Vice President, Total Rewards and HR Shared Services, OMERS
Why is Rahim speaking at WorkHuman?
Rahim Bhayani is a total rewards and compensation expert. He heads OMERS’ social recognition platform, and his goal is to build deeper connections between the organization and its employees.
As the global head of total rewards and HR shared services for OMERS, Rahim is accountable for leading a team that designs and delivers total rewards solutions in support of the business and people strategy. Rahim’s mandate includes building and implementing a digital people platform strategy that leverages HR technology to enable OMERS to meet its business objectives.
Rahim joined OMERS in 2013 and has held progressively senior roles since then, establishing and leading the compensation, global mobility, and Recognition Centre of Excellence teams. Prior to joining OMERS, Rahim served as senior director of compensation, global mobility, and HR operations at Domtar, a Fortune 500 company; led the global compensation design and advisory teams for the wealth management, wholesale banking, and insurance business units at TD Bank Group; and spent several years as a compensation consultant in the U.S. with Deloitte and EY.
Over the course of a 17-year career in total rewards, Rahim has worked with public and private companies in North America, Europe, and Latin America on a variety of related projects in compensation design, executive compensation, merger and acquisition due diligence, post-transaction integration, and others.
Rahim is a graduate of The College of Wooster in the U.S., where he graduated magna cum laude with a bachelor of arts degree in business economics. Rahim is a Certified Compensation Professional (CCP) and has served as a compensation expert on various roundtable panels. He is an active member of the Canadian Pension Plan Total Rewards leaders roundtables and frequently serves as a client-side thought leader for compensation consultants such as McLagan Partners in the U.S.
Forward-thinking organizations are re-architecting total rewards. The practice of awarding an annual bonus or base salary increase is no longer enough to keep employees inspired and engaged throughout the year. Organizations that truly want to develop a high-performance culture need to devise a deeper long-term emotional connection with their talent. As a new paradigm of […]