Occupation: Compensation, Benefits, and Job Analysis Specialists

• Benefits Analyst
• Benefits Consultant
• Benefits Specialist
• Compensation Analyst
• Compensation and Benefits Analyst
• Compensation and Benefits Specialist
• Compensation Consultant
• Compensation Specialist
• Employee Benefits Specialist
• Position Classification Specialist

Relationships Support Achievement

• 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.
• Advise staff of individuals' qualifications.
• Prepare research results for publication in form of journals, books, manuals, and film.