Total Rewards Manager - RRCR

Great Canadian Gaming Corporation ("Great Canadian") has entered into definitive agreements to sell Chances Maple Ridge, Great Canadian Casino Vancouver and River Rock Casino Resort to Petroglyph Development Group ("PDG"). At the closing of the sale of each transaction, these casino properties will be operated by Lahal Management ("Lahal), a subsidiary of PDG, which manages PDG’s casino portfolio. At the closing of all transactions, PDG will have a total of five (5) casinos in its portfolio. 

Prior to the closing of the sale of River Rock Casino Resort, the successful candidate will be employed by the Great Canadian operating subsidiary of River Rock Casino Resort. As of the closing of the sale of River Rock Casino Resort, the successful candidate’s employment will automatically be assumed by Lahal, with no continuing obligations to or from River Rock Casino Resort. As of such date, the successful candidate will be providing services to PDG’s growing casino portfolio.

Position Summary:

The Manager, Total Rewards is responsible for the design, governance, compliance, and optimization of payroll operations, pension administration, employee benefits, compensation programs, and health and safety governance across multiple sites. This role ensures payroll accuracy, regulatory compliance, cost control, internal equity, and a consistent employee value proposition, while serving as a key liaison between HR, Finance, and external vendors. The Manager, Total Rewards also provides company-wide oversight for the company’s Health and Safety Program, while site-based HR Business Partners execute local health, safety, and disability programs.

This position can be based out of either Chances Maple Ridge (Maple Ridge, BC), GCCV (Coquitlam, BC) or RRCR (Richmond, BC).

Key Responsibilities: 

Payroll Governance (Payroll outsourced – ADP Workforce Now)

• Oversee payroll governance across all sites to ensure accuracy, timeliness, and compliance
• Review payroll registers, exception reports, and audit controls
• Ensure accurate administration of union agreements, overtime rules, premiums, and statutory deductions
• Oversee year-end payroll processing (T4s, taxable benefits, reconciliations)
• Partner with Finance on payroll-related accruals and general ledger reconciliation
• Manage payroll vendor performance and service levels
• Ensure compliance with BC Employment Standards legislation and CRA requirements

Pension Administration & Compliance 

• Oversee pension plan enrollment, terminations, and leave management
• Ensure accurate calculation and remittance of employer and employee contributions
• Reconcile pension contributions and reporting files
• Liaise with pension providers, actuaries, and external auditors
• Ensure compliance with applicable pension legislation
• Support employee education and communications related to pension programs

Benefits Administration 

• Reconcile monthly benefits billing and premium payments
• Monitor disability trends in partnership with HR Business Partners
• Ensure taxable benefits are accurately processed through payroll
• Support employee communications and education materials related to benefits programs

Compensation Design & Governance

• Develop, maintain, and evolve salary band structures and compensation frameworks
• Conduct market benchmarking and compensation analysis
• Support internal equity reviews and job evaluation processes
• Provide compensation guidance on new hires, promotions, and organizational changes
• Support union compensation costing and financial modeling as required
• Develop compensation policies and governance guidelines
• Ensure alignment with pay transparency legislation and reporting requirements

Health & Safety Governance Oversight

• Provide company oversight of occupational health and safety programs; note site-level health and safety execution, disability management, and return-to-work processes are the responsibility of HR Business Partners and operational leadership.
• Ensure compliance with WorkSafeBC requirements
• Monitor incident trends and risk indicators across sites
• Review policy consistency and regulatory compliance
• Oversee corporate reporting related to health and safety metrics

Qualifications & Experience:

• Bachelor’s degree in Human Resources, Business Administration, or a related field
• CPHR designation or working toward it is considered an asset; additional certifications in compensation, payroll, benefits, or health and safety are assets but not required
• Progressive experience in Human Resources, Total Rewards, HRIS, compensation, payroll, benefits, health & safety or a related area
• Experience working in a complex, multi-site, and unionized environment is required
• Exposure to payroll, compensation, benefits, pension, and health and safety programs is preferred, but deep specialization in all areas is not required
• Experience supporting or administering compensation programs, including salary structures, market reviews, job evaluation, or pay administration, is an asset but not required
• Experience working with HR systems and data (e.g., ADP Workforce Now or similar platforms) is required
• Foundational understanding of BC employment standards, payroll practices, employee benefits, and compensation principles is required
• Familiarity with BC occupational health and safety programs, compliance requirements, and governance practices is an asset
• Strong analytical and problem-solving skills, with the ability to interpret data and identify trends
• Strong Excel and reporting skills, with comfort working in systems, reviewing data, and improving processes
• Ability to interpret policies, guidelines, and collective agreements, with support as needed
• Strong attention to detail and commitment to accuracy, compliance, and confidentiality
• Systems thinker with an interest in HR operations, process improvement, standardization, and optimization
• Comfortable operating in both a strategic and hands-on capacity
• Strong collaboration skills and ability to build effective relationships across HR, Finance, and operational leadership
• Self-starter with a growth mindset, sound judgment, and the ability to learn quickly in a complex environment

Note: Site-level health and safety execution, disability management, and return-to-work processes remain the responsibility of HR Business Partners and operational leadership.