Compensation, Benefits & Job Analysis Specialists

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Compensation, Benefits & Job Analysis Specialists

Careers / Compensation, Benefits & Job Analysis Specialists

Summary Description


	Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs.

Sample Job Titles

1.	Benefit Specialist

2.	Benefits Administrator

3.	Benefits Analyst

4.	Benefits Consultant

5.	Benefits Coordinator

6.	Benefits Manager

7.	Benefits Representative

8.	Benefits Specialist

9.	Compensation / Benefits Specialist

10.	Compensation Analyst

11.	Compensation Coordinator

12.	Compensation Expert

13.	Compensation Specialist

14.	Contracts Specialist

15.	Employee Benefits Specialist

16.	Employment Advisor

17.	Human Resource Specialist

18.	Human Resources Analyst

19.	Human Resources Generalist

20.	Human Resources Manager

21.	Human Resources Officer

22.	Human Resources Representative

23.	Human Resources Specialist (HR Specialist)

24.	Job Analyst

25.	Job Specification Writer

26.	Occupational Analyst

27.	Pension Administrator

28.	Personnel Specialist

29.	Personnel Staffing Specialist

30.	Position Classification Specialist

31.	Position Classifier

32.	Rating Officer

33.	Relocation Director

34.	Retirement Plan Specialist, Employment Benefits or Pensions

35.	Salary and Wage Administrator

36.	Staff Analyst

37.	Supervisor, Employee Benefits

38.	Union Contract Representative

39.	Wage Adjuster

40.	Wage Analyst

41.	Wage and Salary Specialist

42.	Wage Conciliator

Job Tasks

	Administer employee insurance, pension and savings plans, working with insurance brokers and plan carriers.

	Evaluate job positions, determining classification, exempt or non-exempt status, and salary.

	Ensure company compliance with federal and state laws, including reporting requirements.

	Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures and classification programs.

	Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.

	Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances.

	Provide advice on the resolution of classification and salary complaints.

	Develop, implement, administer and evaluate personnel and labor relations programs, including performance appraisal, affirmative action and employment equity programs.

	Prepare occupational classifications, job descriptions and salary scales.

	Assist in preparing and maintaining personnel records and handbooks.

	Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.

	Research employee benefit and health and safety practices and recommend changes or modifications to existing policies.

	Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government.

	Advise staff of individuals' qualifications.

	Assess need for and develop job analysis instruments and materials.

	Prepare reports, such as organization and flow charts, and career path reports, to summarize job analysis and evaluation and compensation analysis information.

	Review occupational data on Alien Employment Certification Applications to determine the appropriate occupational title and code, and provide local offices with information about immigration and occupations.

	Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.

	Plan and develop curricula and materials for training programs and conduct training.

	Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information.

	Consult with or serve as a technical liaison between business, industry, government, and union officials.

	Prepare research results for publication in form of journals, books, manuals, and film.

	Work with the Department of Labor and promote its use with employers.

	Speak at conferences and events to promote apprenticeships and related training programs.

Work Activities

Importance	Work Activity

Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.


		obtain information from individuals

Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.

Interacting With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.

Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.

Processing Information — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.


		categorize occupational, educational, or employment information

Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.


		ensure correct grammar, punctuation, or spelling

		ensure compliance with government regulations

Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.


		understand government labor or employment regulations

Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job.


		use cost benefit analysis techniques

		use government regulations

		use interpersonal communication techniques

		use interviewing procedures

		use public speaking techniques

		use knowledge of employee classification system

Performing Administrative Activities — Performing day-to-day administrative tasks such as maintaining information files and processing paperwork.


		implement employee compensation plans

		prepare reports

		fill out business or government forms

		maintain administrative services procedures manual

		prepare or maintain employee records

		write administrative procedures services manual

		prepare technical reports identifying results of research

Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work.

Documenting/Recording Information — Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.

Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.

Interpreting the Meaning of Information for Others — Translating or explaining what information means and how it can be used.


		explain rules, policies or regulations

Analyzing Data or Information — Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.


		analyze scientific research data or investigative findings

		analyze data to identify personnel problems

		conduct research on work-related topics

Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.


		communicate technical information

		make presentations

Monitor Processes, Materials, or Surroundings — Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems.


		identify problems or improvements

Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.


		resolve worker or management conflicts

		negotiate labor agreements

		resolve personnel problems or grievances

		arbitrate personnel disputes

Provide Consultation and Advice to Others — Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.


		advise management or labor union officials on labor relation issues

		advise department managers in personnel matters

		prepare report of findings or recommendations

		prepare recommendations based upon research

		advise governmental or industrial personnel

Scheduling Work and Activities — Scheduling events, programs, and activities, as well as the work of others.

Training and Teaching Others — Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others.


		write employee orientation or training materials

		conduct training for personnel

		develop course or training objectives

Assisting and Caring for Others — Providing personal assistance, medical attention, emotional support, or other personal care to others such as coworkers, customers, or patients.

Thinking Creatively — Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.

Developing Objectives and Strategies — Establishing long-range objectives and specifying the strategies and actions to achieve them.

Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people.


		evaluate personnel benefits policies

Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members.

Coordinating the Work and Activities of Others — Getting members of a group to work together to accomplish tasks.

Coaching and Developing Others — Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.

Estimating the Quantifiable Characteristics of Products, Events, or Information — Estimating sizes, distances, and quantities; or determining time, costs, resources, or materials needed to perform a work activity.

Selling or Influencing Others — Convincing others to buy merchandise/goods or to otherwise change their minds or actions.

Guiding, Directing, and Motivating Subordinates — Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.


		develop job evaluation programs

Staffing Organizational Units — Recruiting, interviewing, selecting, hiring, and promoting employees in an organization.


		maintain job descriptions

		evaluate qualifications or eligibility of applicant for employment

		improve methods for worker selection or promotion

Monitoring and Controlling Resources — Monitoring and controlling resources and overseeing the spending of money.

Performing for or Working Directly with the Public — Performing for people or dealing directly with the public. This includes serving customers in restaurants and stores, and receiving clients or guests.

Nature of the Work


	(Abstract from Career Articles)

	Human Resources, Training, and Labor Relations Managers and Specialists
	Attracting the most qualified employees and matching them to the jobs for which they are best suited is significant for the success of any organization. However, many enterprises are too large to permit close contact between top management and employees. Human resources, training, and labor relations managers and specialists provide this connection. In the past, these workers have been associated with performing the administrative function of an organization, such as handling employee benefits questions or recruiting, interviewing, and hiring new staff in accordance with policies and requirements that have been established in conjunction with top management.

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Working Conditions


	(Abstract from Career Articles)

	Human Resources, Training, and Labor Relations Managers and Specialists
	Human resources work usually takes place in clean, pleasant, and comfortable office settings. Arbitrators and mediators may work out of their homes. Many human resources, training, and labor relations managers and specialists work a standard 35- to 40-hour week. However, longer hours might be necessary for some workers—for example, labor relations managers and specialists, arbitrators, and mediators—when contract agreements are being prepared and negotiated.

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Interesting Fact

The U.S. industry whose workers have the lowest unemployment rate is Government (2.8%).

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