The minimum and essential staffing requirements indicated below will be assessed during the process and may be used to identify candidates for positions. Asset staffing requirements may also be assessed during the staffing process and may be used to identify candidates for positions. You will be notified in advance of any asset requirements to be evaluated.

• Performance validation
• Second Language Evaluation (for bilingual positions only)
• Korn Ferry.

Assets:

• Knowledge test
• Ability to communicate effectively in writing.

We could limit the number of candidates to be considered in this staffing process based on a top-down approach to select candidates with the best results achieved.

Conditions of employment

• Reliability/Security: Reliability Status
• Willingness to travel

We encourage you to read Important information on staffing at the CRA to find out more about staffing processes and how to apply.

The CRA is committed to building a skilled, diverse workforce reflective of Canadian society. To find out more, consult Employment equity, diversity and inclusion at the CRA. We encourage you to complete the Employment Equity (EE) Staffing questionnaire as part of your application if you wish to be considered for staffing actions using the EE staffing requirement in this process. Your questionnaire response will be retained on file for the duration of the staffing process. If you do not complete the questionnaire, you will not be considered for any staffing actions using the EE staffing requirement in this process. If you decide to modify your response or fill out this questionnaire at a later date, please notify the contact listed at the bottom of this notice of job opportunity.

CRA employees support the economic and social well-being of Canadians, and build public trust. We have high expectations, and our employees are held to the standards of conduct outlined in our Code of integrity and professional conduct and Directive on conflict of interest, gifts and hospitality, and post-employment.

Information regarding the status of your application will be communicated via the candidate profile on the CRA Careers site. We strongly encourage you to verify the email address attached to your profile and to check your messages regularly for any updates.

Name: The HRB SDM team
Email address: HQSTAFFHRBG@cra-arc.gc.ca