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HR Compensation And Benefits Manager Job Description

This sample hr compensation and benefits manager job description shows how to use core job roles and tasks to define the main occupation responsibilities for your employee.
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» Sample for HR Compensation And Benefits Manager

Position Summary:

1) Advise management on such matters as equal employment opportunity, sexual harassment discrimination.

2) Plan conduct new employee orientations to foster positive attitude toward organizational objectives.

3) Plan, direct, supervise, and coordinate work activities of subordinates staff relating to employment, compensation, labor relations, and employee relations.

4) Identify and implement benefits to increase the quality of life for employees, by working with brokers researching benefits issues.

5) Design, evaluate and modify benefits policies to make sure that programs are current, competitive in compliance with legal requirements.

6) Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.

7) Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor industrial relations.

8) Mediate between benefits providers employees, like by assisting in handling employees benefits-related questions or taking suggestions.

9) Fulfill all reporting requirements of all relevant government rules regulations, including the Employee Retirement Income Security Act ERISA .

10) Maintain records compile statistical reports concerning personnel-related data like hires, transfers, performance appraisals, and absenteeism rates.

11) Develop methods to improve employment policies, processes, and practices, and recommend changes to management.

12) Negotiate bargaining agreements.

13) Investigate report on industrial accidents for insurance carriers.

14) Represent organization at personnel-related hearings investigations.

15) Prepare detailed job descriptions and classification systems and define job levels families, in partnership with other managers.

16) Manage the design development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.

17) Conduct exit interviews to identify reasons for employee termination.

18) Prepare budgets for personnel operations.

19) Prepare personnel forecasts to project employment needs.

20) Contract with vendors to provide employee services, like food services, transportation, or relocation service.

21) Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.

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