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Compensation Manager Jobs in Markham, ON (NOW HIRING)

Purolator

Manager Compensation

Mississauga, ON · On-site

Description Reporting to the Senior Manager Compensation, the Manager Compensation leads the day-to-day operations and execution of Purolator's compensation programs. This role oversees a team of ...

Aviso Wealth

Manager, Total Rewards

Toronto, ON · On-site

As a leading wealth management organization, we are committed to leadership, innovation ... Lead Aviso's annual compensation planning process, including the review and planning of salary ...

Aviso Wealth

Manager, Total Rewards

Toronto, ON

As a leading wealth management organization, we are committed to leadership, innovation ... Lead Aviso's annual compensation planning process, including the review and planning of salary ...

THOMSON REUTERS

Director, Compensation

Toronto, ON

Proven experience managing compensation across US and Canadian legal and regulatory frameworks, with confidence advising on policy and compliance considerations. * Effective partnering across a ...

New

Finlink Group

Compensation Specialist

Innisfil, ON

Managing compensation-related initiatives such as market pricing, pay equity, and job evaluation programs while ensuring regulatory compliance. * Participating in compensation surveys and performing ...

Finlink Group

Compensation Specialist

Innisfil, ON

Managing compensation-related initiatives such as market pricing, pay equity, and job evaluation programs while ensuring regulatory compliance. * Participating in compensation surveys and performing ...

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Compensation Manager information

See Markham, ON salary details

$56.8K

$105K

$145.4K

How much do compensation manager jobs pay per year?

As of Aug 19, 2026, the average yearly pay for compensation manager in Markham, ON is $105,034.00, according to ZipRecruiter salary data. Most workers in this role earn between $90,002.00 and $117,950.00 per year, depending on experience, location, and employer.

What is a compensation manager?

A compensation manager is part of a corporate HR team which researches and develops the pay policies in a company. They use research to help determine fair pay scales for all the company employees. Duties include helping the business with recruiting and integrating new employees. At a small company, they might be responsible for all aspects of the pay system, while at a larger company they may have specific responsibilities, such as doing market research or surveying workers.

What are the key skills and qualifications needed to thrive as a compensation manager?

To thrive as a Compensation Manager, you need expertise in compensation analysis, benefits administration, and compliance, often supported by a degree in human resources or business and relevant certifications such as CCP (Certified Compensation Professional). Familiarity with HRIS systems, data analytics tools, and compensation benchmarking software is typically required. Strong analytical thinking, attention to detail, and effective communication skills help you design competitive pay structures and collaborate with stakeholders. These skills ensure fair, data-driven compensation practices that support employee satisfaction and organizational goals.

What are some common challenges compensation managers face when designing competitive pay structures?

Compensation Managers often navigate the challenge of balancing internal equity, market competitiveness, and budget constraints when designing pay structures. They must ensure that compensation packages attract and retain top talent while staying compliant with regulations and maintaining fairness across the organization. Additionally, Compensation Managers regularly analyze market data, manage employee expectations, and collaborate with HR and leadership to support organizational goals. These complexities require strong analytical skills, communication, and the ability to adapt to changing market trends.

What is the difference between Compensation Manager vs Compensation Analyst?

AspectCompensation ManagerCompensation Analyst
CredentialsBachelor's degree, often HR or Business; certifications like CCP or CBPBachelor's degree in HR, Business, or related; certifications like CCP beneficial
Work EnvironmentOversees compensation strategies, manages teams, collaborates with HR leadershipAnalyzes salary data, prepares reports, supports compensation programs
Employer & Industry UsageUsed in large organizations across various industriesCommon in HR departments, especially in finance, healthcare, and tech sectors

The Compensation Manager focuses on developing and managing overall compensation strategies, policies, and team leadership. In contrast, the Compensation Analyst primarily conducts data analysis, prepares reports, and supports compensation program implementation. Both roles require similar credentials but differ in scope and responsibilities within the compensation function.

What degree do you need to be a compensation manager?

A compensation manager typically needs a bachelor's degree in human resources, business administration, finance, or a related field. Many employers prefer candidates with a master's degree or professional certifications such as the Certified Compensation Professional (CCP). Relevant skills include data analysis, knowledge of compensation laws, and experience with HR software.
More about Compensation Manager jobs

What cities near Markham, ON are hiring for Compensation Manager jobs?

Cities near Markham, ON with the most Compensation Manager job openings:

Compensation Manager jobs near you
Infographic showing various Compensation Manager job openings in Markham, ON as of August 2026, with employment types broken down into 100% Full Time. Highlights an 50% In-person, 25% Hybrid, and 25% Remote job distribution, with an average salary of $105,034 per year, or $50.5 per hour.

Manager Compensation

Purolator

Mississauga, ON • On-site

Full-time

Posted 18 days ago

Job description

 It’s not a package. It’s a promise®.

As Canada’s leading integrated freight, package, and logistics provider, we’ve been helping promises get where they need to be for more than 60 years. How does the magic happen? The journey starts with you. The places we go, the elements we brave, the promises we deliver – it’s all possible because of our people. So, whether you’re looking to build new skills, make an impact in your community, or inspire your team, we go there for you.

Description

Reporting to the Senior Manager Compensation, the Manager Compensation leads the day-to-day operations and execution of Purolator’s compensation programs. This role oversees a team of compensation professionals and ensures the accurate, compliant, and timely delivery of annual and ongoing compensation activities across the organization. As part of our One Team culture, this position partners closely with HR and business leaders to promote equitable, transparent, and market-aligned compensation practices that support our people and business strategy.

Responsibilities
  • Lead and support the compensation team in delivering operational excellence across all compensation programs.
  • Oversee execution of annual compensation cycles, including merit increases, AIP, bonus programs, and related processes.
  • Manage operational components of the LTIP program, including eligibility, forfeitures, vendor coordination, vesting, settlements, dividends, and grants.
  • Support preparation of compensation materials for executive leadership and Board reporting.
  • Lead participation in compensation surveys and market benchmarking activities to ensure competitiveness and internal equity.
  • Oversee job evaluation frameworks and job architecture governance to ensure consistency and alignment with organizational design.
  • Maintain salary structures, compensation data integrity, and system updates in partnership with HRIS teams.
  • Provide guidance to HR and business leaders to support fair and equitable compensation decisions.
  • Collaborate with external vendors, consultants, and auditors as required.
  • Drive continuous process improvements, strengthen internal controls, and enhance operational efficiency.
  • Ensure compliance with applicable legislation, policies, and governance requirements.
Education
  • University degree in Business, Human Resources, Commerce, or a related field, or an equivalent combination of education and relevant experience.
Experience
  • Approximately 7+ years of progressive compensation experience, including leadership experience managing or mentoring professionals.
  • Experience leading annual compensation cycles (e.g., merit, AIP, bonus).
  • Experience administering incentive programs, including AIP and/or LTIP.
  • Experience overseeing job evaluation frameworks and job architecture governance.
  • Strong analytical capability, including advanced Excel skills and compensation modeling.
  • Experience working with HRIS systems (e.g., SuccessFactors or equivalent).
  • CCP designation considered an asset; support for continued professional development is available.
Key Competencies
  • Collaborative leadership style aligned with our One Team values.
  • Strong attention to detail and commitment to accuracy and accountability.
  • Clear and effective communication skills, with the ability to explain complex concepts accessibly.
  • Sound judgment and decision-making skills in complex or high-priority situations.
  • Ability to build trust and navigate sensitive conversations with professionalism and respect.
  • Adaptability and resilience in evolving environments while maintaining team engagement.
  • High integrity and discretion when handling confidential information.

POSTING DETAILS
Location:                    530 - Corporate  
Working Conditions: Office Environment 

Reports to:   Senior Manager Compensation 
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Purolator is an equal opportunity employer committed to diversity and inclusion. We welcome all qualified applicants and provide accommodations during the recruitment process upon request.

Purolator complies with Canadian law in all recruitment practices. During pre-screening, we may use an Artificial Intelligence (AI) tool, supported by human oversight, to efficiently manage tasks such as resume screening and candidate matching, enabling our team to connect with qualified candidates faster.

Personal information is used solely for recruitment and managed in accordance with privacy legislation. For AI-related inquiries only, contact TalentCOE@purolator.com. To apply, visit our Careers Page.

We recognize that employees and their families are essential to our success. We strive to provide a safe, healthy, and supportive workplace, ensuring the right people have the tools they need to thrive.

Every day at Purolator is an opportunity to connect with colleagues, customers, and communities to make a positive impact. Learn more about our values at www.purolator.com.

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