Compensation, Benefits, and Job Analysis Specialists

Human Resources

Level 4440 of 1200 points

Job description

Compensation, Benefits, and Job Analysis Specialists

Job purpose

To design, administer and evaluate the organisation's compensation, benefits and job analysis programmes, and to advise managers and employees on pay, benefits and employment regulation, so that reward is competitive, internally consistent, legally compliant and well understood.

Skills

Specialist knowledge of compensation and benefits practice — insurance, pension and savings plans, merit and incentive pay, job evaluation and classification methodology, salary scale design — with employment law and reporting requirements, collective agreements, and applied statistics and cost analysis. Bachelor's degree plus several years of related experience.
Advises managers and employees on employment regulation, collective agreements, benefit and compensation policy and classification. Interviews and surveys employees and runs focus groups to collect job information; acts as technical liaison with brokers, carriers, government and union officials; may negotiate collective agreements and mediate disputes; and advises on resolving classification and salary complaints. Writes job descriptions, handbooks and reports, and delivers training.
Analytical work of real complexity: multifactor data and cost analyses supporting collective bargaining, research into benefit and health and safety practice with recommendations for change, evaluation of positions to determine classification and salary, and analysis of occupational data and trends. Answers are not prescribed — cost, equity, market position and legal risk must be weighed and the conclusion justified.
Designs and runs compensation, benefit and job analysis exercises end to end, developing the instruments and materials, sequencing data collection, and delivering to statutory reporting deadlines and pay review cycles alongside continuing casework.
Work is carried out at a desk using analytical software, with meetings and observation visits to workplaces. No manual handling or dexterity demands.

Responsibilities

No line management, but significant influence over others through job evaluation, classification and salary determination, and through training delivered to managers and staff. Coordinates with brokers, carriers and external officials.
Develops and administers compensation programmes and employee insurance, pension and savings plans, and performs cost analyses that shape pay and benefit spend. Recommends and administers rather than holds the budget; final authority on spend rests above the role.
Ordinary care of a workstation, HR and payroll systems and analytical software.
Assists in preparing and maintaining personnel records and handbooks; prepares occupational classifications, job descriptions and salary scales; and produces organisation and flow charts, career path reports and analytical reports. Ensures compliance with employment and benefits law, including statutory reporting. The data is confidential and its accuracy carries legal, financial and employee-relations consequences.

Effort required

Sustained analytical demand: multifactor cost modelling, interpretation of legislation and collective agreements, and evaluation of jobs against consistent criteria. Requires close attention over long stretches of detailed data work, the judgement to weigh competing considerations, and frequent switching between analysis, advice and casework.
Handles matters that are contentious and personally consequential — pay levels, classification decisions, benefit entitlements, salary complaints, labour disputes and grievances. Advising, mediating and negotiating in these situations demands composure, impartiality and the ability to hold a defensible position under challenge from managers, employees or union representatives.
Predominantly seated office work, with movement for interviews, focus groups and workplace observation. No lifting or exertion.

Working conditions

Office-based without physical hazard, with time spent in workplaces observing, interviewing and surveying employees, and in meetings with brokers, carriers and union or government officials. Psychosocial demand arises from handling confidential pay data and from involvement in contested classification, salary and grievance matters.
Workload is cyclical, concentrating around compensation and benefit programme reviews, bargaining rounds and statutory reporting, with routine interruption from advisory queries in between. Works with good professional autonomy inside a defined policy and legal framework, and is accountable for the technical soundness of the advice given.

Skills

40% · 231 points▾

KnowledgeLevel 4 of 8
72 of 144 points
Factual and theoretical knowledge in broad contexts within a field of work. The job requires a range of thinking and practical knowledge to find solutions to specific problems in the job or study area.
Interpersonal and communication skillsLevel 3 of 5
58 of 96 points
Effective communication and interpersonal relationships. The job holder is required to adapt communication to different audiences and foster trust, cooperation and positive working relationships.
Problem-solving skillsLevel 3 of 5
58 of 96 points
Variable problems. The job involves dealing with different kinds of problems that require careful thinking, research into different options or adjusting existing ways of doing things. Guidance and resources may be limited.
Planning and organisational skillsLevel 3 of 5
43 of 72 points
Moderate organisational skills required. The job requires the organising and prioritising of multiple tasks, with some level of adjustment to plans on the basis of changing circumstances or deadlines.
Physical skillsLevel 0 of 5
0 of 72 points
Not applicable. The job does not require any particular physical skills (although there is likely to be some physical activity).

Responsibility

35% · 106 points▾

PeopleLevel 1 of 5
29 of 144 points
Very limited. Not required to supervise or perform a caregiving role. The job may involve providing basic guidance to or orientation for others, such as helping new colleagues settle in.
Goods and equipmentLevel 0 of 5
0 of 84 points
Not applicable. The job does not involve any responsibility for goods or equipment.
InformationLevel 3 of 5
58 of 96 points
Moderate responsibility for information. The job involves managing information to ensure it is accurate, of high quality and secure. The job holder may make decisions about the handling of sensitive data.
Financial resourcesLevel 1 of 5
19 of 96 points
Very limited responsibility for financial resources. The job involves handling small amounts of cash or processing simple transactions, such as recording expenses or maintaining basic financial records.

Effort

15% · 79 points▾

Mental effortLevel 3 of 5
36 of 60 points
High level of mental effort. The job involves frequent concentration on complex tasks that require considerable mental effort, such as interpreting complex data.
Psychosocial and emotional effortLevel 3 of 5
43 of 72 points
Moderate psychosocial and emotional effort. The job requires the regular management of emotional responses, such as dealing with sensitive or challenging individuals or situations.
Physical effortLevel 0 of 5
0 of 48 points
Not applicable. The job does not require any physical effort.

Working Conditions

10% · 24 points▾

Environment (physical, psychological or emotional)Level 1 of 5
17 of 84 points
Minimal exposure to hazards or stress. The job involves little or no exposure to physical hazards (e.g. chemicals, moving equipment, noise) and minimal emotional or psychological risks (e.g. occasional routine tasks with no emotional burden). There is minor exposure to dust, dirt, fumes, noise, waste, poor lighting, etc.
Organisational environmentLevel 1 of 5
7 of 36 points
Minimal organisational demands. The job requires standard working hours with no night shifts or irregular schedules. There is little or no need for travel or digital connectivity beyond typical working hours.