Compensation and Benefits Managers

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.

Prepare personnel forecasts to project employment needs.

Investigate and report on industrial accidents for insurance carriers.

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.

Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.

Prepare budgets for personnel operations.

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.