Overview

Position Title: Pay and Benefits Advisor Competition Number: 013 - 2026 Administrative Unit: Human Resources Services Immediate Supervisor: Associate Vice-Rector, Talent, Diversity and Culture Position Type: Temporary (Non-Unionized: 7-month Contract) Hours of Work: 35 hours per week Salary Scale : Level 8 ( to ) In this document, the masculine pronoun is used without discrimination and only for conciseness. Saint Paul University (1848) is the founding college of the University of Ottawa, with which it has maintained a federated relationship since 1965. Bilingual and on a human scale, it has more than 1,000 students. It offers programs in Social Communication, Counselling and Psychotherapy, Canon Law, Public Ethics, Conflict Studies, Theology, Human Relations, Transformative Leadership and Spirituality, and Social Innovation. Saint Paul University offers an environment conducive to professional growth and competitive benefits. SUMMARY Under the guidance of the Assistant Director of Human Resources Services, the Pay and Benefits Advisor oversees the Pay and Benefits sector. This role entails managing the human resources information system (HRIS) and associated transactional activities to ensure adherence to agreements and contractual obligations between the University and its employees. As the HRIS steward, the incumbent provides recommendations for acquiring and spearheads the deployment of the HR-pay computer system. The Pay and Benefits Advisor offers guidance to Managers and Employees on pay, benefits, and employment terms. Additionally, they may provide insights and recommendations regarding the development and implementation of institutional benefit programs, including associated risks. Within their area of expertise, the incumbent performs a diverse array of human resources services. They assess HRM processes in alignment with the University's priorities and initiatives, develop and uphold policy processes and operational manuals for their area of oversight, and contribute to the research, development, and implementation of new policies. Moreover, they conduct research, investigations, and evaluations for bargaining purposes or as requested. KEY RESPONSIBILITIES HRIS Database Management Manage the HRIS system project, overseeing planning, scheduling, and resource allocation under the supervision of the HR Director. Collaborate with Financial Services and Computer Services to assess HRIS requirements, research vendors, and provide recommendations for system purchase. Create and maintain employee files in HRIS and payroll systems, ensuring accuracy and compliance with employment terms and conditions. Oversee the management of employee files throughout the employment lifecycle, ensuring accessibility and adherence to organizational policies. Provide training on HR management software to managers and employees, facilitating effective utilization. Prepare analyses and reports on employment contracts, promotions, and salary adjustments. Lead HRIS-related projects, including system implementations and upgrades. Ensure accuracy and integrity of employee data through regular audits and provide support to employees regarding HRIS-related inquiries. Pay and Benefits Provide expert advice and guidance to managers and employees on compensation and benefits matters. Analyze and calculate appropriate pay and benefits for various situations, including new hires, terminations, and leaves. Develop and implement technical procedures for payroll reconciliation and insurance deductions. Manage group insurance, disability cases, and return-to-work programs. Review payroll reports for accuracy and compliance with regulatory requirements. Coordinate employee benefits enrollment process and provide guidance to employees. Prepare and update various reports using HRIS and other systems. Manage data related to new hires and clinical supervisors, ensuring accuracy and up-to-date information. Process union release requests and verify student contract