Compensation and Benefits Managers: 
Plan, direct, or coordinate compensation and benefits activities of an organization.
Also includes
About the Job
| Primary Industry | Business Management and Administration |
| Indiana Average Salary | $93,330.00 |
| Average Time to Fill | 41 days |
| Typical Education | Bachelor's degree |
| Typical Experience | Over 4 years, up to and including 6 years |
| Current Openings | |
| 2 Year Projected Openings (2016-2018) | 19 |
| 2 Year Expected Percentage Change (2016-2018) | 2.85 % |
| 10 Year Projected Openings (2016-2026) | 80 |
| 10 Year Expected Percentage Change (2016-2026) | 0.95 % |
For more information on the new projection methodology, visit Hoosiers by the Numbers .
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Skills Profile
Essential (Soft) Skills
Essential Skills to Employers
Critical Thinking
Decision-making
Information Gathering
Attention to Detail
Integrity
Creativity
Written Communication
Leadership
Resource Allocation
Organization
Oral Communication
Professionalism
Conflict Management
Teamwork
Problem-solving
Decision-making
Information Gathering
Attention to Detail
Integrity
Creativity
Written Communication
Leadership
Resource Allocation
Organization
Oral Communication
Professionalism
Conflict Management
Teamwork
Problem-solving
Top Job Duties and Responsibilities
Making Decisions and Solving Problems
Conduct job analysis
Align employee career motives to job performance objectives
Design compensation models
Recommend personnel actions such as promotions, transfers, and dismissals
Implement supply chain management processes
Develop wage systems for workers
Develop personnel performance objectives
Implement employee compensation and benefit plans
Implement employee bargaining agreements
Administer compensation or benefits programs
Implement company or staff policies
Execute employee bargaining agreements
Terminate relationship with clients or vendors
Terminate employment of employees or contractors
Align employee career motives to job performance objectives
Design compensation models
Recommend personnel actions such as promotions, transfers, and dismissals
Implement supply chain management processes
Develop wage systems for workers
Develop personnel performance objectives
Implement employee compensation and benefit plans
Implement employee bargaining agreements
Administer compensation or benefits programs
Implement company or staff policies
Execute employee bargaining agreements
Terminate relationship with clients or vendors
Terminate employment of employees or contractors
Thinking Creatively
Develop compensation plan
Design talent readiness or succession plans
Integrate job classification structure into human resource management systems
Develop operational policies, procedures, or standards
Develop business, financial, or operational policies, procedures, or standards
Develop employee handbook
Develop evaluation instrument or objectives
Develop business or organizational policies, programs, or standards
Develop records management systems
Establish employee performance standards
Design human resource management performance metrics
Design talent readiness or succession plans
Integrate job classification structure into human resource management systems
Develop operational policies, procedures, or standards
Develop business, financial, or operational policies, procedures, or standards
Develop employee handbook
Develop evaluation instrument or objectives
Develop business or organizational policies, programs, or standards
Develop records management systems
Establish employee performance standards
Design human resource management performance metrics
Training and Teaching Others
Identify individual or group learning strategies
Maintain knowledge of formal and informal learning activities
Develop integrated learning environments
Coordinate employee continuing education programs
Prepare human resources related reports or presentations
Develop training materials
Develop employee orientation materials
Monitor employee learning or development progress
Orient new employees
Train personnel on managerial topics
Train others in the use of human resources related equipment or tools
Maintain knowledge of formal and informal learning activities
Develop integrated learning environments
Coordinate employee continuing education programs
Prepare human resources related reports or presentations
Develop training materials
Develop employee orientation materials
Monitor employee learning or development progress
Orient new employees
Train personnel on managerial topics
Train others in the use of human resources related equipment or tools
Judging the Qualities of Things, Services, or People
Evaluate company recruiting needs
Identify employee learning needs
Evaluate contract personnel performance
Evaluate employee performance
Evaluate technology and communication infrastructure
Forecast consumer behavior
Evaluate equity and debt financing options
Evaluate capital projects
Evaluate personnel policies, practices, or benefits
Evaluate program effectiveness
Identify employee learning needs
Evaluate contract personnel performance
Evaluate employee performance
Evaluate technology and communication infrastructure
Forecast consumer behavior
Evaluate equity and debt financing options
Evaluate capital projects
Evaluate personnel policies, practices, or benefits
Evaluate program effectiveness
Provide Consultation and Advice to Others
Advise others on human resources topics
Provide labor relations advice to management or labor unions
Recommend measures to ensure maximum employee protection
Consult stakeholders about innovation and market opportunities
Recommend organizational process or policy changes
Recommend improvements to work methods, procedures, or products
Develop employee dismissal guidelines
Recommend action to ensure legal or regulatory compliance
Collaborate with corporate counsel on legal human resources issues
Prepare financing options and recommendations
Provide labor relations advice to management or labor unions
Recommend measures to ensure maximum employee protection
Consult stakeholders about innovation and market opportunities
Recommend organizational process or policy changes
Recommend improvements to work methods, procedures, or products
Develop employee dismissal guidelines
Recommend action to ensure legal or regulatory compliance
Collaborate with corporate counsel on legal human resources issues
Prepare financing options and recommendations
Analyzing Data or Information
Analyze business or organizational operating practices or procedures
Perform SWOT analysis
Analyze data to inform personnel decisions
Analyze employment and personnel data
Employ basic business mathematical formulas
Perform market segmentation analysis
Conduct industry or market analysis
Conduct financial or regulatory audits
Analyze administrative, financial, and operational budgets
Perform cost benefit analysis
Perform SWOT analysis
Analyze data to inform personnel decisions
Analyze employment and personnel data
Employ basic business mathematical formulas
Perform market segmentation analysis
Conduct industry or market analysis
Conduct financial or regulatory audits
Analyze administrative, financial, and operational budgets
Perform cost benefit analysis
Documenting/Recording Information
Draft employment agreements
Prepare data rights policy
Draft legally binding agreements
Prepare reports related to compliance matters
Maintain job descriptions
Maintain personnel records
Document organizational or operational procedures
Maintain regulatory or compliance documentation
Maintain accounting journals
Prepare financial reports
Prepare data rights policy
Draft legally binding agreements
Prepare reports related to compliance matters
Maintain job descriptions
Maintain personnel records
Document organizational or operational procedures
Maintain regulatory or compliance documentation
Maintain accounting journals
Prepare financial reports
Guiding, Directing, and Motivating Subordinates
Direct implementation of new procedures, policies, or programs
Manage individual and organizational contracts
Manage broad organizational programs or initiatives
Oversee execution of organizational or program policies
Implement human resource programs
Supervise human resources personnel
Assign work to staff or employees
Manage individual and organizational contracts
Manage broad organizational programs or initiatives
Oversee execution of organizational or program policies
Implement human resource programs
Supervise human resources personnel
Assign work to staff or employees
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Booster Skills & Certifications
Job Seekers possessing booster skills & certifications, such as those listed below, added to core skills are more marketable, harder to find and expensive to hire.
Hard to Fill: Employers find positions requiring these skills to be hard to fill. These skills and certifications make a job seeker more in demand because the skills are not widely available.
Expensive to Fill: Employers find positions requiring these skills to be expensive to fill. Job seekers with these skills and certifications are likely to earn more money.
| Skill or Certification | Certi - fication | Certification | Hard to Fill | Expensive to Fill |
|---|---|---|---|---|
| ERISA | ||||
| Staff Management | ||||
| Accounting | ||||
| Total Rewards Strategy | ||||
| Benchmarking | ||||
| Legal Compliance | ||||
| Sales |
