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Compensation and Benefits Managers Occupation Detailed Description

Compensation and Benefits Managers career

General Job Description and Education/Training Levels for Compensation and Benefits Managers

The main tasks and work activities of Compensation and Benefits Managers are to advise others on legal or regulatory compliance matters, manage human resources activities, evaluate program effectiveness, administer compensation or benefits programs. In general, for the Compensation and Benefits Managers, speaking, active Listening, reading Comprehension, judgment and Decision Making and other 17 skills are required.
Compensation and Benefits Managers Job Description
EducationMost of these occupations require a four-year bachelor's degree, but some do not.
Related ExperienceA considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
Job TrainingEmployees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
ExampleMany of these occupations involve coordinating, supervising, managing, or training others. Examples include real estate brokers, sales managers, database administrators, graphic designers, chemists, art directors, and cost estimators.
The following chart shows the education/training levels for Compensation and Benefits Managers jobs.
Less than a High School Diploma
0.00%
High School Diploma (or the equivalent)
0.00%
Post-Secondary Certificate
0.00%
Some College Courses
0.00%
Associate's Degree (or other 2-year degree)
0.00%
Bachelor's Degree and Above
100.00%

Tasks and Work Activities of Compensation and Benefits Managers

  • Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.
  • Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
  • Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
  • Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.
  • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
  • Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.
  • Design, evaluate and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.
  • Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
  • Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.
  • Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
  • Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
  • Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.
  • Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.
  • Develop methods to improve employment policies, processes, and practices, and recommend changes to management.
  • Negotiate bargaining agreements.
  • Investigate and report on industrial accidents for insurance carriers.
  • Represent organization at personnel-related hearings and investigations.
  • Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.
  • Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
  • Conduct exit interviews to identify reasons for employee termination.
  • Getting InformationObserving, receiving, and otherwise obtaining information from all relevant sources.
  • Communicating with Supervisors, Peers, or SubordinatesProviding information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
  • Making Decisions and Solving ProblemsAnalyzing information and evaluating results to choose the best solution and solve problems.
  • Evaluating Information to Determine Compliance with StandardsUsing relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
  • Establishing and Maintaining Interpersonal RelationshipsDeveloping constructive and cooperative working relationships with others, and maintaining them over time.
  • Analyzing Data or InformationIdentifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
  • Updating and Using Relevant KnowledgeKeeping up-to-date technically and applying new knowledge to your job.
  • Interacting With ComputersUsing computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
  • Processing InformationCompiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
  • Provide Consultation and Advice to OthersProviding guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
  • Advise others on legal or regulatory compliance matters.
  • Manage human resources activities.
  • Evaluate program effectiveness.
  • Administer compensation or benefits programs.
  • Conduct employee training programs.
  • Supervise employees.
  • Analyze data to inform personnel decisions.
  • Monitor external affairs or events affecting business operations.
  • Develop operating strategies, plans, or procedures.
  • Develop organizational policies or programs.
  • Liaise between departments or other groups to improve function or communication.
  • Maintain regulatory or compliance documentation.
  • Prepare reports related to compliance matters.
  • Prepare financial documents, reports, or budgets.
  • Maintain personnel records.
  • Compile operational data.
  • Recommend organizational process or policy changes.
  • Negotiate labor disputes.
  • Investigate industrial or transportation accidents.
  • Represent the organization in external relations.

Skills and Abilities for Compensation and Benefits Managers

  • SpeakingTalking to others to convey information effectively.
  • Active ListeningGiving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
  • Reading ComprehensionUnderstanding written sentences and paragraphs in work related documents.
  • Judgment and Decision MakingConsidering the relative costs and benefits of potential actions to choose the most appropriate one.
  • Critical ThinkingUsing logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
  • WritingCommunicating effectively in writing as appropriate for the needs of the audience.
  • Active LearningUnderstanding the implications of new information for both current and future problem-solving and decision-making.
  • Management of Personnel ResourcesMotivating, developing, and directing people as they work, identifying the best people for the job.
  • Time ManagementManaging one's own time and the time of others.
  • Social PerceptivenessBeing aware of others' reactions and understanding why they react as they do.
  • MonitoringMonitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
  • Complex Problem SolvingIdentifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
  • Service OrientationActively looking for ways to help people.
  • PersuasionPersuading others to change their minds or behavior.
  • CoordinationAdjusting actions in relation to others' actions.
  • Systems EvaluationIdentifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
  • Systems AnalysisDetermining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
  • InstructingTeaching others how to do something.
  • NegotiationBringing others together and trying to reconcile differences.
  • Management of Financial ResourcesDetermining how money will be spent to get the work done, and accounting for these expenditures.
  • Written ExpressionThe ability to communicate information and ideas in writing so others will understand.
  • Oral ExpressionThe ability to communicate information and ideas in speaking so others will understand.
  • Written ComprehensionThe ability to read and understand information and ideas presented in writing.
  • Oral ComprehensionThe ability to listen to and understand information and ideas presented through spoken words and sentences.
  • Speech RecognitionThe ability to identify and understand the speech of another person.
  • Speech ClarityThe ability to speak clearly so others can understand you.
  • Problem SensitivityThe ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
  • Deductive ReasoningThe ability to apply general rules to specific problems to produce answers that make sense.
  • Inductive ReasoningThe ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
  • Near VisionThe ability to see details at close range (within a few feet of the observer).
  • OriginalityThe ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.
  • Number FacilityThe ability to add, subtract, multiply, or divide quickly and correctly.
  • Mathematical ReasoningThe ability to choose the right mathematical methods or formulas to solve a problem.
  • Category FlexibilityThe ability to generate or use different sets of rules for combining or grouping things in different ways.
  • Information OrderingThe ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
  • Fluency of IdeasThe ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).
  • Desktop calculatore.g. 10-key calculators
  • Desktop computerse.g. Desktop computers
  • Notebook computerse.g. Laptop computers
  • Liquid crystal display projectore.g. Liquid crystal display LCD video projectors
  • Notebook computerse.g. Notebook computers
  • Read write digital versatile disc DVDe.g. Optical disk drives
  • Personal computerse.g. Personal computers
  • Personal digital assistant PDAs or organizerse.g. Personal digital assistants PDA
  • Photocopierse.g. Photocopying equipment
  • Scannerse.g. Scanners
  • Tablet computerse.g. Tablet computers
  • High capacity removable media drivese.g. Universal serial bus USB flash drives
  • Personnel and Human ResourcesKnowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
  • Administration and ManagementKnowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
  • English LanguageKnowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
  • Customer and Personal ServiceKnowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
  • MathematicsKnowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
  • Law and GovernmentKnowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
  • Economics and AccountingKnowledge of economic and accounting principles and practices, the financial markets, banking and the analysis and reporting of financial data.