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.
Also includes
About the Job
| Primary Industry | Business Management and Administration |
| 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 |
| Current Openings | |
| 2 Year Projected Openings (2016-2018) | 198 |
| 2 Year Expected Percentage Change (2016-2018) | 3.02 % |
| 10 Year Projected Openings (2016-2026) | 911 |
| 10 Year Expected Percentage Change (2016-2026) | 7.91 % |
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
Written Communication
Integrity
Creativity
Organization
Problem-solving
Oral Communication
Leadership
Resource Allocation
Professionalism
Initiative
Conflict Management
Following Directions
Decision-making
Information Gathering
Attention to Detail
Written Communication
Integrity
Creativity
Organization
Problem-solving
Oral Communication
Leadership
Resource Allocation
Professionalism
Initiative
Conflict Management
Following Directions
Top Job Duties and Responsibilities
Judging the Qualities of Things, Services, or People
Evaluate company recruiting needs
Evaluate applicant qualifications for employment
Identify employee learning needs
Evaluate employee performance
Evaluate technology and communication infrastructure
Forecast consumer behavior
Evaluate equity and debt financing options
Evaluate capital projects
Evaluate applicant qualifications for licensure
Evaluate personnel policies, practices, or benefits
Evaluate applicant qualifications for employment
Identify employee learning needs
Evaluate employee performance
Evaluate technology and communication infrastructure
Forecast consumer behavior
Evaluate equity and debt financing options
Evaluate capital projects
Evaluate applicant qualifications for licensure
Evaluate personnel policies, practices, or benefits
Making Decisions and Solving Problems
Conduct job analysis
Align employee career motives to job performance objectives
Design compensation models
Develop wage systems for workers
Develop personnel performance objectives
Implement supply chain management processes
Implement employee compensation and benefit plans
Implement employee bargaining agreements
Execute employee bargaining agreements
Correct grammar, punctuation, or spelling in written materials
Align employee career motives to job performance objectives
Design compensation models
Develop wage systems for workers
Develop personnel performance objectives
Implement supply chain management processes
Implement employee compensation and benefit plans
Implement employee bargaining agreements
Execute employee bargaining agreements
Correct grammar, punctuation, or spelling in written materials
Training and Teaching Others
Identify individual or group learning strategies
Maintain knowledge of formal and informal learning activities
Develop integrated learning environments
Develop lesson, course, or training objectives
Prepare human resources related reports or presentations
Develop training materials
Develop employee orientation materials
Monitor employee learning or development progress
Train others in the use of human resources related equipment or tools
Provide legal, regulatory, or organizational compliance training
Maintain knowledge of formal and informal learning activities
Develop integrated learning environments
Develop lesson, course, or training objectives
Prepare human resources related reports or presentations
Develop training materials
Develop employee orientation materials
Monitor employee learning or development progress
Train others in the use of human resources related equipment or tools
Provide legal, regulatory, or organizational compliance training
Thinking Creatively
Develop compensation plan
Design talent readiness or succession plans
Integrate job classification structure into human resource management systems
Improve methods for worker selection or promotion
Develop job evaluation programs
Establish business management methods
Develop employee handbook
Develop evaluation instrument or objectives
Design human resource management performance metrics
Design talent readiness or succession plans
Integrate job classification structure into human resource management systems
Improve methods for worker selection or promotion
Develop job evaluation programs
Establish business management methods
Develop employee handbook
Develop evaluation instrument or objectives
Design human resource management performance metrics
Analyzing Data or Information
Analyze business or organizational operating practices or procedures
Perform SWOT analysis
Analyze business or financial data
Analyze employment and personnel data
Employ basic business mathematical formulas
Perform market segmentation analysis
Conduct industry or market analysis
Perform cost benefit analysis
Conduct financial or regulatory audits
Perform SWOT analysis
Analyze business or financial data
Analyze employment and personnel data
Employ basic business mathematical formulas
Perform market segmentation analysis
Conduct industry or market analysis
Perform cost benefit analysis
Conduct financial or regulatory audits
Documenting/Recording Information
Prepare data rights policy
Write administrative procedures services manual
Maintain processes and procedures manual
Maintain job descriptions
Maintain personnel records
Draft employment agreements
Maintain file of job openings
Maintain accounting journals
Prepare financial reports
Write administrative procedures services manual
Maintain processes and procedures manual
Maintain job descriptions
Maintain personnel records
Draft employment agreements
Maintain file of job openings
Maintain accounting journals
Prepare financial reports
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
Develop employee dismissal guidelines
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
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
Ensure compliance with polices or regulations
Monitor organizational compliance with regulations
Track facility or production costs
Monitor merchandise purchases
Track competitor financial gains and losses
Identify causes of talent attrition
Ensure compliance with polices or regulations
Monitor organizational compliance with regulations
Track facility or production costs
Monitor merchandise purchases
Track competitor financial gains and losses
Resolving Conflicts and Negotiating with Others
Negotiate labor agreements
Negotiate business contracts
Arrange collective bargaining agreements
Arbitrate disputes among groups or individuals
Mediate individual, group, or organizational disputes
Negotiate business contracts
Arrange collective bargaining agreements
Arbitrate disputes among groups or individuals
Mediate individual, group, or organizational disputes
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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 |
|---|---|---|---|---|
| Job Evaluation | ||||
| Surveys | ||||
| Business Administration | ||||
| Benchmarking | ||||
| Total Rewards Strategy | ||||
| SAP | ||||
| Financial Analysis |
