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Compensation and Benefits Managers
SOC Code: 11-3111.00

Plan, direct, or coordinate compensation and benefits activities of an organization.

Sample of reported job titles: Benefits Coordinator, Benefits Manager, Compensation and Benefits Manager, Compensation Director, Compensation Manager, Compensation Vice President, Employee Benefits Coordinator, Employee Benefits Director, Employee Benefits Manager, Payroll Manager

Tasks

  • 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.
  • Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
  • Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
  • Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.
  • Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
  • Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
  • Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.
  • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
  • 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.
  • Prepare budgets for personnel operations.
  • Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
  • Develop methods to improve employment policies, processes, and practices, and recommend changes to management.
  • Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.
  • Negotiate bargaining agreements.
  • Conduct exit interviews to identify reasons for employee termination.
  • Investigate and report on industrial accidents for insurance carriers.
  • Prepare personnel forecasts to project employment needs.
  • 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.
  • Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.
  • Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.
  • Represent organization at personnel-related hearings and investigations.

Technology Skills

  • Accounting software - Deltek Costpoint; Intuit QuickBooks
  • Analytical or scientific software - Business analysis software; Relex Weibull
  • Data base reporting software - AdRelevance
  • Data base user interface and query software - Microsoft Access ; Microsoft Dynamics Marketing; PaloAlto Advertising Plan Pro; Structured query language SQL
  • Desktop publishing software - Adobe Systems Adobe PageMaker; Quark
  • Document management software - Atlas Business Solutions Staff Files; Document management system software
  • Electronic mail software - IBM Notes ; Microsoft Outlook
  • Enterprise resource planning ERP software - Brainworks; Microsoft Dynamics GP ; Oracle Hyperion ; SAP (see all 7 examples)
  • Graphics or photo imaging software - Adobe Systems Adobe Illustrator ; Adobe Systems Adobe Photoshop ; Microsoft Visio
  • Human resources software - ADP Workforce Now ; Human resource management software HRMS ; Ultimate Software UltiPro; Vantage Point Software HRA (see all 44 examples)
  • Internet browser software - Web browser software
  • Medical software - e-MDs Bill
  • Office suite software - Microsoft Office
  • Presentation software - Microsoft PowerPoint
  • Project management software - Experience in Software Webplanner; Microsoft Project ; Microsoft SharePoint
  • Spreadsheet software - Microsoft Excel
  • Video creation and editing software - Apple iMovie
  • Web page creation and editing software - Adobe Systems Adobe Dreamweaver ; Adobe Systems Adobe Flash Player
  • Word processing software - Microsoft Word

Tools Used

  • Desktop calculator - 10-key calculators
  • Desktop computers
  • High capacity removable media drives - Universal serial bus USB flash drives
  • Liquid crystal display projector - Liquid crystal display LCD video projectors
  • Notebook computers - Laptop computers
  • Personal computers
  • Personal digital assistant PDAs or organizers - Personal digital assistants PDA
  • Photocopiers - Photocopying equipment
  • Read write digital versatile disc DVD - Optical disk drives
  • Scanners
  • Tablet computers

Knowledge

  • Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
  • Administration and Management - Knowledge 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 Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
  • Customer and Personal Service - Knowledge 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.
  • Mathematics - Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
  • Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
  • Economics and Accounting - Knowledge of economic and accounting principles and practices, the financial markets, banking and the analysis and reporting of financial data.

Skills

  • Active Listening - Giving 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 Comprehension - Understanding written sentences and paragraphs in work related documents.
  • Speaking - Talking to others to convey information effectively.
  • Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
  • Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
  • Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
  • Writing - Communicating effectively in writing as appropriate for the needs of the audience.
  • Management of Personnel Resources - Motivating, developing, and directing people as they work, identifying the best people for the job.
  • Time Management - Managing one's own time and the time of others.
  • Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
  • Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
  • Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
  • Coordination - Adjusting actions in relation to others' actions.
  • Persuasion - Persuading others to change their minds or behavior.
  • Service Orientation - Actively looking for ways to help people.
  • Systems Analysis - Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
  • Systems Evaluation - Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
  • Instructing - Teaching others how to do something.
  • Management of Financial Resources - Determining how money will be spent to get the work done, and accounting for these expenditures.
  • Negotiation - Bringing others together and trying to reconcile differences.
  • Learning Strategies - Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
  • Operations Analysis - Analyzing needs and product requirements to create a design.

Abilities

  • Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
  • Oral Expression - The ability to communicate information and ideas in speaking so others will understand.
  • Written Comprehension - The ability to read and understand information and ideas presented in writing.
  • Written Expression - The ability to communicate information and ideas in writing so others will understand.
  • Speech Clarity - The ability to speak clearly so others can understand you.
  • Speech Recognition - The ability to identify and understand the speech of another person.
  • Problem Sensitivity - The 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 Reasoning - The ability to apply general rules to specific problems to produce answers that make sense.
  • Inductive Reasoning - The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
  • Near Vision - The ability to see details at close range (within a few feet of the observer).
  • Originality - The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.
  • Category Flexibility - The ability to generate or use different sets of rules for combining or grouping things in different ways.
  • Fluency of Ideas - The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).
  • Information Ordering - The 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).
  • Mathematical Reasoning - The ability to choose the right mathematical methods or formulas to solve a problem.
  • Number Facility - The ability to add, subtract, multiply, or divide quickly and correctly.

Interests

  • Interest code: ECS
    • Enterprising - Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
    • Conventional - Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
    • Social - Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.

Work Context

  • Electronic Mail - 100% responded “Every day.”
  • Telephone - 100% responded “Every day.”
  • Face-to-Face Discussions - 90% responded “Every day.”
  • Indoors, Environmentally Controlled - 95% responded “Every day.”
  • Spend Time Sitting - 67% responded “Continually or almost continually.”
  • Contact With Others - 62% responded “Constant contact with others.”
  • Structured versus Unstructured Work - 52% responded “A lot of freedom.”
  • Importance of Being Exact or Accurate - 57% responded “Extremely important.”
  • Duration of Typical Work Week - 67% responded “More than 40 hours.”
  • Work With Work Group or Team - 43% responded “Extremely important.”
  • Freedom to Make Decisions - 62% responded “Some freedom.”
  • Impact of Decisions on Co-workers or Company Results - 48% responded “Important results.”
  • Frequency of Decision Making - 33% responded “Every day.”
  • Letters and Memos - 38% responded “Once a month or more but not every week.”
  • Coordinate or Lead Others - 43% responded “Very important.”
  • Responsibility for Outcomes and Results - 38% responded “High responsibility.”
  • Time Pressure - 57% responded “Once a week or more but not every day.”
  • Frequency of Conflict Situations - 43% responded “Once a week or more but not every day.”
  • Level of Competition - 48% responded “Moderately competitive.”
  • Deal With Unpleasant or Angry People - 52% responded “Once a month or more but not every week.”

Education

Percentage of RespondentsEducation Level Required
81%Bachelor's degree
14%Master's degree
5%Post-baccalaureate certificate

Work Styles

  • Integrity - Job requires being honest and ethical.
  • Attention to Detail - Job requires being careful about detail and thorough in completing work tasks.
  • Analytical Thinking - Job requires analyzing information and using logic to address work-related issues and problems.
  • Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations.
  • Initiative - Job requires a willingness to take on responsibilities and challenges.
  • Self Control - Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
  • Stress Tolerance - Job requires accepting criticism and dealing calmly and effectively with high stress situations.
  • Cooperation - Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
  • Leadership - Job requires a willingness to lead, take charge, and offer opinions and direction.
  • Concern for Others - Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
  • Achievement/Effort - Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
  • Adaptability/Flexibility - Job requires being open to change (positive or negative) and to considerable variety in the workplace.
  • Persistence - Job requires persistence in the face of obstacles.
  • Innovation - Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
  • Social Orientation - Job requires preferring to work with others rather than alone, and being personally connected with others on the job.
  • Independence - Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.

Work Values

  • Relationships - Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
  • Support - Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.
  • Independence - Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.

Wages & Trends

  • Median wages (2017)
    • $57.27 hourly, $119,120 annual
  • Employment (2016)
    • 16,000 employees
  • Projected growth (2016-2026)
    • Average (5% to 9%)
  • Projected job openings (2016-2026)
    • 1,200

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