Managing Director, SLC Finance and Compensation Plans - SLC Management

SLC Management is a growing global asset management firm providing innovative and diversified investment solutions to institutional investors. We are breaking new ground with a full spectrum of solutions for a growing institutional client base of more than 1300 organizations. Our history of organic and strategic growth reflects this commitment with over CA$374/US$283 billion in assets under management (AUM). As a subsidiary of Sun Life, we are aligned with one of the world’s leading financial services companies, and benefit from the stability and strength of that relationship.

We are a performance-driven organization with a deliberate focus on fostering a development-focused, inclusive culture revolving around our Core Values of being client obsessed, valuing each other, acting with speed and having an owner’s mindset. As part of our team, you play a role in fulfilling our purpose and making a difference. We offer a rewarding work environment that is filled with opportunity for growth where you will be empowered to meet the challenges of a highly competitive landscape.

Visit our website to learn more and for the most up to date AUM information.

SLC Management offers a mix of in-office and virtual work where our employees are empowered to do their best. Generally, employees are expected to work three or more days in-office each week with flexibility depending on their business, client and team needs.

What Is in It for You:

Reporting to the Senior Managing Director, Capital and Treasury, the Managing Director, SLC Compensation Finance serves as a key member of the SLC Finance team and is responsible for leading and managing the finance-related activities for the various compensation programs across the SLC Management organization including its affiliates. This position will provide expertise, innovative thinking, and strategic leadership for the management, execution and reporting of short/long-term incentive plans ensuring alignment with company's strategic objectives, and talent strategies. This role includes the oversight, monitoring and reporting of compensation plans administered by our affiliates (“decentralized”) and ownership of system, processes, and administration of various compensation programs administered by the team (“centralized”)

For decentralized compensation plans, the role requires a strong understanding of our business and the compensation programs across SLC. The incumbent must thrive on collaborating with many business partners, understanding and managing the volume and complexity of the compensation programs in order to deliver accurate, timely and meaningful results to senior leadership and other key stakeholders of the programs.

For centralized compensation program, in partnership with HR and business partners develop and implement strong governance and financial controls to ensure accurate and timely completion of compensation related deliverables at the individual, legal entity and consolidated levels. Near term deliverables include partnering with HR business partners to (i) work with external vendors to design, develop, implement, and administer a modern and integrated incentive compensation system and (ii) develop a standardized and repeatable process for determining the timing of redemption requests, fair value determination and settlement requirements for each share ownership plans.

The incumbent will also provide leadership and resources to support various project/initiatives that intersect with compensations deliverables.

WHAT YOU WILL DO:

• Partners across SLC, HR and the various affiliates and business to build a strong and robust process to ensure all key compensation-related deliverables including the required inputs and timelines are clearly identified.

• Develop financial, data models and tools to share summarized compensation insights to the FP&A team to support decision making on a variety of business issues including headcount growth and staffing.

• Partnering with HR, support the design and implementation of performance metrics, goals, and measurement methodologies for incentive plans.

• Builds strong relationships with HR Business Partners, Business Leaders and Cross Functional teams. Provides consultation and partnership to develop and transform compensation programs to support our overall business objectives.

• Oversees the preparation and maintenance of the key metrics for the various compensation programs with supporting analytics (i.e. explanation on significant changes in results), and produces information required for the Compensation Committee meetings.

• Oversee the governance of incentive plans in partnership with HR, stay abreast of relevant regulations, and ensure that incentive compensation plans comply with legal requirements, including tax regulations and securities laws.

• Participate in discussions between HR and senior management of SLC (including its affiliates) on any new compensation programs and changes to existing programs and analyze the financial impact on the business.

For centralized plans only

• Establish Operating Model between HR, Finance, Tax, legal and affiliate teams on the go forward implementation and administration of centralized compensation plans. Executes against the agreed upon operating model.

• Oversee the administration of incentive plans, including calculation of incentive payouts, coordination with payroll and finance teams, and compliance with regulatory requirements.

• Determine cash needs to liquidate or redeem Management Equity Programs settled in SLF shares (MEP). Info also needed for strategic and business plan as well as Normal course issuer bid (“NCIB”) demands.

• Develop processes to calculate and recommend fair value for each MEP for review and approval by Corporate Development.

• Enhances existing processes and controls for the various compensation programs with stronger documentations and clearer identification of timelines and accountabilities by various teams involved in the processes.

• Monitor and evaluate the effectiveness of incentive plans in driving desired behaviors and outcomes, making recommendations for improvements or adjustments based on feedback and industry best practices.

• Develops strong relationships with the affiliates to support calculations, reviews and reconciliation of their inputs to their respective compensation programs.

WHAT YOU WILL NEED TO SUCCEED:

• Overall, this role requires a combination of financial acumen, regulatory knowledge, strategic thinking, and strong communication skills to effectively design and manage incentive structures and within a financial organization.

• Bachelor’s degree with experience in compensation functions (10+ years) combined with a Finance background. Professional accounting designation (CPA, CA, CMA, CGA) will be strongly preferred.

• Experience with the design and administration of Management Equity Plans.

• Strong verbal and written communication skills, with an ability to build and maintain strong relationships with all levels of the organization.

• Ability to apply technical knowledge and analytical skills to business issues and have the confidence to challenge and influence senior stakeholders.

• Ability to understand the perspective of the employee who participate in the compensation plans.

• Experience handling and managing confidential data is critical.

• Strong financial analysis skills, with the ability to oversee complex financial modeling and sensitivity analysis.

• Strong leadership skills, able to adapt to changing priorities and engage and develop a team to deliver on key objectives.

• Action-oriented, focused on execution, improving our employees’ experience through continuous improvement, and operational excellence.

• Proficiency in Microsoft Office tools including Excel, PowerPoint, and Word; Experience with SAP, Oracle, and/or Tableau will be an asset.

• Experience with working at a Financial Institution especially in the Asset Management space will be a valuable asset.

• Knowledge of IFRS 2 (Share-based Payment) and IAS 19 (Employee Benefits) is a strong asset.

Why SLC Management?

• Opportunity to work for a growing global institutional asset manager
• Excellent benefits and wellness programs to support the three pillars of your well-being - mental, physical and financial - including generous vacation and sick time, market-leading maternity, parental and adoption leave top up program, a partially-paid sabbatical program and much more
• Pension, stock and savings programs with an employer-paid match to help build and enhance your future financial security
• A flexible work environment with a friendly, caring, collaborative and inclusive culture focused on career growth development #WeWinAsATeam
• The opportunity to move along a variety of career paths with amazing networking potential
• Award winning workplace culture - Great Place to Work® Certified in Canada and the U.S., “Best Places to Work” by Glassdoor, Award for Excellence for Mental Health at Work, “Best Places to Work in Money Management” by Pension & Investments

SLC Management is a regulated business, and this means that there are certain financial reporting and trading preclearance requirements for all employees. Successful candidates will be required to declare personal investment accounts and securities investments as well as seek preclearance on future transactions including those of household members.

Salary Range

The Base Pay range is for the primary location of the job. It may vary depending on the work location of the successful candidate or other factors. In addition to Base Pay, eligible employees participate in various incentive plans, payment under which is discretionary and subject to individual and company performance. Certain sales focused roles have sales incentive plans based on individual or group sales results.

We are committed to fostering a diverse, equitable and inclusive environment, where all employees feel valued, respected, and supported. We are dedicated to building a diverse workforce offering wide perspectives and creative ideas that benefit our clients, teams and the communities where we operate. Research shows that women and underrepresented groups tend to apply only if they meet 100% of the criteria. We encourage applications from qualified individuals from all backgrounds even if they don’t meet every criteria in the job description.

We will make reasonable accommodations to known physical or mental limitations. Persons with disabilities who need accommodation in the application process or those needing job postings in an alternative format may e-mail a request to thebrightside@sunlife.com.

We thank all applicants for showing an interest in this position. Only those selected for an interview will be contacted.