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.

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About the Job

Indiana Average Salary $53,340.00
Average Time to Fill 39 days
Typical Education Bachelor's Degree
Typical Experience Over 4 years, up to and including 6 years
10 Year Projected Openings (2016-2026) 897
10 Year Expected Percentage Change (2016-2026) 7.20 %

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
Information Gathering
Attention to Detail
Written Communication
Oral Communication
Resource Allocation
Conflict Management
Following Directions

Top Job Duties and Responsibilities

Judging the Qualities of Things, Services, or People

Identify employee learning needs
Evaluate applicant qualifications for employment
Evaluate company recruiting needs
Evaluate employee performance
Evaluate capital projects
Evaluate equity and debt financing options
Forecast consumer behavior
Evaluate technology and communication infrastructure
Evaluate applicant qualifications for licensure
Evaluate personnel policies, practices, or benefits

Making Decisions and Solving Problems

Design compensation models
Align employee career motives to job performance objectives
Conduct job analysis
Develop personnel performance objectives
Develop wage systems for workers
Implement supply chain management processes
Implement employee bargaining agreements
Implement employee compensation and benefit plans
Execute employee bargaining agreements
Correct grammar, punctuation, or spelling in written materials

Training and Teaching Others

Develop integrated learning environments
Maintain knowledge of formal and informal learning activities
Identify individual or group learning strategies
Develop lesson, course, or training objectives
Develop employee orientation materials
Develop training materials
Prepare human resources related reports or presentations
Monitor employee learning or development progress
Provide legal, regulatory, or organizational compliance training
Train others in the use of human resources related equipment or tools

Thinking Creatively

Improve methods for worker selection or promotion
Integrate job classification structure into human resource management systems
Design talent readiness or succession plans
Develop compensation plan
Develop evaluation instrument or objectives
Develop employee handbook
Establish business management methods
Develop job evaluation programs
Design human resource management performance metrics

Analyzing Data or Information

Perform SWOT analysis
Analyze business or organizational operating practices or procedures
Employ basic business mathematical formulas
Analyze employment and personnel data
Analyze business or financial data
Perform market segmentation analysis
Conduct industry or market analysis
Conduct financial or regulatory audits
Perform cost benefit analysis

Documenting/Recording Information

Write administrative procedures services manual
Prepare data rights policy
Maintain processes and procedures manual
Maintain personnel records
Maintain job descriptions
Draft employment agreements
Maintain file of job openings
Prepare financial reports
Maintain accounting journals

Provide Consultation and Advice to Others

Advise others on human resources topics
Consult stakeholders about innovation and market opportunities
Recommend measures to ensure maximum employee protection
Provide labor relations advice to management or labor unions
Develop employee dismissal guidelines
Collaborate with corporate counsel on legal human resources issues
Prepare financing options and recommendations

Monitor Processes, Materials, or Surroundings

Monitor effects of talent attrition
Identify causes of talent attrition
Monitor merchandise purchases
Track facility or production costs
Monitor organizational compliance with regulations
Ensure compliance with polices or regulations
Track competitor financial gains and losses

Resolving Conflicts and Negotiating with Others

Negotiate business contracts
Negotiate labor agreements
Arrange collective bargaining agreements
Mediate individual, group, or organizational disputes
Arbitrate disputes among groups or individuals

Real-Time Job Posting Statistics

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 Hard to Fill Expensive to Fill
Job Evaluation
Business Administration
Total Rewards Strategy
Financial Analysis

Department of Workforce Development Resources