Wilson

Pay Equity Representative

Position Type: Full‑time, Permanent
Location: Richmond Hill, ON (5 days in office)
Compensation: $80,000–$90,000 annually + vacation + benefits + pension

We are assisting our client, a global labour union, in hiring a Pay Equity Representative. In this high‑impact role, you will promote the values and services of the union by performing a wide range of pay equity functions. This includes collecting and analyzing wage data, negotiating with employers on pay equity processes, facilitating job evaluations, and serving as a member of all job evaluation committees.

Key Responsibilities

• Serve as a member of all job evaluation committees, including overseeing data collection, rating jobs, negotiating ratings with employer representatives, reviewing ratings for accuracy, and facilitating the pay equity reconsideration process
• Negotiate with employer committees on issues such as Terms of Reference and committee processes
• Negotiate and sign off on pay equity plans—including retroactivity, banding, proportional value calculations, and male comparators—with approval from Pay Equity Counsel
• Create pay equity training materials and select/train members for job evaluation committees
• Collect wage and pay equity data; build and populate spreadsheets to calculate wage gaps
• Review existing pay equity plans for completeness and compliance with the Pay Equity Act
• Maintain the internal pay equity library and database, including meeting notes, job ratings, rationales, and source materials
• Establish and oversee ongoing pay equity maintenance processes
• Develop expert knowledge of job evaluation principles, pay equity law, gender bias, and the union’s Gender Neutral Comparison System
• Provide information to Sector Service Managers regarding pay equity implications of new positions or new workplaces
• Request information from Part II employers regarding Pay Equity Act compliance
• Work with Pay Equity Counsel to develop generic questionnaires and ratings
• Attend sector and staff meetings as needed
• Attend Pay Equity Tribunal and other hearings as required
• Collaborate with Pay Equity Review Services on maintenance matters
• Maintain knowledge of relevant labour and healthcare legislation

Requirements

• Minimum 3 years of experience working with a union as a representative, business agent, or steward
• Experience with pay equity plans, practices, and legislation
• Experience working with union members, hospital representatives, HR consultants, pay equity consultants, legal counsel, other unions, government representatives, the Equal Pay Coalition, the Pay Equity Commission, and the Pay Equity Hearings Tribunal
• Experience negotiating with employer representatives and external consultants, and communicating or litigating before the Pay Equity Commission and Hearings Tribunal
• Knowledge of the Pay Equity Act and the impact of legislative changes in labour law and human rights (asset)
• Knowledge of or ability to learn concepts of gender neutrality and gender bias
• Understanding of equitable compensation practices
• Demonstrated knowledge of labour principles and the Canadian labour movement
• Proficiency in languages other than English is an asset
• Understanding of the legal implications of language
• High ethical standards and ability to maintain confidentiality
• Strong interpersonal, written, and verbal communication skills
• Strong conflict‑resolution skills and ability to manage tense situations
• Self‑motivated and able to work independently with minimal supervision
• Strong time‑management skills
• Ability to build and maintain trust‑based relationships with stakeholders

The indicated pay range is a good‑faith estimate based on required qualifications, experience, training, and other factors permitted by law. It reflects the pay band established by the client company. Actual offers may vary based on skills, experience, geographic location, and expected work quality. Most candidates start in the lower half of the range. Pay history is not considered where prohibited by law. This information is subject to change and serves as a general guideline for compensation discussions.