Compensation and Benefits Managers

Compensation and Benefits Managers typically perform the following tasks: • Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies. • Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements. • Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA). • Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan. • Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues. • Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions. • Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions. • Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions. • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. • Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers. • Develop methods to improve employment policies, processes, and practices, and recommend changes to management. • Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations. • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. • Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives. • Prepare budgets for personnel operations. • Negotiate bargaining agreements. • Prepare personnel forecasts to project employment needs. • 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. • Contract with vendors to provide employee services, such as food services, transportation, or relocation service.