Compensation and benefits job descriptions

Compensation and benefits job descriptions

Compensations and benefits job descriptions

1. Job description types of Compensations and benefits department

Compensation and benefits manager
Compensation and benefits officer
Compensation and benefits specialist
Compensation and benefits coordinator
Compensation and benefits assistant

2. Basic functions of Compensations and benefits department

• Provides services to employees to answer their benefit questions, resolve problems related to access to or payment of benefits, orient newly eligible employees, and process enrollment forms, changes, and loan requests.
• Maintains employee benefits data in automated human resources information systems.
• Coordinates transfer of data to external vendors, plan providers, auditors, and consultants.
• Negotiates and contracts with benefit plan providers, vendors, auditors, and consultants for services, premiums, and plan administration.
• Prepares and communicates information to employees and former employees about benefit programs, procedures, changes, and government-mandated disclosures.
• Analyzes and evaluates services, coverage, and options available through insurance and investment companies to determine programs best meeting needs of organization.

3. Related Compensations and benefits documents:

Compensation and benefits interview questions
Compensation and benefits resumes
Compensation and benefits cover letters
Human resources job description (all JDs of recruitment, training, C&B …).
HR KPI
sample interview questions

Tips to write effective job description

Not having the job description reviewed by others:

This is also a common mistake. One may be subject to bias, but more than one, especially with the help of those external advisor, the job description can be more perfect.

Not specific enough:

Be specific and concise; if you don’t address the specific, then what the job description is for. It is for the candidate to understand just exactly what he needs to do or needs to have. Lacking details can confuse the candidates very well.

Listing unnecessary functions or job duties:

Just classifying these into the “others” category will save you a lot of effort and space. On the other hand, the job description will become more dilute and easy to be neglected.

Using buzzwords or abbreviations:

In fact, it is not necessary at all to use such in a job description.

Using slang or legal words:

just use common wording to communicate with others and don’t do anything extraordinarily.

Not updating the job description:

The same job may require different duties and responsibilities in different times, so, you cannot use the same job description for 2 different times.

Source: 12 tips to writer an effective job description – http://www.humanresources.hrvinet.com/tip-to-writing-job-description/

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