Summary Report for:
13-1141.00 - Compensation, Benefits, and Job Analysis Specialists
Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs.
Sample of reported job titles: Benefits Administrator, Benefits Analyst, Benefits Specialist, Compensation Analyst, Compensation Consultant, Compensation Coordinator, Compensation Specialist, Compensation/Benefits Specialist, Personnel Specialist, Position Classification Specialist
Tasks | Technology Skills | Tools Used | Knowledge | Skills | Abilities | Work Activities | Detailed Work Activities | Work Context | Job Zone | Education | Credentials | Interests | Work Styles | Work Values | Related Occupations | Wages & Employment | Job Openings | Additional Information
- Evaluate job positions, determining classification, exempt or non-exempt status, and salary.
- Ensure company compliance with federal and state laws, including reporting requirements.
- Prepare occupational classifications, job descriptions, and salary scales.
- Provide advice on the resolution of classification and salary complaints.
- Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.
- Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.
- Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.
- Prepare reports, such as organization and flow charts, and career path reports to summarize job analysis and evaluation and compensation analysis information.
- Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.
- Assess need for and develop job analysis instruments and materials.
- Consult with or serve as a technical liaison between business, industry, government, and union officials.
- Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information.
- Assist in preparing and maintaining personnel records and handbooks.
- Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government.
- Administer employee insurance, pension and savings plans, working with insurance brokers and plan carriers.
- Research employee benefit and health and safety practices and recommend changes or modifications to existing policies.
- Develop, implement, administer and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs.
- Advise staff of individuals' qualifications.
- Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances.
- Review occupational data on Alien Employment Certification Applications to determine the appropriate occupational title and code, and provide local offices with information about immigration and occupations.
- Plan and develop curricula and materials for training programs and conduct training.
- Analytical or scientific software — SAS
- Business intelligence and data analysis software — IBM Cognos Impromptu ; MicroStrategy
- Data base management system software — Relational database management software
- Data base reporting software — SAP Crystal Reports
- Data base user interface and query software — Clayton Wallis CompGeo Online Professional Forecast Library; Data entry software ; Microsoft Access ; Structured query language SQL (see all 7 examples)
- Document management software — Actuarial Systems Corporation Document Generation and Management System; Document management system software
- Electronic mail software — Microsoft Outlook
- Enterprise resource planning ERP software — Lawson ERP; Microsoft Dynamics ; Oracle Fusion Applications ; SAP ERP Human Capital Management (see all 6 examples)
- Human resources software — Actuarial Systems Corporation Defined Benefit System; ADP Workforce Now ; Human resource management software HRMS; Oracle E-Business Suite Human Resources Management System (see all 56 examples)
- Internet browser software — Microsoft Internet Explorer
- Medical software — Healthcare common procedure coding system HCPCS ; Medical condition coding software ; Medical procedure coding software
- Office suite software — Microsoft Office
- Presentation software — Microsoft PowerPoint
- Project management software — Microsoft Project ; Microsoft SharePoint ; Project planning software
- Spreadsheet software — Microsoft Excel
- Time accounting software — ADP Enterprise eTime; Kronos Workforce Timekeeper; Sage Abra
- Word processing software — Microsoft Word
Hot Technology — a technology requirement frequently included in employer job postings.
- Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
- Administration and Management — Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
- English Language — Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
- Mathematics — Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
- Customer and Personal Service — Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
- Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
- Economics and Accounting — Knowledge of economic and accounting principles and practices, the financial markets, banking and the analysis and reporting of financial data.
- Clerical — Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
- Computers and Electronics — Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming.
- Critical Thinking — Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
- Reading Comprehension — Understanding written sentences and paragraphs in work related documents.
- Active Listening — Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
- Speaking — Talking to others to convey information effectively.
- Active Learning — Understanding the implications of new information for both current and future problem-solving and decision-making.
- Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
- Judgment and Decision Making — Considering the relative costs and benefits of potential actions to choose the most appropriate one.
- Writing — Communicating effectively in writing as appropriate for the needs of the audience.
- Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
- Instructing — Teaching others how to do something.
- Persuasion — Persuading others to change their minds or behavior.
- Social Perceptiveness — Being aware of others' reactions and understanding why they react as they do.
- Systems Analysis — Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
- Coordination — Adjusting actions in relation to others' actions.
- Learning Strategies — Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things.
- Negotiation — Bringing others together and trying to reconcile differences.
- Service Orientation — Actively looking for ways to help people.
- Systems Evaluation — Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
- Time Management — Managing one's own time and the time of others.
- Oral Expression — The ability to communicate information and ideas in speaking so others will understand.
- Oral Comprehension — The ability to listen to and understand information and ideas presented through spoken words and sentences.
- Written Comprehension — The ability to read and understand information and ideas presented in writing.
- Deductive Reasoning — The ability to apply general rules to specific problems to produce answers that make sense.
- Speech Clarity — The ability to speak clearly so others can understand you.
- Problem Sensitivity — The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem.
- Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
- Speech Recognition — The ability to identify and understand the speech of another person.
- Information Ordering — The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations).
- Near Vision — The ability to see details at close range (within a few feet of the observer).
- Written Expression — The ability to communicate information and ideas in writing so others will understand.
- Category Flexibility — The ability to generate or use different sets of rules for combining or grouping things in different ways.
- Flexibility of Closure — The ability to identify or detect a known pattern (a figure, object, word, or sound) that is hidden in other distracting material.
- Fluency of Ideas — The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity).
- Mathematical Reasoning — The ability to choose the right mathematical methods or formulas to solve a problem.
- Originality — The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem.
- Selective Attention — The ability to concentrate on a task over a period of time without being distracted.
- Analyzing Data or Information — Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
- Getting Information — Observing, receiving, and otherwise obtaining information from all relevant sources.
- Communicating with Supervisors, Peers, or Subordinates — Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
- Interacting With Computers — Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
- Making Decisions and Solving Problems — Analyzing information and evaluating results to choose the best solution and solve problems.
- Organizing, Planning, and Prioritizing Work — Developing specific goals and plans to prioritize, organize, and accomplish your work.
- Processing Information — Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
- Establishing and Maintaining Interpersonal Relationships — Developing constructive and cooperative working relationships with others, and maintaining them over time.
- Evaluating Information to Determine Compliance with Standards — Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards.
- Updating and Using Relevant Knowledge — Keeping up-to-date technically and applying new knowledge to your job.
- Interpreting the Meaning of Information for Others — Translating or explaining what information means and how it can be used.
- Provide Consultation and Advice to Others — Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
- Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
- Documenting/Recording Information — Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.
- Developing Objectives and Strategies — Establishing long-range objectives and specifying the strategies and actions to achieve them.
- Thinking Creatively — Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
- Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
- Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
- Performing Administrative Activities — Performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
- Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people.
- Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members.
- Scheduling Work and Activities — Scheduling events, programs, and activities, as well as the work of others.
Detailed Work Activities
- Analyze jobs using observation, survey, or interview techniques.
- Monitor organizational compliance with regulations.
- Advise others on human resources topics.
- Oversee business processes.
- Analyze business or financial data.
- Prepare operational reports.
- Establish business management methods.
- Evaluate effectiveness of personnel policies or practices.
- Arrange collective bargaining agreements.
- Communicate with government agencies.
- Verify application data to determine program eligibility.
- Conduct surveys in organizations.
- Inform individuals or organizations of status or findings.
- Train personnel in organizational or compliance procedures.
- Prepare research reports.
- Market products, services, or events.
- Electronic Mail — 100% responded “Every day.”
- Spend Time Sitting — 79% responded “Continually or almost continually.”
- Telephone — 75% responded “Every day.”
- Structured versus Unstructured Work — 58% responded “A lot of freedom.”
- Contact With Others — 67% responded “Constant contact with others.”
- Importance of Being Exact or Accurate — 58% responded “Extremely important.”
- Indoors, Environmentally Controlled — 83% responded “Every day.”
- Face-to-Face Discussions — 50% responded “Every day.”
- Freedom to Make Decisions — 54% responded “Some freedom.”
- Work With Work Group or Team — 58% responded “Very important.”
- Duration of Typical Work Week — 54% responded “More than 40 hours.”
- Importance of Repeating Same Tasks — 38% responded “Extremely important.”
- Impact of Decisions on Co-workers or Company Results — 58% responded “Important results.”
- Letters and Memos — 33% responded “Every day.”
- Frequency of Decision Making — 42% responded “Once a month or more but not every week.”
- Time Pressure — 50% responded “Once a month or more but not every week.”
- Spend Time Making Repetitive Motions — 30% responded “About half the time.”
- Coordinate or Lead Others — 42% responded “Very important.”
|Title||Job Zone Four: Considerable Preparation Needed|
|Education||Most of these occupations require a four-year bachelor's degree, but some do not.|
|Related Experience||A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.|
|Job Training||Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.|
|Job Zone Examples||Many of these occupations involve coordinating, supervising, managing, or training others. Examples include real estate brokers, sales managers, database administrators, graphic designers, chemists, art directors, and cost estimators.|
|SVP Range||(7.0 to < 8.0)|
Interest code: CE Want to discover your interests? Take the O*NET Interest Profiler at My Next Move.
- Conventional — Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
- Enterprising — Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
- Integrity — Job requires being honest and ethical.
- Attention to Detail — Job requires being careful about detail and thorough in completing work tasks.
- Analytical Thinking — Job requires analyzing information and using logic to address work-related issues and problems.
- Dependability — Job requires being reliable, responsible, and dependable, and fulfilling obligations.
- Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace.
- Initiative — Job requires a willingness to take on responsibilities and challenges.
- Cooperation — Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
- Self Control — Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
- Achievement/Effort — Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
- Persistence — Job requires persistence in the face of obstacles.
- Independence — Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
- Stress Tolerance — Job requires accepting criticism and dealing calmly and effectively with high stress situations.
- Leadership — Job requires a willingness to lead, take charge, and offer opinions and direction.
- Concern for Others — Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
- Innovation — Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
- Social Orientation — Job requires preferring to work with others rather than alone, and being personally connected with others on the job.
- Relationships — Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
- Support — Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.
- Achievement — Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement.
Wages & Employment Trends
|Median wages (2018)||$30.29 hourly, $63,000 annual|
|Employment (2016)||84,000 employees|
|Projected growth (2016-2026)||Average (5% to 9%)|
|Projected job openings (2016-2026)||7,700|
|Top industries (2016)|
Source: Bureau of Labor Statistics 2018 wage data and 2016-2026 employment projections . "Projected growth" represents the estimated change in total employment over the projections period (2016-2026). "Projected job openings" represent openings due to growth and replacement.
Job Openings on the Web
Sources of Additional Information
Disclaimer: Sources are listed to provide additional information on related jobs, specialties, and/or industries. Links to non-DOL Internet sites are provided for your convenience and do not constitute an endorsement.
- American Management Association
- College and University Professional Association for Human Resources
- Employee Benefit Research Institute
- International Foundation of Employee Benefit Plans
- International Public Management Association for Human Resources
- International Society of Certified Employee Benefit Specialists
- Occupational Outlook Handbook: Compensation, benefits, and job analysis specialists
- Society for Human Resource Management
- WorldatWork - The Total Rewards Association