NSXNational Skills ExchangeSign in
Back to Framework

Compensation, Benefits, and Job Analysis Specialists

SOC 13-1141.00Job Zone 4 · Considerable Preparationv.26.05

Context coveredThis framework covers compensation design, benefits administration, job classification, regulatory compliance, and workforce analytics for HR specialists operating in corporate, governmental, and institutional environments requiring a bachelor's degree and several years of related experience.

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 enrollment records — organize and update under supervisor guidance using HR software in a corporate HR department.
  2. Federal and state employment regulations — identify and apply basic compliance requirements by referencing established checklists in a mid-sized organization.
  3. Insurance and pension plan documents — review and summarize key provisions under direction while coordinating with plan carriers.
  4. Personnel handbooks and records — assist in preparing and maintaining accurate files using document management software in a structured HR environment.
  5. Compensation data — collect and enter into spreadsheet software following standard templates provided by senior analysts.
  6. HR policy terminology and classification frameworks — recognize and apply under direct oversight when responding to routine employee inquiries.
  7. Training program materials — assist in assembling and formatting curricula under guidance for delivery in an organizational learning environment.
  8. Benefits research resources — locate relevant benchmark studies and regulatory updates using online databases with direction from a senior specialist.
  9. Time accounting software — enter and verify employee records following established procedures in a payroll-integrated HR system.
  10. Active listening and questioning techniques — demonstrate when gathering employee concerns about benefits or compensation under supervisor observation.
Developing
Mid-level / Established
  1. Employee insurance, pension, and savings plans — administer day-to-day operations with reduced oversight by coordinating directly with brokers and carriers in a multi-benefit environment.
  2. Federal and state compliance reporting requirements — prepare and submit required documentation on schedule, applying working knowledge of ERISA, ACA, and FLSA in a regulated corporate setting.
  3. Job classification and pay-grade structures — analyze and apply established frameworks to evaluate positions and recommend placements within a defined compensation system.
  4. Managers and employees — advise on standard employment regulations, benefit policies, and collective agreement provisions in routine consultation sessions.
  5. Benefits benchmarking data — research, compile, and interpret findings using business intelligence software to support policy review recommendations.
  6. Training sessions on compensation and benefits topics — conduct for small employee groups using prepared curricula in an onsite or virtual format.
  7. ERP and HRIS platforms — navigate and query to extract workforce data for compensation analysis in an integrated enterprise environment.
  8. Personnel records and policy handbooks — maintain accuracy and version control using document management systems in compliance with records-retention policies.
  9. Compensation survey submissions — complete and reconcile employer data against industry databases to inform salary range updates.
  10. Problem sensitivity — apply when identifying discrepancies between job descriptions and actual duties during position classification reviews.
Proficient
Senior / Expert IC
  1. Total compensation programs — design, evaluate, and refine autonomously across multiple benefit and pay components, ensuring market competitiveness in a large or complex organization.
  2. Federal and state regulatory compliance — conduct independent audits of HR practices, identify gaps, and implement corrective action plans across organizational units.
  3. Non-routine employee benefit issues — resolve complex claims disputes and plan interpretation questions by applying advanced knowledge of plan documents and applicable law.
  4. Senior managers and executives — advise on classification program design, compensation philosophy, and benefit cost containment strategies in high-stakes decision contexts.
  5. Comprehensive benefits benchmarking and cost analyses — lead using analytical and scientific software to build multi-year recommendations for plan modifications.
  6. Compensation and benefits training curricula — develop from scope through delivery for HR staff and line managers, incorporating adult-learning principles in blended-format programs.
  7. Collective bargaining agreement provisions — interpret and apply to compensation and benefits decisions, coordinating with labor relations counsel during negotiations.
  8. Job analysis methodologies — apply across the full job family spectrum to produce legally defensible classification determinations and FLSA exemption status opinions.
  9. Systems evaluation — assess the effectiveness of existing HRIS and payroll platforms and recommend enhancements to support data-driven compensation decisions.
  10. Written compensation and benefits policy documents — author and finalize for organization-wide distribution, ensuring legal accuracy and plain-language accessibility.
Advanced
Lead / Principal / Executive
  1. Enterprise-wide total rewards strategy — set direction and lead implementation across compensation, benefits, and recognition programs aligned to organizational objectives and talent philosophy.
  2. Regulatory risk posture — establish governance frameworks and compliance monitoring systems that proactively manage exposure to federal and state employment law changes at organizational scale.
  3. Compensation and benefits center of excellence — build and lead, defining team standards, technology roadmaps, and capability development plans for specialist staff.
  4. Executive and board-level stakeholders — present and defend compensation philosophy, pay equity analyses, and benefits cost projections to drive informed enterprise decision-making.
  5. HR technology ecosystem — evaluate and select ERP, HRIS, and business intelligence platforms, negotiating vendor contracts and overseeing implementation to optimize compensation data integrity.
  6. Organizational compensation benchmark position — lead external market research initiatives and interpret findings to author multi-year pay structure redesigns that attract and retain key talent.
  7. Company-wide compliance culture — champion through policy leadership, training program oversight, and cross-functional partnerships with legal, finance, and operations leadership.
  8. Junior and mid-level specialists — mentor and develop through structured coaching, stretch assignments, and performance feedback within a professional HR team.
  9. Benefits plan innovation — pioneer adoption of emerging plan designs, wellness incentives, and voluntary benefits by applying systems analysis to workforce demographic and utilization data.
  10. Cross-organizational job evaluation and equity review programs — lead at enterprise scale, applying advanced inductive and deductive reasoning to ensure equitable, legally defensible classification and pay outcomes.

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 lookup — uses an LLM to surface federal and state employment regulation summaries, then cross-checks outputs against official government sources before advising managers Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  2. Benefit research acceleration — queries an AI assistant to compile initial comparisons of insurance and pension plan features, reducing time spent on preliminary information gathering Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
Developing
  1. Compliance document drafting — delegates first-draft generation of compliance reports and policy briefs to an AI tool, then edits for accuracy, jurisdiction-specific nuance, and organizational voice 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. Job analysis data synthesis — directs an AI assistant to aggregate and pattern-match large sets of job description data, freeing specialist time for critical evaluation of classification decisions 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..
  3. Training material scaffolding — uses an LLM to generate initial outlines and draft content for compensation and benefits training curricula, then refines for accuracy and audience appropriateness Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
Proficient
  1. Regulatory change monitoring — tasks an AI tool with scanning and summarizing recent legislative updates across multiple jurisdictions, then applies professional judgment to assess organizational impact and recommend policy modifications 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. Compensation benchmarking analysis — directs an AI assistant to structure and interpret market survey datasets, while retaining authorship of the final salary range recommendations and equity assessments WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab. Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
  3. Employee communication drafting — hands off routine benefit enrollment and policy update communications to an AI tool for first-draft production, then reviews for legal accuracy and tone before distribution Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
  4. Collective agreement interpretation — uses an AI assistant to cross-reference contract language against relevant case law summaries, then independently evaluates applicability to specific grievance or classification scenarios Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
Advanced
  1. End-to-end benefits program design — orchestrates AI tools across research, cost modeling, and draft policy writing phases of a full benefits program redesign, maintaining expert ownership of vendor negotiation strategy and fiduciary decisions 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 output quality governance — establishes team-level standards for validating AI-generated compliance analyses and job evaluation outputs, defining human review checkpoints and escalation criteria for high-stakes classification or legal determinations Jadhav & Danve, 2026Skill Automation Feasibility Index — Jadhav & Danve, 2026 (arXiv:2604.06906). Opens in new tab..
  3. Predictive workforce cost modeling — directs AI-assisted scenario analysis on compensation and benefits cost projections, then synthesizes results into strategic recommendations for senior leadership that account for regulatory, equity, and retention factors WEF Skills TaxonomyWEF Skills Taxonomy 2021 — Building a Common Language for Skills at Work. Opens in new tab. Anthropic Economic IndexAnthropic Economic Index — release_2026_03_24. Opens in new tab..
Evidence pack
AEI usage
Task observations: 103
Augment share: 10.3%
Time saved: 81.5%
AI autonomy: 3.22
SAFI positioning
Top skill: Reading Comprehension
Score: 45.5 / 100
Quadrant: Q2_ai_augmented
precision: exact
WEF cluster
Data Science and Analysis
data_science_and_analysis
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.

1Communication10 statements
Emerging
  1. Benefit plan explanation — describes basic health, retirement, and savings plan features to 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. Regulatory terminology — translates federal and state employment law vocabulary into accessible summaries for entry-level staff audiences 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. Compensation policy communication — drafts written summaries of pay classification changes and distributes them to managers with supporting 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.
  2. Employee inquiry response — listens actively to employee concerns about benefit enrollment discrepancies and provides accurate, structured verbal clarification 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 reporting documentation — prepares clear written narratives for federal and state regulatory submissions, ensuring accuracy and completeness O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Applying
  1. Manager advisement sessions — advises department managers on collective agreement provisions, compensation bands, and classification criteria through structured consultation meetings 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. Training curriculum delivery — presents benefit and compensation training materials to mixed-audience groups, adjusting technical depth based on participant role and familiarity 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 recommendation memos — authors executive-level written proposals for benefit plan modifications, integrating market research and cost analysis into persuasive narratives 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. Cross-functional policy briefings — leads organization-wide communications strategy for compensation restructuring initiatives, coordinating messaging across HR, legal, and executive stakeholders 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 change announcements — authors and delivers enterprise-wide communications translating complex federal regulatory updates into actionable guidance for all employee levels 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.
2Leadership9 statements
Emerging
  1. Project task ownership — takes initiative in completing assigned segments of job analysis surveys or benefit audit tasks without requiring ongoing supervisor direction Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Peer information sharing — proactively shares relevant regulatory updates with team members during department meetings to raise collective awareness Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Training program coordination — organizes logistics and content sequencing for employee benefit training sessions, directing supporting staff and scheduling resources 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. Compliance initiative stewardship — assumes ownership of specific federal reporting deadlines, tracking progress and escalating risks to senior HR leadership in a timely manner 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. Classification program leadership — leads job evaluation committees through structured grade-level determination processes, facilitating consensus and resolving disagreements using compensation data 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 management — directs interactions with insurance brokers and plan carriers, setting expectations, reviewing deliverables, and holding external partners accountable to service agreements O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Policy development ownership — leads end-to-end development of updated compensation or benefit policies, mobilizing cross-functional input and driving the initiative to implementation 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. HR strategy influence — mentors junior specialists in compensation methodology and regulatory compliance, elevating team capability and positioning the function as an organizational authority Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Enterprise benefit program leadership — leads multi-year benefit plan design initiatives across the organization, aligning plan structures with workforce strategy and financial objectives 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.
3Metacognition8 statements
Emerging
  1. Knowledge gap identification — recognizes limitations in personal understanding of specific federal regulations and seeks out authoritative sources before advising others Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Task approach reflection — pauses before completing job analysis questionnaires to consider whether the chosen classification methodology aligns with established evaluation criteria Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Learning strategy calibration — selects targeted professional development resources such as SHRM certifications or DOL guidance documents based on identified gaps in compensation or benefits 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. Error pattern recognition — reviews past compliance submissions for recurring inaccuracies and adjusts personal documentation processes to prevent repetition Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Analytical process monitoring — evaluates own reasoning when building salary range models, identifying where assumptions about market data or internal equity may introduce bias 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. Complexity assessment — accurately gauges the cognitive demands of concurrent projects such as open enrollment administration and a pay equity audit, and re-prioritizes workflow accordingly Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Specialist self-regulation — models disciplined self-assessment practices when navigating ambiguous regulatory interpretations, documenting reasoning chains for peer review and organizational learning Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Mentorship through metacognitive coaching — teaches junior analysts to audit their own classification rationale before submission, embedding reflective practice into the team's quality assurance routine Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
4Critical Thinking9 statements
Emerging
  1. Benefit plan comparison — examines multiple insurance plan options side by side, identifying key cost and coverage differences using carrier-provided data 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 employment statutes to identify specific reporting obligations applicable to the organization's workforce size and industry O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Compensation benchmark analysis — evaluates salary survey data from multiple sources, assessing methodology differences and validity before applying findings to internal pay structure 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. Policy gap detection — cross-references current personnel handbook provisions against updated state labor regulations to identify non-compliant language requiring revision 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. Job evaluation judgment — applies systematic factor-comparison or point-rating methodologies to ambiguous or newly created roles, constructing defensible classification rationale from incomplete position 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.
  2. Benefit cost-effectiveness assessment — analyzes total compensation cost data and employee utilization rates to evaluate whether existing benefit offerings provide adequate return on organizational investment 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 risk evaluation — assesses organizational exposure to FLSA, ERISA, or ACA violations by mapping current practices against statutory requirements and identifying enforcement risk levels 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. Pay equity audit leadership — designs and executes statistical analyses of compensation data across demographic groups, identifying unexplained variance and formulating evidence-based remediation strategies 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. Systems-level policy critique — evaluates the cumulative effect of multiple overlapping compensation and benefits policies on workforce behavior, retention, and organizational equity, recommending integrated structural reforms 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.
5Collaboration9 statements
Emerging
  1. HR team participation — contributes accurate job description data and benefit enrollment figures to shared department projects within agreed timelines Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Broker coordination support — assists senior specialists in communicating plan requirements to insurance brokers by preparing and sharing requested employee census data O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Cross-departmental data gathering — partners with finance, payroll, and department managers to collect the information needed to complete annual compensation surveys and benefit cost analyses 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. Training co-development — collaborates with HR generalists and legal counsel to build accurate, compliant training content for employee benefit orientation 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.
Applying
  1. Multi-stakeholder classification projects — works alongside hiring managers, legal, and finance representatives on job evaluation panels, integrating diverse functional perspectives into defensible pay grade determinations 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. Collective agreement coordination — collaborates with labor relations teams and union representatives during benefit negotiation cycles, contributing compensation and cost data to support bargaining positions O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
  3. Open enrollment project teams — coordinates with benefits administrators, IT, and communications teams to ensure accurate, timely, and accessible delivery of annual enrollment materials to all employees O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Exceeding
  1. Enterprise compensation governance — co-leads cross-functional total rewards committees, aligning compensation philosophy, benefit design, and budget planning across HR, finance, and executive leadership 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. External partnership leadership — establishes collaborative relationships with industry compensation consortia and benefits benchmarking networks, bringing shared intelligence back to improve organizational practice Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
6Character9 statements
Emerging
  1. Confidentiality compliance — handles employee salary records and personal benefit enrollment data with strict adherence to organizational privacy policies and access control 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. Deadline accountability — meets assigned reporting submission deadlines for federal compliance filings without requiring supervisor reminders Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Impartiality in classification — applies job evaluation criteria consistently across roles regardless of the organizational status of the incumbent, documenting rationale transparently 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. Honest advisement — informs managers of the actual legal constraints on compensation practices even when the accurate answer is unwelcome or conflicts with the manager's preferred outcome 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. Ethical benefits administration — identifies and escalates potential conflicts of interest when organizational relationships with insurance brokers may compromise plan selection objectivity 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 integrity — refuses to approve or document compensation or classification decisions that would place the organization in violation of FLSA, ERISA, or state wage laws, regardless of internal 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. Professional accountability — acknowledges and corrects errors in compensation calculations or benefit records promptly, notifying affected employees and supervisors without deflection Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Exceeding
  1. Ethical culture modeling — establishes team norms for transparent documentation, consistent policy application, and conflict-of-interest disclosure, reinforcing professional integrity as a non-negotiable standard Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Advocacy for workforce equity — champions fair pay practices and equitable benefit access as organizational priorities, providing leadership with evidence-based arguments grounded in both ethical obligation and legal compliance 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.
7Creativity8 statements
Emerging
  1. Alternative information sourcing — identifies non-traditional compensation data sources such as industry association surveys or regional labor market reports when standard benchmarks are unavailable Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Job description drafting innovation — adapts standard position description templates to accurately capture novel hybrid roles that do not fit existing classification categories O*NET v30.2O*NET Resource Center — Occupational Information Network, v30.2 (Sept 2025). Opens in new tab.
Developing
  1. Benefit design ideation — generates multiple alternative benefit configuration options for leadership consideration when current plan costs exceed budget constraints 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. Training format experimentation — develops interactive scenario-based training exercises for compensation policy education rather than relying solely on lecture or handbook distribution 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. Total rewards framework design — creates a customized total rewards communication framework that visualizes the full monetary value of employee compensation, benefits, and perquisites in an employee-accessible format 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. Compliance tool development — designs internal checklists, decision trees, or tracking dashboards that help managers navigate complex regulatory requirements for leave, classification, and reporting 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. Innovative classification methodology — pioneers updated job evaluation frameworks that account for emerging work arrangements such as remote roles, gig classifications, or hybrid technical-managerial positions 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. Strategic benefit differentiation — architects novel benefit offerings such as student loan repayment programs or flexible wellness accounts that position the organization competitively in talent markets while managing cost exposure 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.
8Growth Mindset8 statements
Emerging
  1. Regulatory update engagement — actively reads newly issued DOL, IRS, or EEOC guidance documents to update personal knowledge rather than relying solely on existing training 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 supervisor corrections to classification rationale or compliance documentation and incorporates the feedback into revised submissions without defensiveness Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Certification pursuit — enrolls in CEBS, CCP, or PHR credentialing programs to systematically deepen compensation and benefits expertise in response to identified skill gaps 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. Complexity embracing — volunteers to take on unfamiliar regulatory compliance tasks such as ACA reporting or COBRA administration to accelerate skill development beyond current comfort level 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. Post-audit learning integration — after each compliance audit or classification review, identifies process shortcomings and implements procedural improvements that reduce the likelihood of similar errors Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Market change adaptation — revises compensation band structures and benefit plan designs in response to labor market shifts, treating external disruption as an opportunity to improve organizational competitiveness 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. Organizational learning leadership — establishes systematic after-action review processes following major projects such as open enrollment or pay equity audits, embedding continuous improvement into the HR function's operating rhythm Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Regulatory complexity mastery — pursues deep expertise in emerging regulatory areas such as pay transparency legislation or multi-state remote work compliance, positioning the team to lead rather than react to change 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.
9Mindfulness8 statements
Emerging
  1. Emotional regulation during sensitive conversations — maintains a calm, non-reactive presence when employees express frustration about benefit denials or pay decisions during direct consultations Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Focused document review — applies sustained, deliberate attention when reading complex regulatory text or multi-page benefit plan documents to avoid misinterpretation 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. Intentional advisement — pauses before responding to manager requests for classification exceptions to assess compliance implications fully rather than providing an immediate answer under social 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.
  2. Workload awareness — monitors personal capacity across simultaneous compliance deadlines and proactively communicates bandwidth constraints to supervisors before quality is compromised Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Applying
  1. Presence in employee consultations — gives full, undivided attention during one-on-one benefit counseling sessions, tracking verbal and nonverbal cues that indicate employee confusion or distress 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. Deliberate decision-making — structures compensation recommendation processes with intentional review checkpoints, preventing reactive or pressure-driven classification decisions from reaching approval 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. Stress-aware leadership — models and coaches mindful work practices within the HR team during peak periods such as open enrollment or annual compensation cycles, maintaining team performance without burnout Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
  2. Systemic attentiveness — maintains ongoing awareness of shifts in workforce sentiment, labor market conditions, and regulatory climate, integrating this environmental scanning into proactive benefit and compensation strategy 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.
10Fortitude8 statements
Emerging
  1. Compliance ambiguity tolerance — continues working through complex or ambiguous federal regulation language without abandoning the task, seeking clarification from authoritative sources before concluding 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. Rejection resilience — maintains professionalism and continues constructive engagement after leadership declines a recommended benefit plan change, revisiting the proposal with additional supporting evidence Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. Opens in new tab.
Developing
  1. Sustained audit participation — maintains accuracy and thoroughness throughout multi-week compensation or benefit audits despite the repetitive and detail-intensive nature of the work 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 challenge persistence — pursues resolution of complex multi-state compliance conflicts through extended research and legal consultation rather than defaulting to the most convenient interpretation 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. High-volume deadline management — sustains high-quality output across simultaneous federal reporting deadlines, open enrollment administration, and ongoing classification requests during peak HR calendar periods 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. Difficult stakeholder navigation — maintains composed, evidence-based positions when managers or executives push back on legally required classification determinations or benefit cost increases 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. Organizational change resilience — leads the compensation and benefits function through periods of significant organizational disruption such as mergers, restructurings, or regulatory overhaul, sustaining team morale and compliance integrity 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. Courageous compliance advocacy — escalates identified legal violations or unethical compensation practices to senior leadership or regulatory authorities when internal remediation fails, accepting personal professional risk in service of organizational and workforce integrity Pathsmith Durable SkillsPathsmith Durable Skills Framework — America Succeeds + CompTIA. 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 anchors59 anchors · skillscrosswalk.com

O*NET enrichment · skillscrosswalk.com

Suggest an O*NET correction

Source anchors that ground each statement

Related titles
Benefit Programs Specialist · Benefits Administrator (Benefits Admin) · Benefits Analyst · Benefits Consultant · Benefits Coordinator · Benefits Professional · Benefits Representative (Benefits Rep) · Benefits Specialist · Claims Benefit Specialist · Compensation Analyst · Compensation and Benefits Analyst · Compensation and Benefits Specialist
RAPIDS apprenticeships
—
O*NET skills
Reading ComprehensionActive ListeningSpeakingCritical ThinkingActive LearningWritingSystems EvaluationComplex Problem SolvingJudgment and Decision MakingSystems AnalysisMathematicsMonitoringSocial PerceptivenessCoordinationPersuasionNegotiationService OrientationTime Management
Knowledge domains
Personnel and Human ResourcesEnglish LanguageCustomer and Personal ServiceMathematicsAdministration and ManagementEconomics and AccountingAdministrativeComputers and ElectronicsLaw and Government
Abilities
Oral ExpressionOral ComprehensionWritten ComprehensionInductive ReasoningDeductive ReasoningProblem SensitivitySpeech ClarityInformation OrderingWritten ExpressionSpeech Recognition
Work styles
Attention to DetailDependabilityIntegrityCautiousnessAchievement OrientationIntellectual Curiosity
Technology
Human resources softwareDocument management softwareTime accounting softwareData base user interface and query softwareMedical softwareBusiness intelligence and data analysis softwareAnalytical or scientific softwareEnterprise resource planning ERP softwareWeb page creation and editing softwareSpreadsheet software
Tasks · seed anchors for statements
  1. Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers.
  2. Ensure company compliance with federal and state laws, including reporting requirements.
  3. Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies.
  4. Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.
  5. Plan and develop curricula and materials for training programs and conduct training.
  6. Assist in preparing and maintaining personnel records and handbooks.
CIP education codes
52.020152.080152.100152.1701

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.