Compensation, Benefits, and Job Analysis Specialists

Compensation, Benefits, and Job Analysis Specialists typically perform the following tasks: • Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers. • Ensure company compliance with federal and state laws, including reporting requirements. • Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies. • Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs. • Plan and develop curricula and materials for training programs and conduct training. • Assist in preparing and maintaining personnel records and handbooks. • Develop and administer compensation programs, such as merit or incentive pay. • Evaluate job positions, determining classification, exempt or non-exempt status, and salary. • Prepare occupational classifications, job descriptions, and salary scales. • Consult with, or serve as, technical liaison between business, industry, government, and union officials. • Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements. • Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs. • Provide advice on the resolution of classification and salary complaints. • Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances. • Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government. • Assess need for and develop job analysis instruments and materials. • Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information. • Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers. • Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends. • Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information.