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Compensation Jobs in Toronto, ON (NOW HIRING)

TMX Group

Manager Compensation

Toronto, ON · Hybrid

As a Compensation Manager, you will serve as the senior compensation consultant to assigned business units (which may span multiple regions) and be a hands-on people leader within the Total Rewards ...

Hydro One Networks Inc

Compensation Specialist

Toronto, ON · On-site

CA$89K - CA$115K/yr

Hydro One is seeking an experienced Compensation Specialist with proven contributions in compensation management, job evaluation, and compliance and reporting. We're looking for a strong collaborator ...

TELUS

Senior Compensation Advisor

Toronto, ON

The Compensation Team is passionate about bringing thought leadership, innovation and expertise to the design and delivery of compensation programs within the total rewards offerings. We look to ...

Liberty

Analyst III, Compensation

Oakville, ON · Hybrid

Purpose Reporting to the Manager, Compensation, the Compensation Analyst III is responsible for the day-to-day administration and continuous improvement of Liberty's compensation programs, policies ...

Sienna Senior Living

Sr. Compensation Specialist

Markham, ON · Hybrid

CA$69K - CA$95K/yr

A competitive compensation * 4 weeks of vacation plus paid wellness days * Employer Paid Comprehensive Health & Dental Benefits * RRSP with Company Match * Company Share Ownership and Reward Program ...

Sienna Senior Living

Sr. Compensation Specialist

Markham, ON · Hybrid

CA$69K - CA$95K/yr

A competitive compensation * 4 weeks of vacation plus paid wellness days * Employer Paid Comprehensive Health & Dental Benefits * RRSP with Company Match * Company Share Ownership and Reward Program ...

KPMG

Manager, Compensation & Recognition

Toronto, ON · On-site

The Compensation & Recognition (C&R) team under the Human Resources department, designs and supports the delivery of firm-wide compensation and recognition programs that are continuously evolving to ...

KPMG

Manager, Compensation & Recognition

Vaughan, ON

The Compensation & Recognition (C&R) team under the Human Resources department, designs and supports the delivery of firm-wide compensation and recognition programs that are continuously evolving to ...

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All JobsCompensation JobsCompensation Jobs in Toronto, ON

Compensation information

See Toronto, ON salary details

$25.3K

$77.2K

$146K

How much do compensation jobs pay per year?

As of Jul 27, 2026, the average yearly pay for compensation in Toronto, ON is $77,231.00, according to ZipRecruiter salary data. Most workers in this role earn between $49,625.00 and $94,479.00 per year, depending on experience, location, and employer.

What jobs pay 4000 a week without a degree?

High-paying jobs that can reach $4,000 a week without a degree often include roles such as commercial truck drivers, real estate brokers, sales managers, and skilled trades like electricians or plumbers. These positions typically require specialized training, certifications, or experience rather than formal college degrees and may involve physically demanding work or independent schedules.

What is a job in compensation?

A job in compensation involves designing, managing, and administering employee pay structures, benefits, and incentives to ensure fair and competitive remuneration. Professionals in this field analyze market data, develop salary policies, and may use tools like compensation management software. Strong analytical skills and knowledge of labor laws are essential for success in this role.

What are the key skills and qualifications needed to thrive as a Compensation Specialist, and why are they important?

To thrive as a Compensation Specialist, you need a solid understanding of compensation structures, data analysis, and HR principles, usually backed by a degree in Human Resources, business, or a related field. Familiarity with HRIS systems, compensation benchmarking tools, and certifications like CCP (Certified Compensation Professional) are typically utilized in this role. Strong analytical thinking, attention to detail, and effective communication enable you to interpret data and collaborate with stakeholders. These skills are crucial for designing competitive pay structures that attract and retain talent while ensuring internal equity and compliance.

What jobs make $1,000,000 a year?

High-level executive roles such as CEOs, CFOs, and other C-suite executives often earn over $1 million annually, especially in large corporations. Additionally, successful entrepreneurs, top investment bankers, hedge fund managers, and certain professional athletes or entertainers can reach this income level through bonuses, investments, or endorsements.

What jobs pay $700 a day?

Jobs that pay around $700 a day typically include specialized roles such as freelance consultants, project managers, certain healthcare professionals like anesthesiologists, and skilled trades such as electricians or plumbers with experience. These positions often require specific certifications, expertise, or a high level of skill, and may involve contract or freelance work with variable schedules.

What are compensation specialists?

Compensation specialists are human resources professionals who design, implement, and manage an organization's pay structure and benefits programs. They analyze job roles, market data, and internal policies to ensure employees are fairly and competitively compensated. Their responsibilities often include conducting salary surveys, evaluating job descriptions, ensuring compliance with labor laws, and advising management on compensation strategies. Their work helps attract, motivate, and retain talent while maintaining internal equity and external competitiveness.

What are some common challenges faced by professionals working in compensation roles, and how can they be addressed?

Professionals in compensation roles often encounter challenges such as keeping up with rapidly changing labor market trends, ensuring internal pay equity, and managing confidential data. Navigating complex regulatory requirements and balancing company budgets with employee expectations can also be demanding. Staying proactive by leveraging compensation benchmarking tools, participating in industry networks, and collaborating closely with HR and finance teams can help address these challenges and support informed decision-making.

What is the difference between Compensation vs Payroll Specialist?

AspectCompensationPayroll Specialist
Primary FocusDesigning and managing employee pay structures, benefits, and incentivesProcessing employee wages, tax deductions, and payroll transactions
Required CredentialsHR or compensation certifications, degree in HR or related fieldAccounting or payroll certifications, experience with payroll software
Work EnvironmentHR departments, compensation teams, benefits administrationPayroll departments, accounting teams, HR support roles
Industry UsageUsed across HR and compensation management functionsPrimarily in payroll processing and accounting departments

While both roles relate to employee pay, Compensation focuses on developing pay structures and benefits strategies, whereas Payroll Specialist handles the actual processing of wages and deductions. Understanding these differences helps organizations assign the right responsibilities and find suitable candidates.

What job categories do people searching Compensation jobs in Toronto, ON look for? The top searched job categories for Compensation jobs in Toronto, ON are:
Compensation jobs near you
Infographic showing various Compensation job openings in Toronto, ON as of July 2026, with employment types broken down into 1% As Needed, 78% Full Time, 17% Part Time, and 4% Contract. Highlights an 87% Physical, 5% Hybrid, and 8% Remote job distribution, with an average salary of $77,231 per year, or $37.1 per hour.

Manager, Compensation

Green Infrastructure Partners, Inc.

Markham, ON • On-site

CA$100K - CA$125K/yr

Full-time

Retirement

Posted 11 days ago

Job description

Come help build the future, where our work makes the world work!

SUMMARY

Reporting into the Vice President, Human Resources, the Manager, Compensation is responsible for the design, implementation, and management of compensation programs that support the organization's talent strategy. This role ensures competitive, equitable, and performance-driven pay practices aligned with business objectives and organizational values.

PRIMARY SCOPE OF ROLE

COMPENSATION STRATEGY & DESIGN
  • Develop and maintain the organization's compensation philosophy and guiding principles.
  • Design and manage job architecture, job evaluation frameworks, and salary structures.
  • Conduct market benchmarking to ensure competitive positioning across all employee groups.
  • Design and evolve base pay and incentive programs.
ANNUAL COMPENSATION CYCLE
  • Lead the annual merit, bonus, and promotion processes.
  • Develop compensation planning tools, guidelines, and governance frameworks.
  • Partner with HRBPs and business leaders to ensure consistent and equitable application.
  • Ensure alignment with budget and financial planning cycles.
PAY EQUITY & COMPLIANCE
  • Conduct pay equity and internal equity analyses.
  • Support compliance with applicable legislation and transparency requirements.
  • Identify and mitigate compensation-related risks, ensuring fair and consistent practices.
ANALYTICS & INSIGHTS
  • Analyze compensation data, market trends, and workforce metrics.
  • Provide actionable insights to leadership on pay positioning, retention, and competitiveness.
  • Develop dashboards and reporting tools to support decision-making.
INCENTIVE & SPECIAL PROGRAMS
  • Design and manage incentive compensation programs (e.g., annual bonus, sales incentives, recognition plans).
  • Partner with business leaders on plan effectiveness and performance alignment.
GOVERNANCE & DATA INTEGRITY
  • Establish and maintain compensation policies, frameworks, and approval processes.
  • Partner with HRIS and Payroll teams to ensure data integrity and system alignment.
  • Support audits, compliance reviews, and compensation-related reporting requirements.
LEADERSHIP & STAKEHOLDER ENGAGEMENT
  • Lead and develop compensation team members (as applicable).
  • Act as a trusted advisor to HRBPs and business leaders on compensation matters.
  • Present insights and recommendations to senior leadership and, where appropriate, executive committees.

POSITION REQUIREMENTS

  • Bachelor's degree in Human Resources, Business, Economics, or related field.
  • 7+ years of progressive compensation experience in a complex organization.
  • Strong analytical skills, including advanced Excel and data modeling capabilities.
  • Experience with job evaluation methodologies and market survey tools.
  • CCP designation (or progress toward) preferred.
  • Advanced analytical and quantitative skills.
  • Strong business acumen and financial literacy.
  • Ability to influence and advise senior stakeholders.
  • High attention to detail and governance mindset.
  • Ability to translate data into clear, strategic recommendations.

WHAT WE OFFER

  • Expected Base Salary: $100,000 - $125,000 per year. The actual base salary will depend on several factors including experience, qualifications, internal equity, work location and market expectations.
  • Annual performance-based bonus.
  • Comprehensive group benefits program.
  • Retirement savings program.
  • Career growth and advancement opportunities.

Disclaimers

Artificial Intelligence (AI) Disclosure: AI tools are not used in the screening or assessment of applicants for this position.

Vacancy Status: This posting is for an existing job vacancy.

GIP does not accept unsolicited resumes from external recruiters or agencies. We only work with approved partners directly engaged by our Human Resources team for specific searches. Unsolicited submissions will not be eligible for placement fees.

We thank you for your interest. Only those selected for an interview will be contacted.

Green Infrastructure Partners Inc. "GIP", is an equal opportunity employer and encourages women, Indigenous peoples, persons with disabilities and members of visible minorities to apply. We seek to hire individuals with diverse characteristics, backgrounds and perspectives.

We believe that world-class talent makes no distinctions based on gender, ethnic or national origin, sexual identity and orientation, age, religion or disability, but enriches itself through these differences. GIP will provide accommodations to job applicants with disabilities throughout the recruitment process. If you require an accommodation, please notify us and we will work with you to meet your needs.

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