On January 1, 2026, Ontario enacted pay transparency requirements requiring job postings to include salary ranges.
The requirements are a challenge especially for organizations without salary structures, or for those who have never shared their pay ranges with employees.
The new rules may raise questions about internal equity (inside the organization), external equity (outside the organization), and individual equity (employees feeling they are being paid fairly).
Learning Objectives:
- An overview of Ontario’s pay transparency requirements
- A summary of Normandin Beaudry’s observations, learnings, facts, experiences, including:
- Job posting language
- Job posting ranges
- Employee communication and people leader training
- Managing perception and reality
- Reactions from…
- Recruiters and candidates
- People leaders and employees
- Competitors
- Salary budgets to address market adjustments
- Changes on company career pages
Who should attend this program?
- Total rewards professionals, namely senior leaders and managers
- HR senior leaders and managers
- Communication practitioners
Registration Difficulties/Questions: Please reach out to the Professional Development team at PDwebinars@hrpa.ca
Speaker(s)
Tri Ngo, Principal, Compensation
Before joining NB, Tri has had almost 15 years of HR experience in both corporate and consulting environments. Tri has led total reward teams and worked closely with companies of varied sizes to develop customized HR solutions, with specialization in Ontario pay equity, salary structure development, executive and broad-based market benchmarking, job evaluation, workforce planning & analytics.
Tri’s client portfolio spans multiple industries and sectors from real estate, financial services to municipalities and not-for-profit organizations. His most recent experience was managing Total Rewards programs for a real estate management and development company. Earlier in his career, he worked as a compensation consultant at McDowall Associates, Gallagher and PwC. His expertise also includes year-end compensation project management, HRIS optimization (UKG Pro, Workday) and customized people analytics solutions.
Matthew D. Pavelich Partner, Communication
With more than 25 years’ experience, Matthew specializes in change management, employee communication, and total rewards. He helps organizations translate complex HR programs—such as compensation, benefits, pensions, and performance management—into clear, engaging, and culturally relevant content for employees.
Matthew is recognized for his strategic approach to employee research, using focus groups, interviews, and surveys to inform tailored communication strategies that support organizational goals. He is a certified Prosci Change Management Practitioner with a background in journalism and communication, holding a B.A. from the University of Ottawa and a graduate diploma in journalism from Concordia University.
His expertise supports clients across sectors in Canada and abroad, making him a trusted advisor on the human side of HR program and organizational change.