JOB CODE: 6231-6235 FUNCTIONAL: Human Resources
JOB TITLE: Compensation/Benefits Analyst SUBFUNCTIONAL: Human Resources
PRIMARY RESPONSIBILITY:
Compensation/Benefits Analyst (Levels 1 through 5): Performs staff support activities to develop, implement, and administer compensation and benefits policies and programs. Audits jobs for content and prepares job descriptions reflecting job responsibilities, activities, duties and requirements. Develops and/or participates in compensation surveys to collect and analyze competitive total compensation information to determine company's competitive position. Reviews proposed salary adjustments for conformance to established guidelines, policies and practices. Recommends corrective or alternative actions to resolve compensation-related problems. Formulates recommendations regarding development of company salary structure, FLSA exemptions, job revisions, and organizational structures. May prepare special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation or stock options. Administers and communicates the company’s benefits program regarding plan options, policy features, enrollment, and other requirements; assists employees with benefit claim administration inquiries. Surveys market data to determine company’s competitive position in employee benefits. Assists in planning, developing, and redesigning company benefits programs and analyzing benefit costs. Reviews existing and proposed statutory requirements to ensure company compliance with federal and state laws governing both compensation and benefits practices; when necessary, recommends appropriate courses of action. May administer both domestic and international programs. Survey Tip: Employees whose primary function is in compensation or benefits only, match to Compensation Analyst (6241-6245) or Benefits Analyst (6251-6255).
NOTE: This job has been placed in a professional category for orientation purposes only. This placement should not be considered a recommendation from Radford Surveys concerning employee exemption status. Participants are reminded to apply appropriate FLSA salary and duties tests to determine overtime eligibility. Do not rely upon job title or reported market practices for guidance.
LEVELING REQUIREMENTS:
Level 1:
· KNOWLEDGE: Learns to use professional concepts. Applies company policies and procedures to resolve routine issues.
· JOB COMPLEXITY: Works on problems of limited scope. Follows standard practices and procedures in analyzing situations or data from which answers can be readily obtained. Contact with others is primarily internal.
· SUPERVISION: Normally receives detailed instructions on all work.
· EXPERIENCE: Typically requires no previous professional experience.
Level 2:
· KNOWLEDGE: Uses professional concepts; applies company policies and procedures to resolve a variety of issues.
· JOB COMPLEXITY: Works on problems of moderate scope where analysis of situations or data requires a review of a variety of factors. Exercises judgment within defined procedures and practices to determine appropriate action. Has internal and some external contacts.
· SUPERVISION: Normally receives general instructions on routine work, detailed instructions on new projects or assignments.
· EXPERIENCE: Typically requires a minimum of 2 years of related experience. In some companies, the requirement will be less.
Level 3:
· KNOWLEDGE: Uses skills as a seasoned, experienced professional with a full understanding of industry practices and company policies and procedures; resolves a wide range of issues in imaginative as well as practical ways. This job is the fully qualified, career-oriented, journey-level position.
· JOB COMPLEXITY: Works on problems of diverse scope where analysis of data requires evaluation of identifiable factors. Demonstrates good judgment in selecting methods and techniques for obtaining solutions. Interacts with senior internal and external personnel.
· SUPERVISION: Normally receives little instruction on day-to-day work, general instructions on new assignments.
·
EXPERIENCE: Typically
requires a minimum of 5 years of related experience. In some companies, the
requirement will be less.
Level 4:
· KNOWLEDGE: Having wide-ranging experience, uses professional concepts and company objectives to resolve complex issues in creative and effective ways. Some barriers to entry exist at this level (i.e., dept/peer review).
· JOB COMPLEXITY: Works on complex issues where analysis of situations or data requires an in-depth evaluation of variable factors. Exercises judgment in selecting methods, techniques and evaluation criteria for obtaining results. Internal and external contacts often pertain to company plans and objectives.
· SUPERVISION: Determines methods and procedures on new assignments, and may provide guidance to other personnel.
· EXPERIENCE: Typically requires a minimum of 8 years of related experience. In some companies, the requirement will be less. At this level, graduate coursework may be desirable.
Level 5:
· KNOWLEDGE: Having broad expertise or unique knowledge, uses skills to contribute to development of company objectives and principles and to achieve goals in creative and effective ways. Barriers to entry such as technical committee review exist at this level.
· JOB COMPLEXITY: Works on significant and unique issues where analysis of situations or data requires an evaluation of intangibles. Exercises independent judgment in methods, techniques and evaluation criteria for obtaining results. Contacts pertain to significant matters often involving coordination among groups.
· SUPERVISION: Acts independently to determine methods and procedures on new or special assignments. May supervise the activities of others.
· EXPERIENCE: Typically requires a minimum of 12+ years of related experience. In some companies, the requirement will be less. At this level, graduate coursework may be expected.