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Compensation and Benefits Managers

SOC 11-3111.00Job Zone 4 · Considerable Preparationv.26.05

Context coveredThis framework covers compensation and benefits management practice across corporate HR departments in mid-to-large organizations, spanning regulatory compliance, plan design, employee communications, vendor management, and executive-level strategic rewards leadership.

Sources:O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.SkillsCrosswalkSkillsCrosswalk — O*NET enrichment + adjacency index. Opens in new tab.
Emerging
Entry / Apprentice
  1. Employee benefits materials — compile and distribute written summaries of compensation and benefits policies under direct supervisor guidance in an HR department setting.
  2. Government compliance documentation — review and organize ERISA-related reporting forms under close supervision to support regulatory filing deadlines.
  3. Benefits enrollment data — enter and verify employee selections into human resources software with oversight from a senior compensation professional.
  4. Prevailing wage data — gather and tabulate market compensation surveys under direction to assist in competitive pay analysis.
  5. Benefits provider communications — draft routine correspondence to insurance brokers and vendor contacts following established departmental templates.
  6. HR policy documents — proofread and format written compensation and benefits policies using desktop publishing software under managerial review.
  7. Employee inquiries — respond to basic benefits-related questions by referring to documented procedures and escalating complex issues to senior staff.
  8. Benefits selection tools — assist in updating online enrollment guides and decision-support resources under the direction of a project lead.
  9. Compensation records — maintain accurate employee pay and classification records in an enterprise resource planning (ERP) system as directed.
  10. Regulatory reference materials — read and summarize relevant government regulations, such as ERISA and ACA provisions, to support team compliance efforts.
Developing
Mid-level / Established
  1. Benefits program communications — prepare and distribute verbal and written information to employees explaining policy changes and enrollment procedures with minimal supervisory review.
  2. Compliance reporting — fulfill ERISA and other government reporting requirements by independently preparing and submitting required documentation on established schedules.
  3. Compensation benchmarking analysis — analyze prevailing wage data and internal pay structures to identify gaps and recommend adjustments within a mid-size organization.
  4. Benefits policy review — evaluate existing benefit offerings against legal requirements and market trends, proposing modifications to maintain competitiveness.
  5. Broker relationships — coordinate with benefits brokers and vendors to research plan options and negotiate preliminary terms for employee benefit programs.
  6. Employee benefits mediation — serve as a primary point of contact between benefits providers and employees, resolving benefits disputes and addressing eligibility questions.
  7. Compensation decision tools — develop manager-facing job aids and compensation calculators using HR software to standardize pay decision-making across departments.
  8. Benefits data reporting — generate and interpret benefits utilization and cost reports using database reporting software to inform program evaluation.
  9. Time and project management — manage multiple open compensation and benefits projects simultaneously, meeting regulatory and open-enrollment deadlines independently.
  10. Personnel policy interpretation — apply knowledge of human resources law and administration to advise line managers on compensation practices within routine operational contexts.
Proficient
Senior / Expert IC
  1. Benefits policy design — design and modify comprehensive employee benefits programs autonomously, ensuring alignment with legal requirements, organizational strategy, and competitive market positioning.
  2. Total compensation plan development — analyze compensation policies, government regulations, and salary survey data to build and implement a fully competitive compensation structure across job families.
  3. ERISA and regulatory compliance — independently fulfill all government reporting obligations, including ERISA filings, coordinating with legal counsel and external auditors to manage risk.
  4. Mergers and acquisitions integration — administer and reconcile benefit program differences following organizational mergers or acquisitions, resolving conflicts across legacy plan designs.
  5. Employee benefits communication strategy — direct the creation and distribution of multi-channel communications that inform a diverse workforce of complex compensation and benefits changes.
  6. Benefits vendor management — evaluate broker and third-party administrator performance, renegotiate contracts, and implement plan design changes to optimize cost and employee experience.
  7. Complex problem resolution — apply critical thinking and systems analysis to diagnose non-routine compensation inequities or benefits plan failures and implement sustainable corrective solutions.
  8. Decision-support tools leadership — oversee the design and deployment of self-service benefits selection platforms and manager compensation tools using enterprise HR technology systems.
  9. Financial resource stewardship — manage the benefits and compensation budget, conducting cost-benefit analyses to recommend plan modifications that balance fiscal responsibility with employee well-being.
  10. Cross-functional advisory role — consult autonomously with finance, legal, and operations leadership on the workforce cost implications of proposed business decisions and restructuring initiatives.
Advanced
Lead / Principal / Executive
  1. Organizational compensation strategy — set enterprise-wide compensation philosophy and policy direction, ensuring alignment with long-term business objectives and talent acquisition goals across all business units.
  2. Benefits governance leadership — establish governance frameworks for benefits program oversight, ensuring sustained regulatory compliance and risk mitigation at the organizational scale.
  3. Executive talent program design — lead the design of executive compensation packages, including equity, deferred compensation, and incentive structures, in collaboration with the board and legal advisors.
  4. Enterprise HR systems transformation — sponsor the selection and implementation of enterprise-wide HR and ERP technology platforms that modernize compensation and benefits administration capabilities.
  5. People leadership and team development — recruit, mentor, and evaluate a team of compensation and benefits professionals, building departmental capability and succession depth.
  6. Regulatory and legislative advocacy — monitor and respond to emerging federal and state legislation affecting compensation and benefits, shaping organizational policy responses and representing the company before regulatory bodies.
  7. Workforce investment analysis — present comprehensive compensation and benefits ROI analyses to the C-suite and board, using financial modeling to justify strategic program investments.
  8. M&A due diligence leadership — lead the human capital due diligence workstream during mergers and acquisitions, assessing benefits liabilities and designing post-close integration roadmaps.
  9. Organizational culture through rewards — shape total rewards strategy as a cultural lever, designing recognition and compensation ecosystems that drive engagement and retention at scale.
  10. External thought leadership — represent the organization's compensation and benefits practices at industry conferences, advisory councils, and peer networks to influence best practices and benchmark against leading employers.

AI-at-Work Competency Framework

Sources:Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab.Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab.WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab.
Subscriber feature

Authoritative source data identified for 998 occupations

How a worker at each mastery level uses, directs, and evaluates AI tools in this occupation. Each statement cites its evidence inline; click a citation chip to verify the source.

Emerging
  1. AI-assisted policy summarization — uses an LLM to generate plain-language summaries of benefits and compensation policies for employee communications, then reviews the output for accuracy before distribution Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  2. Regulatory reference lookup — prompts an AI assistant to surface relevant ERISA and wage-and-hour provisions as a starting point, then confirms citations against official government sources Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
Developing
  1. Competitive compensation benchmarking — directs an AI tool to compile and organize prevailing wage data from multiple inputs, freeing manager attention for interpreting market position and recommending pay bands Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
  2. Benefits research acceleration — delegates initial broker-comparison and benefits-landscape research to an AI assistant, reducing information-gathering time while retaining judgment on program fit for the workforce Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  3. Compliance report drafting — hands off structured government-reporting templates (e.g., Form 5500 data assembly) to an AI workflow, then audits every figure against source records before submission WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
Proficient
  1. Policy gap analysis — orchestrates an AI tool to cross-reference existing benefits policies against current legal requirements and industry benchmarks, then exercises independent judgment to prioritize modifications Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab. WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
  2. Employee communication production — coordinates AI-generated drafts of written and verbal informational materials across multiple policy updates simultaneously, editing for tone, accuracy, and legal compliance before release Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  3. Compensation plan modeling — uses AI to rapidly model scenario analyses of proposed pay structures against budget constraints and equity metrics, then authors final recommendations and presents rationale to leadership Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
Advanced
  1. End-to-end benefits program redesign — leads a multi-phase project in which AI handles data aggregation, draft policy language, and compliance cross-checks while the manager retains authorship of strategic decisions, stakeholder negotiations, and board-level presentations Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab. Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab. WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
  2. AI workflow governance — establishes organizational standards for how AI tools are integrated into compensation and benefits functions, including validation checkpoints, data-privacy guardrails, and audit trails that satisfy ERISA and other regulatory obligations WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab..
  3. Critical evaluation of AI output — routinely identifies where AI-generated compensation analyses reflect training-data bias or outdated wage benchmarks, and corrects or overrides outputs before they influence pay equity decisions Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
Evidence pack
AEI usage
Task observations: 224
Augment share: 22.4%
Time saved: 85%
AI autonomy: 2.98
SAFI positioning
Top skill: Reading Comprehension
Score: 45.5 / 100
Quadrant: Q2_ai_augmented
precision: exact
WEF cluster
Human-Technology Interaction
human_technology_interaction
Sources:Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab.Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab.WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab.

Pathsmith Durable Skills Framework

Sources:Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Subscriber feature

Ten durable-skill domains mapped to four proficiency/role levels for each occupation. Each statement is aligned to the Pathsmith taxonomy, derived from trusted grounding data and mapped to occupation-specific O*NET tasks and skills.

1Communication13 statements
Emerging
  1. Benefits terminology briefing — explains foundational compensation and benefits concepts to new employees using plain language during onboarding sessions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Policy draft assistance — contributes to written summaries of benefits policies under supervision, ensuring clarity for a general employee audience Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Employee inquiry response — listens to employee questions about pay or benefits and routes them to the appropriate team member or resource Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Open enrollment communication — drafts and distributes written materials explaining benefits options, deadlines, and selection procedures to employees across departments Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Vendor coordination dialogue — communicates plan specifications and employee needs to benefits brokers and insurance carriers through structured meetings and written correspondence Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Manager guidance delivery — presents compensation decision frameworks to department managers using clear verbal and visual aids during training sessions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Regulatory disclosure writing — prepares and distributes legally compliant plan documents, summary plan descriptions, and ERISA notices to meet federal reporting requirements Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Cross-functional compensation briefing — conveys competitive pay analysis findings to senior leadership and HR business partners through structured written reports and verbal presentations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Employee mediation communication — facilitates clear, empathetic dialogue between employees and benefits providers to resolve disputes and clarify coverage questions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Benefits policy announcement — authors organization-wide communications that translate complex policy changes into accessible, actionable guidance for all employee populations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Executive compensation narrative — authors board-level reports and compensation philosophy statements that align total rewards strategy with organizational goals and governance standards Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. M&A benefits integration communication — leads enterprise-wide communication strategy during mergers and acquisitions, coordinating messaging across HR, legal, and executive teams to ensure seamless benefits transition Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Thought leadership authorship — produces external-facing white papers, industry presentations, or regulatory comment letters that position the organization as a compensation and benefits authority Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
2Leadership11 statements
Emerging
  1. Project task ownership — takes responsibility for discrete compensation data-gathering assignments and delivers results on schedule within a supervised team environment Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Team process observation — shadows senior managers during benefits program reviews and vendor negotiations to build foundational understanding of leadership decision-making Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Benefits analyst guidance — directs the daily work of compensation and benefits analysts, providing task assignments, feedback, and quality checks on deliverables Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Vendor relationship stewardship — leads recurring meetings with benefits brokers and carriers, setting agendas and driving accountability for service-level commitments Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Policy initiative ownership — takes initiative in identifying gaps in current benefits offerings and proposes structured improvement plans to HR leadership Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Department program direction — administers and directs all employee benefit programs, establishing team priorities, workflows, and performance standards that ensure regulatory compliance and employee satisfaction Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Compensation strategy implementation — leads cross-functional working groups to develop and roll out competitive compensation plans aligned with market data and organizational budgets Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. M&A integration leadership — directs the integration of benefit programs following mergers and acquisitions, coordinating HR, legal, and finance stakeholders toward unified outcomes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Total rewards vision setting — defines and champions a long-term compensation and benefits philosophy that attracts, retains, and motivates talent across all organizational levels Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Organizational capability building — mentors HR professionals and people managers in compensation principles and benefits administration, elevating team competence across the function Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Enterprise change leadership — leads large-scale benefits transformation initiatives, navigating resistance, aligning executive sponsors, and sustaining momentum through extended implementation cycles Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
3Metacognition10 statements
Emerging
  1. Learning gap identification — recognizes personal knowledge gaps in compensation law or benefits regulations and seeks out targeted resources to address them Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Task reflection practice — reviews completed benefits data analyses to identify errors in reasoning or methodology before submitting to supervisors Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Regulatory learning strategy — develops a structured approach to monitoring changes in labor law, ERISA requirements, and IRS guidance to maintain current working knowledge Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Decision process review — reflects on past compensation benchmarking decisions to evaluate whether analytical assumptions were sound and where adjustments are warranted Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Skill development planning — maps personal learning priorities in compensation strategy and benefits design against evolving organizational needs and industry trends Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Analytical bias monitoring — examines own compensation analysis processes to identify potential bias in job evaluation, pay equity review, or market pricing decisions before recommendations are finalized Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Policy evaluation self-assessment — systematically reviews own program design decisions against compliance requirements and employee outcomes to calibrate future design choices Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Feedback integration — incorporates input from internal clients, employees, and auditors to adjust benefits administration practices and improve future program delivery Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Strategic assumption auditing — challenges foundational assumptions underlying the organization's total rewards philosophy by applying structured metacognitive reflection to market shifts and workforce data Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Mentored self-awareness development — models explicit reflection practices for compensation team members, teaching analysts to interrogate their own reasoning in job classification and pay equity work Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
4Critical Thinking12 statements
Emerging
  1. Compensation data review — examines salary survey data for inconsistencies or outliers under guidance, applying basic analytical reasoning to flag anomalies Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Regulatory requirement identification — reads federal and state compensation statutes to identify applicable requirements for the organization's programs Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Market pay analysis — analyzes external wage survey data alongside internal pay structures to identify misalignments and inform compensation adjustment recommendations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Benefits cost evaluation — evaluates plan cost trends, utilization rates, and carrier proposals to assess whether current benefit investments deliver competitive value Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Compliance gap assessment — examines existing benefits policies against current ERISA, ACA, and IRS requirements to identify noncompliance risks and recommend corrective actions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Competitive compensation plan development — synthesizes government regulations, prevailing wage rate data, and internal equity analysis to construct legally compliant and market-competitive pay structures Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Benefits policy modification judgment — evaluates program performance data, employee feedback, and regulatory changes to determine which benefit policies require redesign or elimination Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Vendor proposal assessment — critically evaluates insurance carrier and broker proposals against cost, coverage, network quality, and employee utilization evidence to guide plan selection Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  4. Pay equity analysis — applies systematic evidence evaluation to identify unjustified pay disparities across protected classes and recommends corrective adjustments with documented rationale Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Total rewards ROI modeling — constructs analytical frameworks that quantify the return on investment of compensation and benefits programs against talent attraction, retention, and engagement outcomes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Regulatory landscape anticipation — critically evaluates pending legislation, IRS rulings, and DOL guidance to assess downstream impact on plan design before regulatory effective dates Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Organizational pay philosophy critique — challenges prevailing assumptions about the organization's compensation strategy using labor market evidence, workforce analytics, and competitive intelligence Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
5Collaboration10 statements
Emerging
  1. HR team participation — contributes to HR department meetings by sharing benefits data and status updates in support of broader team objectives Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Cross-department data gathering — coordinates with payroll and finance teams to collect accurate compensation data needed for analysis and reporting tasks Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Broker partnership coordination — works collaboratively with benefits brokers and consultants to evaluate plan options, sharing organizational workforce data to inform vendor recommendations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Manager decision support — partners with department managers by providing compensation guidelines and job evaluation support to help them make equitable staffing decisions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Benefits tool co-development — collaborates with HR technology and communications teams to build employee-facing benefits selection tools and manager compensation guides Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Cross-functional program administration — partners with legal, finance, payroll, and HR business partners to administer benefit programs that meet compliance, budget, and employee experience requirements simultaneously Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. M&A benefits integration teamwork — collaborates with counterpart HR teams from acquired organizations to harmonize benefit programs, navigating divergent plan designs and cultural expectations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Employee mediation partnership — mediates between employees and benefits providers, synthesizing perspectives from both parties to reach equitable and compliant resolutions Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Enterprise rewards coalition building — convenes and leads cross-functional coalitions of HR, finance, legal, and executive leaders to co-design total rewards strategies that align organizational and workforce interests Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Industry peer collaboration — represents the organization in external compensation and benefits professional networks, contributing expertise and importing best practices that elevate internal program quality Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
6Character11 statements
Emerging
  1. Confidentiality commitment — handles employee compensation records and benefits enrollment data with strict discretion, following organizational data privacy protocols Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Professional conduct in inquiry — responds to employee benefits questions with honesty and accuracy, acknowledging the limits of personal knowledge when appropriate Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Compliance accountability — takes personal responsibility for ensuring that benefits reporting submissions meet ERISA and other regulatory deadlines, without deflecting errors to team members Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Equity-minded administration — applies consistent, documented criteria when administering compensation decisions to prevent favoritism or disparate treatment across employee groups Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Vendor ethics management — maintains arm's-length professional standards with benefits brokers and carriers, avoiding conflicts of interest in plan selection and renewal processes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Regulatory integrity — fulfills all government reporting requirements completely and accurately, including ERISA filings, without omission or misrepresentation Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Pay equity stewardship — proactively identifies and advocates for corrective action on unjustified pay disparities, even when findings are organizationally uncomfortable Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Transparent policy communication — ensures that employees receive clear, accurate, and complete information about their benefits and compensation rights, including adverse plan changes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Ethical rewards leadership — establishes and models an organizational culture of fairness and transparency in compensation and benefits practices, holding all HR and management partners to the same standard Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Whistleblower courage — escalates identified compliance failures or ethical violations in compensation practices to senior leadership or regulatory bodies when internal resolution is not achieved Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Trust-building accountability — builds organizational credibility for the compensation function by consistently honoring commitments to employees, managers, and regulators over sustained periods Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
7Creativity10 statements
Emerging
  1. Benefits research exploration — investigates emerging employee benefit offerings and non-traditional perks to generate initial ideas for expanding the organization's program portfolio Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Communication format experimentation — proposes alternative formats for benefits communications, such as video or interactive tools, to improve employee engagement with enrollment materials Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Innovative tool design — contributes original ideas to the development of digital benefits selection tools and compensation decision aids that simplify complex choices for employees and managers Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Non-traditional benefits identification — researches and recommends novel benefits solutions, such as student loan repayment programs or caregiving support, to improve employee quality of life beyond conventional offerings Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Creative problem-solving in vendor negotiation — develops inventive contracting structures or benefit bundling strategies to achieve competitive coverage within constrained budget parameters Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Benefits program redesign — applies creative thinking to restructure underperforming benefit programs, generating design alternatives that improve utilization, cost efficiency, and employee satisfaction simultaneously Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Competitive differentiation strategy — designs total rewards packages that creatively combine monetary and non-monetary elements to differentiate the organization in talent markets where direct compensation competition is constrained Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Compliance-driven creative solutions — invents compliant plan structures that achieve organizational objectives within complex regulatory constraints, such as designing executive deferred compensation arrangements Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Total rewards innovation architecture — pioneers new frameworks for structuring total rewards that integrate financial wellness, flexible work, and personalized benefits in ways that redefine the employee value proposition Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Industry-influencing program design — develops compensation or benefits program models that become reference points for peer organizations or are presented at professional conferences as innovative practice exemplars Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
8Growth Mindset10 statements
Emerging
  1. Regulatory learning openness — approaches new ERISA, IRS, or DOL rule changes as learning opportunities rather than burdens, seeking to understand underlying policy intent Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Feedback receptivity — accepts corrections from supervisors on compensation analysis work and applies the feedback to improve subsequent deliverables without defensiveness Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Certification pursuit — actively pursues professional credentials such as CCP, CBP, or CEBS to deepen technical expertise and demonstrate commitment to ongoing development Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Market change adaptation — updates analytical approaches when labor market conditions shift dramatically, treating prior benchmarking models as starting points rather than fixed truths Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Complexity embrace — volunteers for complex multi-jurisdictional benefits compliance challenges rather than avoiding them, viewing difficulty as a path to professional growth Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Post-audit learning integration — treats government audit findings or internal compliance failures as structured learning events, implementing systemic improvements rather than isolated fixes Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Workforce trend responsiveness — continuously scans workforce demographic shifts and employee needs data to challenge and refresh assumptions embedded in existing compensation and benefits program designs Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Peer benchmarking humility — seeks out compensation and benefits best practices from peer organizations and professional associations, acknowledging that internal practices may be suboptimal Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Organizational learning culture cultivation — embeds a growth mindset culture within the compensation and benefits team by institutionalizing after-action reviews, skill development plans, and failure-tolerant experimentation in program design Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Disruptive change leadership — embraces and leads the organization through transformational shifts in total rewards philosophy, including rapid adaptation to remote work, gig economy talent, or AI-augmented job structures Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
9Mindfulness10 statements
Emerging
  1. Deadline awareness — maintains conscious attention to regulatory filing deadlines and enrollment cycle milestones, avoiding reactive last-minute compliance scrambles Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Employee interaction attentiveness — gives full attention during employee benefits inquiries, avoiding distraction to ensure accurate comprehension of the employee's concern Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Stress regulation in peak cycles — manages personal stress response during open enrollment periods and annual compensation review cycles to maintain analytical accuracy and professional composure Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Intentional communication pacing — deliberately slows communication pace when delivering sensitive compensation decisions or benefits denials to employees, ensuring clarity and empathy in each interaction Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Competing priority navigation — applies deliberate attention management to balance simultaneous demands from regulatory deadlines, employee inquiries, and program development projects Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Emotion regulation in mediation — maintains composed, neutral presence when mediating emotionally charged disputes between employees and benefits providers, preventing personal reactivity from escalating conflict Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Intentional decision-making practice — pauses to deliberately assess data quality, assumption validity, and stakeholder impact before finalizing compensation recommendations under time pressure Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Present-focus during audits — sustains focused, non-defensive attention during government audits and internal compliance reviews, engaging fully with findings rather than deflecting Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Team psychological safety modeling — demonstrates mindful leadership presence in team settings, creating space for compensation analysts to raise compliance concerns or analytical uncertainties without fear Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Strategic intentionality — approaches long-range total rewards planning with deliberate attention to organizational values, workforce demographics, and cultural context rather than defaulting to reactive benchmarking Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
10Fortitude11 statements
Emerging
  1. Regulatory complexity persistence — continues working through dense ERISA, ACA, or IRS regulatory texts rather than abandoning analysis when complexity is high Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Error recovery — acknowledges and corrects benefits calculation errors without disproportionate discouragement, reprocessing data and resubmitting accurate outputs Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Audit pressure endurance — maintains professional composure and analytical rigor throughout extended government audits or internal compliance investigations without yielding accuracy for expediency Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. Unpopular decision delivery — delivers compensation decisions that disappoint employees or managers, such as below-market adjustments or benefit reductions, with honesty and without avoidance Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Legislative uncertainty navigation — continues program planning and compliance work when pending regulatory changes create ambiguity, making defensible decisions under incomplete information Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Benefits reduction advocacy — maintains principled advocacy for employees' benefits interests during cost-cutting negotiations with senior leadership, even when organizational pressure pushes toward program elimination Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  2. M&A disruption resilience — sustains benefits integration work through the sustained uncertainty, competing stakeholder demands, and cultural friction inherent in post-merger HR consolidations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Compliance enforcement persistence — pursues resolution of identified compliance violations through full remediation despite organizational resistance, budget constraints, or leadership inertia Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Long-duration transformation courage — leads multi-year compensation and benefits transformation programs through repeated setbacks, stakeholder conflicts, and market disruptions without abandoning strategic intent Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Organizational advocacy under pressure — publicly champions pay equity, transparent compensation practices, and competitive benefits investment within the organization even when facing executive-level resistance Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  3. Crisis resilience leadership — guides the compensation and benefits function through enterprise crises such as mass layoffs, regulatory investigations, or economic downturns, sustaining team performance and compliance integrity under extreme adversity Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab. O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Sources:Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Show O*NET source anchors64 anchors · skillscrosswalk.com

O*NET enrichment · skillscrosswalk.com

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Source anchors that ground each statement

Related titles
Benefits Admin (Benefits Administrator) · Benefits Advisor · Benefits Coordinator · Benefits Director · Benefits Manager · Compensation and Benefits Director · Compensation and Benefits Manager · Compensation Director · Compensation Manager · Compensation Program Manager · Employee Benefits Account Manager · Employee Benefits Coordinator
RAPIDS apprenticeships
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O*NET skills
Reading ComprehensionActive ListeningWritingSpeakingJudgment and Decision MakingCritical ThinkingActive LearningTime ManagementManagement of Personnel ResourcesSocial PerceptivenessMonitoringComplex Problem SolvingManagement of Financial ResourcesSystems AnalysisSystems EvaluationService OrientationCoordinationNegotiationPersuasionInstructingMathematicsLearning Strategies
Knowledge domains
Personnel and Human ResourcesEnglish LanguageAdministration and ManagementCustomer and Personal ServiceEconomics and AccountingMathematicsLaw and GovernmentAdministrative
Abilities
Written ComprehensionOral ComprehensionWritten ExpressionOral ExpressionSpeech ClarityProblem SensitivitySpeech RecognitionDeductive ReasoningNear VisionInductive Reasoning
Work styles
DependabilityAttention to DetailIntegrityLeadership OrientationCautiousnessCooperation
Technology
Human resources softwareWeb page creation and editing softwareGraphics or photo imaging softwareDesktop publishing softwareData base reporting softwareVideo creation and editing softwareDocument management softwareEnterprise resource planning ERP softwareAnalytical or scientific softwareAccounting software
Tasks · seed anchors for statements
  1. Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
  2. Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.
  3. Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
  4. Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
  5. Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.
  6. Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
  7. Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
  8. Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
CIP education codes
52.020152.100152.100252.100352.1701

Sources: O*NET v30.2 (CC BY 4.0), SkillsCrosswalk.com, LER.me, Anthropic Economic Index, SAFI (Jadhav & Danve, 2026), WEF Skills Taxonomy 2021, Pathsmith Durable Skills Framework. © 2026 EBSCOed.