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Position Summaries
Position Duties and Responsibilities
Position Requirements

GTS 3 Job Description
Manager Compensation & Benefits Corporate
January 17, 2021

Position Summary Alternatives

  1. Manages the design, implementation, and administration of compensation programs including job evaluation, salary administration, and bonus programs. Administers performance appraisal.
  2. Responsible for the strategic planning and management of all corporate total compensation programs. Directs the research, development, implementation, and monitoring of compensation plans. Counsels with management regarding the application of sound compensation, principles, and practices. Oversees the compliance with legal requirements associated with compensation.
  3. Manage the salaried exempt and non-exempt compensation planning and administration, executive compensation program development, and job description review and maintenance.
  4. Manages, plans, conducts, and coordinates broad and varied assignments including but not limited to the following: Evaluates jobs. Participates in, develops, and analyzes salary surveys Develops and monitors merit budgets, approves salary increases within company policy, incentive compensation development, and administration. Counsels supervisors and managers in the administration and interpretation of compensation policy assuring consistent administration throughout the company.
  5. Directs the work of employees in the investigation, evaluation, and resolution of workers’ compensation claims presented by Agency employees. Responsible for workers’ compensation settlements up to $20,000. Participates with Safety and Operations departments in Agency-wide loss control and injury prevention efforts.
  6. Coordinate, input, and disseminate benefit information to employees and staff to facilitate smooth workflow.
  7. Responsible for the overall direction and administration of company benefit programs. Develops and recommends new and/or improved policies and plans regarding employee benefits while ensuring compliance to all federal, state, and local regulations and laws.
  8. Responsible for planning, strategy development, and overall management of benefits programs for active and retired employees for the Corporation including supporting employees in the use and understanding of available benefits. In addition, manage the personnel records function and the development and implementation of a human resource information system
  9. The position is responsible for planning and executing policies relating to compensation, employment, and employee relations activities. The incumbent serves as a source of advice and assistance on personnel matters and problems generally. Through planning and executing policies and serving as a source of advice, the incumbent serves as a link between management and employees.
  10. To ensure that the compensation systems facilitate the timely achievement of the company’s strategic objectives supporting a challenging and motivating work environment where employees are appropriately rewarded for their performance and contributions.
  11. This position reports to the Corporate Human Resources Manager and is responsible for formulating and implementing corporate compensation programs for management, exempt, and non-exempt employees and for the maintenance, planning, design and support of the corporate Human Resource Information System (HRIS). This position has supervisory responsibility.
  12. To oversee and participate in the design, management, and administration of compensation, benefit, and HRIS programs to the conformance of company philosophies and business objectives. To supervise related personnel in the accomplishment of defined activities.
  13. Responsible for direction of total compensation and benefits strategy for the company; facilitate and accountable for our investment in people; research, define, support, communicate and interpret company philosophy about its people/reward policies.
  14. Assumes accountability for ensuring the optimum efficiency and effectiveness of the Human Resources function for all international operations and locations of the company. Designs develop and implement competitive and cost-effective compensation programs for all categories of employees in all locations, including executive and international employees. Plans develop, directs, and controls Pacific/South Division policy and human resource programs to provide and maintain an effective organization that will enable the Corporation to achieve its short-and long-term goals for its worldwide organization.
  15. Responsible for administering the Stock Option Plans, Recognition and Retention Plans and assisting in the interpretation of all benefits plans. Responsible for the accountability and direction of multiple millions of dollars pertaining to the Stock Option Plans.

Position Duties And Responsibilities Alternatives

  1. Assures benefit plans support corporate strategies and values relating to innovation and customer service.
  2. Manages the systematic administration of corporate domestic and international employee benefit programs.
  3. Develops and recommends new, improved and/or changed benefit programs.
  4. Periodically audits the administration of benefit programs throughout the Corporation.
  5. Maintains up-to-date contacts with suppliers of various types of benefit insurance and performs benefit cost analysis.
  6. Maintains up-to-date studies of internal and external equity and mix of benefit programs.
  7. Analyzes feedback from benefit plan participants.
  8. Keeps attuned to and reacts to government regulation (international and domestic.
  9. Is responsible for the cost effectiveness of the level and type of benefits in force.
  10. Maintains a “corporate” point of view and philosophy regarding employee benefits.
  11. Establishes criteria to determine situations where employee contributions should exist and establishes contribution levels.
  12. Maintains long- and short-range plans for benefits programs.
  13. Maintains a list of criteria on which the objectives and resulting effectiveness of benefit programs can be tracked.
  14. Assesses projected individual and corporate tax effects of individual benefit programs.
  15. Meets corporate budgetary planning requests.
  16. Prepares recommendation for change based on competition and cost analysis.
  17. Maintains projected cost, for budgeting purposes, on all individual benefit programs.
  18. Periodically compares projected costs against actual costs, and reports.
  19. Prepares, annually, actual direct and indirect costs of each program. Relates this to salary payments and trend analysis.
  20. Devises methods of monitoring and controlling expenses of benefits.
  21. Monitors competitors’ benefits programs.
  22. Monitors corporate and field temporary and permanent recordkeeping for coverage and accuracy.
  23. Audits supplier billings.
  24. Audits for non-duplication of benefit payments.
  25. Performs internal audit for ERISA.
  26. Performs internal audit prior to outside audit.
  27. Audits employees’ contribution accounts.
  28. Develops and maintains an administration manual for use by Division and Corporate Human Resources Managers.
  29. Assures accurate recordkeeping on each benefit program.
  30. Maintains a monthly check list of all required supplier and government reports.
  31. Monitors the changing needs and desires of employees regarding benefits.
  32. Prepares and maintains government required “summary plan descriptions.
  33. Prepares charts, graphs and content for benefit communication meetings, both individual and group.
  34. Prepares and maintains benefit orientation material.
  35. Establishes certain areas of communication (such as quoting individual retirement figures).
  36. Establishes a method of handling most individual benefit problems by local Human Resources employees.
  37. Manages and administers multi group life, health, LTD, ADD, defined benefit pension and defined contribution 40l(k) plans for a multi-state, multi-facility organization.
  38. Processes documents necessary for the implementation and updating of benefit programs.
  39. Participates in the establishment of long-range objectives of company benefit programs.
  40. Conducts negotiations with outside vendors of benefits products and services and participates in outsourcing activities.
  41. Serves as “resident expert” for a multi-location organization and acts as liaison for Human Resource departments.
  42. Coordinates all recordkeeping, reporting, disclosure, and compliance requirements.
  43. Provides and coordinates employee communication regarding benefit programs.
  44. Collects and analyzes information regarding other company’s benefit programs to ensure our competitive position in the labor market.
  45. Informs top management of trends and developments. Gives advice and counsel.
  46. Supervises personnel necessary for administration of health and welfare benefit programs.
  47. Recommends policies and policy change regarding benefits to top management.
  48. Directs all employee benefit programs including disability, group life, health and dental insurance.
  49. Researches, recommends and implements changes to programs for annual review.
  50. Leads the annual bidding process for renewal of plans and oversees payment of premiums, claims and administrative fees.
  51. Directs the administration of the 401(k) Plan including enrollment activity, terminations, plan changes, loans and communications to employees.
  52. Ensures compliance with IRS and DOL regulations.
  53. Establishes policies and procedures and audits benefit Plan programs as needed.
  54. Directs COBRA Continuation Program.
  55. Reviews and revises procedures and employee notices for program.
  56. Ensures compliance with current legislation.
  57. Participates in establishment of long-range objectives of company benefits programs.
  58. Prepares Handbook/SPD and 5500’s for all benefits plans.
  59. Oversees the update and distribution of Summary Annual Reports.
  60. Designs, develops, recommends and implements new policies and plans with regard to employee benefits.
  61. Collaborates with the Director of Human Resources in formulating budgets and determining staff requirements. 
  62. Establishes budget controls and recommends expenditure priorities.
  63. Recommends and justifies capital equipment and staffing requirements.
  64. Supervises employee benefits staff.
  65. Directs special projects as needed.
  66. Works closely with all levels of management including executive officers.
  67. Assist in the establishment of corporate long-range objectives regarding employee benefit programs.
  68. Develop and implement plans and strategies for the health and welfare, pension, and human resource information systems functions which outline actions to support short and long-range business objectives.
  69. Contribute to the formulation of Human Resources Department plans, objectives and strategies.
  70. Monitor performance against plans and take action as needed to ensure achievement of objectives.
  71. Develop, recommend, implement and administer benefit plans which provide value to employees, are cost-effective for the organization, and meet defined objectives.
  72. Ensure effective benefit communications.
  73. Work cooperatively with the communications services function in the production of all benefit-related messages and material.
  74. Act as a liaison with carriers, vendors and consultants on various matters such as plan design, contracts, coverage and renewals.
  75. Act as a resource to international locations and management in addressing various issues.
  76. Assure all company-sponsored plans, including their design and changes thereto, are in compliance with all relevant legal requirements and ERISA reporting and disclosure requirements.
  77. Direct the development, implementation, and maintenance of a human resource information system to support reporting and analysis for various Human Resources processes and tasks, including employee records, manpower planning; succession planning; wage and salary planning; benefits planning; pension analysis and administration; and employee and management development.
  78. Manage the personnel records function.
  79. Manage the human and physical resources in assigned areas of responsibility.
  80. Develop and maintain the knowledge and skills necessary to perform job responsibilities, including knowledge of employee benefits and HRIS trends and developments.
  81. Strive to continuously improve in all functional and position responsibilities and activities.
  82. Maintain effective working relationships within and outside the organization as required to meet performance objectives.
  83. Know and adhere to all relevant Corporate and department policies and practices and ensure subordinates’ adherence.
  84. Perform special assignments as directed by the Vice President – Human Resources or other members of senior management.
  85. Keep Vice President – Human Resources informed of all pertinent matters related to job responsibilities.
  86. Manages technical information and/or research development and services.
  87. Solicits, analyzes, interprets, synthesizes and integrates technical information from various sources to contribute to knowledge in the field.
  88. Plans and leads technical content strategies.
  89. Leads and manages product development and maintenance from a strategic, compensation and benefits content perspective, to ensure relevance and high quality.
  90. Works as a partner with the Board of Directors, including providing support for issue/topic-identification groups and forming/providing staff management for task teams.
  91. Provides compensation and benefits technical counsel and expertise.
  92. Encourages professional development of staff, serving as a mentor and coach.
  93. Participates in and leads cross-functional staff teams.
  94. Directs the formulation and administration of a job evaluation program.
  95. Formulates appropriate policies and procedures for the management of the company’s reward systems.
  96. Develops and recommends incentive compensation plans for application in particular segments or particular organization levels of the company. Special emphasis is placed on executive compensation and key employee retention plans.
  97. Participates in the establishment of corporate long-range objectives regarding compensation programs.
  98. Directs management of a closed-loop reporting system for the measure of fiscal year salary increase programs.
  99. Directs on-going studies for improving effectiveness of existing company compensation.
  100. Coordinates with Divisional Management the management of the Human Resources functions in Europe, Canada, Japan, and Pacific/South. Provides guidance to International Management.
  101. Develops, implements, and manages compensation programs for expatriates and third country nationals. Programs include salary administration, tax equalization, capital accumulation, differentials, and allowances.
  102. Participates in Pacific/South Division decision-making process from a human resources perspective, identifying the effect of human factors on long-range business planning, interpreting Corporate and Division human resource policy, formulating and recommending new policy, and recommending change in existing policy to meet business goals and objectives.
  103. Coordinates and implements operational human resource objectives for the Pacific/South Division and administers human resource programs which include the following: staffing requirements, employee selection, training and development, succession planning, rewards, employee relations, employee communication, compliance with local labor laws.
  104. Provides Human Resource approval of personnel actions including employment, terminations, salary increases, promotions, transfers, etc., for all functional personnel. Formulates department budget.
  105. Directs the intern and trainee programs for the company’s international operations.
  106. Assists in identification and development of high potential student interns.
  107. Manages the bonding program for these intern and temporary employees.
  108. Develops and manages the department budget.
  109. Supervise, train, and delegate projects to Compensation support staff to maintain the integrity of position descriptions, organizational charts, Wage and Salary program, and HRIS tables.
  110. Oversee the preparation, review, and processing of all performance appraisals, salary increases, and reports as needed.
  111. Perform job pricing/analysis/evaluation to determine job parameters, organizational design, and competitive wage rates.
  112. Conduct and participate in surveys/research.
  113. Analyze survey results and recommend changes to the compensation program to maintain compensation objectives and ensure internal equity and external competitiveness.
  114. Communicate current compensation policies and procedures to Management and employees to maintain uniform understanding and application.
  115. Participate in the design and implementation of variable pay and incentive programs.
  116. Research and provide recommendations for annual merit increase budget and matrix, and salary structure budget.
  117. Provide support for special projects and other business activities as needed.
  118. Responsible for evaluation of present programs through research, surveys, and analysis of trends and regulations to ensure plans are current, competitive, legal, and strategically consistent.
  119. Works with vendors and consultants to properly structure, price and market the various plans.
  120. Monitors and coordinates the development of all ancillary compensation and benefit programs such as group and unit incentive/bonus plans, noncash reward and recognition plans, and nonstandard employee and executive benefits.
  121. Supervises employees who support the compensation and benefit functions.

Position Requirements (check one)

  1. Typically has a bachelor’s degree, and 6 to 8 years of experience including 1 years of supervisory experience, or equivalent relevant work experience; e.g., each year of work experience may be substituted for each year of education required.
  2. Typically has a bachelor’s degree, and 8 to 10 years of experience including 2 years of supervisory experience, or equivalent relevant work experience; e.g., each year of work experience may be substituted for each year of education required.
  3. Typically has a bachelor’s degree, and 11 to 12 or more years of experience including 3 years of supervisory experience, or equivalent relevant work experience; e.g., each year of work experience may be substituted for each year of education required.