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Compensation and Benefits Managers

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

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    Work Activities

    Work Activities

    • 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.
    • Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.
    • 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).
    • Negotiate bargaining agreements.
    • 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.
    • Investigate and report on industrial accidents for insurance carriers.
    • Prepare personnel forecasts to project employment needs.
    • Conduct exit interviews to identify reasons for employee termination.
    • 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.
    • Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.
    • 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.
    • Represent organization at personnel-related hearings and investigations.
    • Contract with vendors to provide employee services, such as food services, transportation, or relocation service.

    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.

    WorkKeys®

    Applied Math
    5
    Workplace Documents
    5
    Graphic Literacy
    6

    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.

    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.

    Career Video

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    Pay

    • Ohio Annual Salary 120760/yr
    • Typical Salary
    • Ohio Hourly Wage 58.06/hr
    • Typical Hourly Wage

    Ohio Employment Trends

    • Currently Employed 540
    • Yearly Projected Openings 50

    Typical Education

    Personality

    Enterprising: People interested in this work like activities that include leading, making decisions, and business. They do well at jobs that need:
    • Integrity
    • Attention to Detail
    • Analytical Thinking
    • Dependability
    • Initiative
    • Self Control

    Tools

    • Notebook computers
    • Liquid crystal display projector
    • High capacity removable media drives
    • Desktop computers
    • Desktop calculator

    Technology

    • Project management software
    • Human resources software
    • Graphics or photo imaging software
    • Enterprise resource planning ERP software
    • Data base user interface and query software

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    Workforce Supply Tool

    Workforce Supply Tool

    The Workforce Supply Tool provides statistics for the occupations in highest demand throughout Ohio.

    You can view statewide statistics as well as more region specific information.

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