Team Lead, Compensation

Trans Mountain Corporation operates Canada’s only pipeline system transporting oil products to the West Coast. We deliver approximately 890,000 barrels of petroleum products each day through a dual pipeline system of more than 1,150 kilometres of pipeline in Alberta, British Columbia and Washington state.

Trans Mountain also operates a state-of-the-art loading facility, Westridge Marine Terminal, with three berths providing tidewater access to global markets.  

As a federal Crown corporation, Trans Mountain continues to build on more than 70 years of experience delivering operational and safety excellence through our crude oil pipeline system. 

With our expanded pipeline system now in place, Trans Mountain provides enhanced direct access for Canadian crude oil to world markets. The expansion realizes a world-class system for oil transport, developed to Canada’s high standards within one of the most stringent regulatory regimes in the world, creating long-term economic benefits, enhanced marine protection, enhanced safety and emergency management capabilities, and enhanced skilled-worker capacity building in communities and Indigenous groups.

Our Core Values

Trans Mountain’s core values – Safety, Integrity, Respect and Excellence – guide our every step. Each obstacle we’ve overcome or success we’ve experienced has been the result of a shared commitment to living these values every day. Together, we’re focused on doing the right thing for each other and our communities. If you are looking for an opportunity to apply your strengths in an environment that encourages Safety, Integrity, Respect, and Excellence, we invite you to explore this opportunity with us!

Location: Calgary Head Office                          

Department: Human Resources   

Reports to: Manager, Compensation                 

Worker Type: Employee    

Schedule Type: Full-time

Work Setting: In-office     

Trans Mountain is seeking a collaborative, motivated, and values-driven individual to join our dynamic team as Team Lead, Compensation. In this position, you will play a key role in delivering compensation programs, policies and procedures; leading the daily activities of compensation professionals responsible for compensation administration, programs, job descriptions and data; and overseeing salary and wage budgets, forecasts and pay equity implementation. The successful candidate will demonstrate expertise in compensation program delivery and administration, team leadership, compensation data and job descriptions, budgeting and forecasting, and pay equity.

Key Responsibilities

• Own execution planning and delivery of compensation programs including, annual comp cycle, LTIP and recognition programs by developing workplans, assigning responsibilities, monitoring progress, resolving issues, and ensuring timely, consistent implementation.
• Support ad hoc compensation materials and analysis for executive, leader, HR partner, and governance audiences, including program materials, decision-support analysis, and annual compliance requirements such as job sign-off, pay transparency, and related reporting activities.
• Ensure compensation structures and processes are documented, maintained, and continuously improved, including procedures, templates, tools, controls, decision records, and communication materials that support consistency, data quality, and effective advisory delivery.
• Develop team capability by coaching advisors, sharing technical knowledge, supporting consistent ways of working, and reinforcing standards for analysis, documentation, and stakeholder communication.
• Enhance communication of compensation programs and the compensation structure by developing leader and employee materials, guidance, timelines, FAQs, and change-management supports that improve understanding and consistent application.
• Support complex or escalated compensation matters by interpreting compensation practices, assessing risks and options, preparing analysis, and aligning with the Manager on decisions requiring escalation.
• Provide technical guidance and peer review on job documentation, job evaluation, market pricing and compensation recommendations for new hires, promotions, job changes, and organizational changes.

Qualifications and Professional Experience

• Post-secondary education in Human Resources, Business, or related discipline.
• Certified Human Resources Professional (CHRP) and Certified Compensation Professional (CCP) designations
• Minimum of 10 years of experience in compensation, including at least 3 years in a supervisory or team lead role.
• Demonstrated strong leadership capabilities, with a proven ability to influence, mentor, coach, and guide others effectively while fostering a collaborative, high-performing team environment.
• Skilled at navigating complex situations and facilitating difficult conversations with professionalism, empathy, and sound judgment.
• Advanced proficiency in Microsoft Excel, including data analysis and reporting.
• Experience conducting basic statistical analysis and interpreting data to support decision-making.
• Strong understanding of compensation policies, procedures, controls, and governance requirements.
• Proven ability to analyze compensation and HR data, identify discrepancies, and implement corrective actions
• Experience partnering with Payroll, HR, Finance, and other stakeholders/business leaders to resolve compensation-related issues and ensure seamless service delivery.
• A track record of delivering high‑quality work, managing competing priorities, and supporting key business processes or operational functions.
• Demonstrated ability to work effectively with colleagues and stakeholders from a variety of backgrounds and levels across the organization.
• Effective communication skills, including the ability to convey information clearly, respectfully, and professionally.
• Maintains confidentiality, calm under pressure and demonstrates a high level of professionalism.
• Comfortable working in environments with a high degree of ambiguity, exercising sound judgment and initiative when information is incomplete or requirements evolve.
• Commitment to inclusive practices and a willingness to contribute positively to a collaborative and supportive workplace culture.

Working Conditions

• May need to provide support outside of regular business hours and/or on the weekend.

Application

Candidates may submit their application in English or French. To apply in French, please use our French careers site: Careers (French)

At Trans Mountain, we believe in an inclusive, accessible, and barrier free recruitment and selection process for all applicants. If you require an accommodation at any point in the process, please contact us at: Talent@transmountain.com or the designated Talent Acquisition Advisor. Accommodation requests will not affect the assessment of your application or candidacy or the designated Talent Acquisition Advisor. Accommodation requests will not affect the assessment of your application or candidacy.

We Build Careers and Pipelines That Last

Our story is about determination, resourcefulness and resilience. It’s about charting our own course, finding innovative solutions to challenging problems and doing the right thing. It was true when Trans Mountain became a company in 1951 and it’s just as true today. We welcome new members to our team that embrace the qualities in our story, that thrive on the new path and directions we take.  Our culture is one of care and taking our responsibilities seriously. If you would like to contribute to our culture, then join our journey.

A Rewarding Opportunity

We offer:

• Valuable experience providing opportunity for professional development and career advancement;
• An opportunity to engage with and learn from some of the most talented and experienced people in the business;
• Competitive compensation;
• Comprehensive benefits programs including flexible benefits, pension and savings plans;
• A place to share a sense of purpose and build relationships;
• Meaningful work that makes a difference;
• An opportunity within the Canadian energy industry.

We value:

• The health, safety and wellness of everyone working in our company;
• Meaningful participation from Indigenous and local communities;
• The commitment and resilience of our people;
• Collaboration and achieving success together. 

In keeping with Trans Mountain’s commitment to maximize benefits for communities, priority will be given to qualified candidates from Indigenous, local and regional communities along the Trans Mountain pipeline corridor.

In Alberta, the pipeline system spans the traditional territories of Treaty 6, 7 and 8, and the Métis Nation of Alberta (Zone 4).

In British Columbia, the system crosses the traditional territories of numerous First Nations that are affiliated with the Secwepemc, Dakelh (Carrier), Nlaka'pamux, Syilx/Okanagan, Interior and Coast Salish, Stó:lo, as well as the Métis.

Trans Mountain also operates through 15 First Nation Reserves located within the region spanning the BC interior through Fraser Valley.

Our Commitment to Inclusion, Diversity, Equity and Accessibility (IDEA)

Trans Mountain is committed to fostering inclusion, diversity, equity and accessibility.  The diverse viewpoints and cultural knowledge that our employees bring to work enrich our organization’s collective cultural understanding, which is reflected in the work we do every day.  We strive to create an environment that is free of barriers to promote full participation in the workplace. Trans Mountain welcomes new team members from traditionally underrepresented groups, including but not limited to women, Indigenous Peoples, members of racialized groups, persons with disabilities and members of the 2SLGBTQI+ community.