Senior Total Rewards Specialist

Position Title:                 Senior Total Rewards Specialist

Term:                                  Contract (of up to 12 months), Full-Time

Division/Branch: People and Culture Division / Human Resources Branch

Application Deadline: November 20, 2026

Pay Level: 10

Pay Range: $48.12/hr to $68.65/hr

Position Location:        Head Office, Toronto, ON; On Site

The Alcohol and Gaming Commission of Ontario (AGCO) is a regulatory agency that reports to the Ministry of the Attorney General. The AGCO is responsible for regulating the alcohol, gaming, horseracing, and cannabis retail sectors in Ontario, in accordance with the principles of honesty and integrity, and in the public interest.

The Human Resources Branch is seeking a seasoned and strategic Senior Total Rewards Specialist to lead the design, development and execution of total rewards programs to ensure market competitiveness and alignment with organizational goals. In this role, you will report to the Senior Manager, Human Resources and oversee the full spectrum of compensation and benefits programs, including pension plans. This is an exciting opportunity to bring your expertise in total rewards to a role that makes a meaningful impact on both employees and organizational outcomes.

In this role, the successful candidate will:

• Lead the design, implementation, communication, administration, maintenance, and continuous improvement of total rewards programs, policies, processes, and guidelines.
• Serve as the compensation subject matter expert and trusted advisor to Senior Human Resources Business Partners, People Leaders, and senior leaders on complex compensation matters.
• Design, maintain and administer salary structures and compensation frameworks that reflect economic conditions, organizational needs, and industry practices.
• Lead and support the annual compensation review cycle, including merit, incentive, communications, analysis and approval processes.
• Lead job architecture, including governance, job evaluation, documentation and titling, and drive consistent role alignment and adoption across the organization.
• Lead the annual compensation and market review process, including data analysis, cost modelling, reporting, and evidence-based recommendations.
• Participate in compensation surveys, market research and benchmarking; analyze workforce insights, employee feedback, external market developments and future-of-work trends; and identify implications for competitive positioning and evolving workforce needs.
• Oversee compensation, pension, and benefits plan administration, to ensure an effective stakeholder experience and compliance with plan provisions.
• Analyze internal equity, pay competitiveness, compensation spend, benefits utilization, cost trends, and renewal information.
• Lead employee communications related to Total Rewards programs, including program updates, rollouts, and supporting materials.
• Conduct market research and benchmarking, monitor industry trends, and recommend competitive total rewards strategies aligned with workforce and organizational needs.
• Ensure total rewards practices comply with collective agreements and applicable legislation, including pay equity and the Employment Standards Act, and support effective governance and risk management.
• Lead total rewards and HR projects from planning through implementation, translating HR strategy and agency priorities into practical initiatives and measurable improvements.
• Use technology, automation, analytics and reporting tools to improve program administration, employee experience and decision-making, including dashboards and insights that support workforce decisions.
• Contribute total rewards expertise to HRIS modernization by defining requirements, improving workflows and data standards, supporting testing, and enabling accurate program administration.
• Partner with cross-functional teams, external providers, and plan administrators, and provide program guidance or training to promote consistent service delivery and successful change.
• Maintain current professional knowledge through research, professional networks, publications, conferences, and continuing education.

The ideal candidate will have:

• Post-secondary education in Human Resources, Business Administration, Data Sciences, or a related field, or equivalent work experience.
• Five or more years of progressive HR experience supporting compensation and total rewards programs, policies, processes, and administration.
• Certified Human Resources Leader (CHRL) designation is preferred; Certified Compensation Professional (CCP) or Certified Employee Benefits Specialist (CEBS) designation is an asset.
• Advanced knowledge of compensation practices, benefits, pensions, job evaluation methodologies—preferably the Hay point method—and applicable employment legislation, including the Employment Standards Act, Human Rights Code, and Pay Equity Act.
• Demonstrated ability to design, communicate, implement, govern, and continuously improve total rewards policies, processes, and programs.
• Strong analytical and problem-solving skills, with demonstrated ability to collect, validate, analyze, and interpret HR data; conduct cost modelling; and create accurate reports, dashboards, visualizations, and recommendations.
• Proven project management capability, including managing priorities independently and collaboratively from planning through successful implementation.
• Advanced Microsoft Excel skills and strong analytical and problem-solving capabilities.
• Experience supporting HR technology or HRIS initiatives, including requirements definition, process design, data validation, testing, and implementation.
• Strong customer-service orientation and relationship-management skills, with experience partnering across the organization and with external vendors, consultants, and plan providers.
• Superior written and verbal communication skills, including the ability to explain complex information, educate stakeholders, and provide clear, evidence-based advice to senior leaders.
• Strong organizational skills, discretion, sound judgement and the ability to work independently while managing changing priorities and highly confidential compensation information.
• The successful candidate must be eligible to work in Canada and will be subject to a criminal background check.

About the AGCO

The Alcohol and Gaming Commission of Ontario (AGCO) is an Ontario provincial regulatory agency that reports to the Ministry of the Attorney General. We are responsible for regulating the alcohol, gaming, horse racing and cannabis retail sectors in accordance with the principles of honesty and integrity, and in the public interest.

The AGCO is proud to be recognized as one of Greater Toronto’s Top Employers for the second year in a row. This annual distinction reflects our commitment to cultivating a workplace environment that prioritizes employee well-being, emphasizing work-life balance, mental health resources, and opportunities for professional growth. We remain committed to fostering a supportive and rewarding work environment for our employees.

What we offer

The AGCO provides a comprehensive range of benefits and programs (subject to eligibility), including:

• Generous time-off policy, including 2 volunteer days to contribute to causes that matter to you.
• Defined benefit pension plans to secure your financial future.
• Comprehensive health, dental, and vision plans, with 100% employer-paid premiums.
• Well-being credits to support gym memberships, therapy, financial planning, and more.
• Employer-paid parental leave top-up.
• Professional development opportunities with access to training programs, leadership resources, and reimbursement for professional memberships.
• 24/7 confidential support through our Employee Assistance Program.
• Convenient, central location near the subway line for easy access when working in the office. Paid onsite parking is also available.
  

Please note that only applications submitted through the Applicant Tracking System will be accepted. 

The AGCO is an inclusive and equal opportunity employer.

The AGCO has the responsibility to lead by example in advancing racial equity and to build a diverse, inclusive, accessible and respectful workplace where every employee has a voice and the opportunity to fully contribute. To this effect, you are encouraged to reflect upon the diversity you would bring to the role within your application including, but not limited to, individuals identifying with one or more of the under-represented groups identified within Ontario’s Human Rights Code. 

Disability related accommodation during the recruitment process is available upon request. Persons with disabilities who require accommodation during the application process, or who need job postings in an alternative format, may email their request to [email protected]. The subject line should read “Accommodation in Application – [Position Title].

We do not use artificial intelligence (AI) tools to screen, assess, or select applicants at any stage of the hiring process. All applications will be reviewed and evaluated by our Human Resources team and hiring managers.