Director, Total Rewards

Job Level: HR E
Date Posted: February 23rd, 2026
Closing Date: March 8th, 2026
Job Type: Full-time Permanent
Category: Internal/External Opportunities

Powering a bright future starts with you!

At AltaLink, people are at the heart of our success. We are a team committed to doing the right thing for each other and our customers. We foster an environment that is inclusive, collaborative and high performing and we value personal accountability. Our people are empowered to continuously improve, deliver outstanding customer service and make a meaningful impact every day. We embrace the unique identities, experiences and perspectives of our workforce, reflecting the communities where we operate. Everyone at AltaLink can expect to work in a safe, respectful environment where trust and commitment are at the core of how we operate.

Oh, and, what do we do?

We power Alberta! Our transmission lines deliver electricity to millions of Albertans 24 hours a day, seven days a week. When you’re on our team, you’re supporting Alberta’s homes, farms, businesses and industries by providing the safe, reliable and affordable electricity they rely on. Whether working in the field or in the office, every AltaLinker contributes to keeping the lights on. Want to join our team? We’re excited to share that we are hiring a Director, Total Rewards located in our Calgary office.

Summary:

This posting will remain open until the vacancy is filled.

Reporting to the Senior Vice President (SVP), Human Resources (HR), the Director, Total Rewards is responsible for providing leadership to the total rewards strategy, including analysis, modeling, implementation and administration of compensation, pension and benefit programs and processes that align with the organization’s compensation philosophy and business requirements. In addition, this position will be the business lead for all HR total rewards related to regulatory and governance filings. As a hands-on leader, the Director, Total Rewards will be dedicated to engaging and communicating with multiple stakeholders, ensuring collaboration with HR leadership, BHE HR and direct reports, and for delivering on specific total rewards and regulatory requests, processes and documentation as required.

Responsibilities:

Total Rewards Responsibilities:

• Oversee and provide people leadership to a team of compensation, benefits, and HRIS HR professionals;
• Lead work on the organization strategy, development, and execution of all aspects of non-union compensation;
• Ensure forward-thinking total rewards programs which align with employee attraction and retention, reinforce cultural principles, and operate within budgetary constraints;
• Lead planning and administration of incentive programs that drive sustainable company performance;
• Direct, design and plan compensation and benefit policies, objectives, initiatives, and administration of new and/or revised programs;
• Provide total rewards support to the SVP in preparation and attendance at Human Resources Governance (HRG) committee Board meetings as required;
• Provide ad hoc compensation advice and recommendations to internal business partners and members of the Human Resources team for broad based compensation programs;
• Lead design and execution of Executive Compensation practices and processes;
• Oversee the collection, analysis, and documentation of market data to ensure the organization’s compensation and benefit programs/objectives are competitive;
• Regularly monitor external regulatory, competitive practices and benchmarks, and networks with industry peers;
• Oversee the preparation of compensation, pension and benefit survey submissions, analysis of results, formulates preliminary recommendations regarding market and structure movement;
• Lead and support annual and ad hoc total rewards projects as required;
• Proactively identify and implement process improvements and enhancements;
• Collaborate and share best practices, participate in relevant total rewards initiatives with Berkshire Hathaway Energy to ensure ongoing communication and transparency;
• Liaison with IT on behalf of the HR team, including leading HRIS and business transformation related matters;
• HR lead and Chair for the Pension Committee; and,
• Collaborate with other members of the AltaLink and BHE HR leadership team to regularly assess progress, identify opportunities for improvement, and align people strategy with business requirements;
• Demonstrate key behaviors and meet identified expectations outlined in our four cultural pillars – one team, continuous improvement, customer focus and personal accountability.

General Tariff Application Responsibilities:

• In partnership with the Law and Regulatory Team, act as the HR subject matter expert and business lead in all regulatory matters including developing, drafting, and defending evidence on the HR section of the General Tariff Application (GTA) including staffing levels, base pay, salary escalation, incentive pay, pension and benefits. This includes creating the application, responding to intervenor information requests, acting as the HR witness in oral hearings, and creating the HR section of argument and reply;

• Initiate and execute ongoing planning and analysis during off cycle time periods, including process enhancements, data collection, analysis, and strategic planning.

• Post-secondary bachelor’s degree in business, HR, Finance, or a related field;
• A minimum of 15 years of progressively responsible experience in Business or Human Resources, including a minimum of 7 years of experience directly related to compensation and benefits;
• Proven ability/experience in the above noted responsibilities;
• Ability to manage multiple priorities in a fast-paced, complex, and dynamic environment;
• Advanced proficiency with a variety of software packages including Outlook, Word, Excel, PowerPoint, and ERP software (e.g., SAP);
• Strong experience and demonstrated abilities in business financial acumen;
• Strong leadership skills with proven ability to lead people, design strategy, and partner effectively with executive and other members of senior leadership;
• Previous regulatory application experience in developing the HR strategy and requirements and the ability to provide direction to the HR team to ensure a robust application for the regulator is an asset;
• Experience coaching, mentoring, and developing effective teams;
• Proven experience in the analysis of large amounts of data and implementing appropriate checks and peer review;
• Prior experience with job evaluation and understanding of job architecture concepts;
• Specialized knowledge of, and experience in, compensation philosophies/principles, programs, processes, and best practices;
• Proven track record of excellent performance and attendance;
• Excellent communication (oral, written and presentation) and interpersonal skills to interface effectively with team members and varied stakeholders;
• CPHR, CCP, CEBS or CBP designation(s) are an asset;
• Previous experience as a hearing witness or with similar regulatory proceedings and/or experience in the regulated utility industry will be considered an asset;
• Experience in a unionized environment will be considered an asset.

Notes:

AltaLink employees should be aware that we may contact your manager during the selection process. Some positions may require job specific assessments, regular criminal record checks, additional AltaLink training, medical assessments, annual drivers abstract, and drug tests. Please contact the Hiring Manager or Recruiter for further clarification if required.

We thank all candidates for their interest in a career with AltaLink. Due to the high volume of applications, we will only be contacting candidates being considered for an interview. We sincerely appreciate all interest and invite all candidates to follow us on LinkedIn, Facebook and/or X.

In proceeding with your application, you will be required to submit personal information to AltaLink through our applicant tracking service provider and this information will be accessible to AltaLink personnel involved in AltaLink’s hiring processes. AltaLink also relies on third parties to assist in the hiring process and your information may be provided to them for this purpose. In the application process, AltaLink will require you to provide consent to the collection, use, and storage of your personal information for these purposes.

At AltaLink, we celebrate diversity and inclusion. We are committed to fair employment practices, and all qualified applicants will receive consideration for employment regardless of race, religious beliefs, colour, gender, gender identity, gender expression, physical disability, mental disability, age, ancestry, place of origin, marital status, family status, source of income, sexual orientation or any other category protected by applicable provincial or federal law.

• Extended Healthcare Plan (Medical, Disability, Dental & Vision)
• Spending Accounts
• Competitive Compensation and Bonus Plan
• Defined Contribution Pension Plan and Group RRSP
• Group Life Insurance
• Employee Assistance Program
• Vacation, Earned Time off, Birthdays Off Work and 13 Recognized Holidays
• Tuition Reimbursement
• Social Club
• Onsite Parking and Onsite Gym
• Wellness Programs