State of Connecticut Home Follow Us on FacebookFollow Us on TwitterFollow Us on Flickr
Connecticut Department of Labor Home Connecticut Careers in Science, Technology, Engineering, and Mathematics - STEM
LMI Home About Us Publications FAQ Glossary Contact Us
Compensation and Benefits Managers Go Back to List
Plan, direct, or coordinate compensation and benefits activities of an organization.
 Tools & Technology
 Tools used in this occupation:
 
  • Read write digital versatile disc DVD
  •  
  • High capacity removable media drives
  •  
  • Notebook computers
  •  
  • Personal digital assistant PDAs or organizers
  •  
  • Desktop computers
  •  Technology used in this occupation:
     
  • Human resources software
  •  
  • Enterprise resource planning ERP software
  •  
  • Data base user interface and query software
  •  
  • Graphics or photo imaging software
  •  
  • Project management software
  •  Tasks
     
  • Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.
  •  
  • Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
  •  
  • Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
  •  
  • Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.
  •  
  • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
  •  
  • Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.
  •  
  • Design, evaluate and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.
  •  
  • Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
  •  
  • Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.
  •  
  • Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
  •  Skills
     
  • Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
  •  
  • Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times.
  •  
  • Speaking - Talking to others to convey information effectively.
  •  
  • Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
  •  
  • Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
  •  
  • Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
  •  
  • Writing - Communicating effectively in writing as appropriate for the needs of the audience.
  •  
  • Time Management - Managing one's own time and the time of others.
  •  
  • Management of Personnel Resources - Motivating, developing, and directing people as they work, identifying the best people for the job.
  •  
  • Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
  •  Knowledge
     
  • Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
  •  
  • Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
  •  
  • English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
  •  
  • Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
  •  
  • Mathematics - Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
  •  
  • Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
  •  
  • Economics and Accounting - Knowledge of economic and accounting principles and practices, the financial markets, banking and the analysis and reporting of financial data.
  •  
  • Computers and Electronics - Knowledge of circuit boards, processors, chips, electronic equipment, and computer hardware and software, including applications and programming.
  •  
  • Psychology - Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
  •  
  • Communications and Media - Knowledge of media production, communication, and dissemination techniques and methods. This includes alternative ways to inform and entertain via written, oral, and visual media.
  •  Search for Jobs on Connecticut's Labor Exchange (CTJOBcentral)
      (Please note that some searches may not produce any results.)
     Education & Training
      Education:   Most of these occupations require a four-year bachelor's degree, but some do not.
      Related Experience:   A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
      View Related Programs on Connecticut's Education & Training ConneCTion site.
     Browse Through a List of Businesses That Employ People With Your Same Skills
      Potential Employer Search
     Wage Information
     
    Region Average Entry Level  Mid-Range 
    Annual  Hourly 
    Statewide $152,061.00 $73.11  $47.50  $53.72 - $84.01 
    Bridgeport/Stamford $158,389.00 $76.15  $49.45  $56.60 - $90.16 
    Danbury $123,116.00 $59.19  $41.99  $44.84 - $73.62 
    Hartford $163,992.00 $78.84  $51.64  $57.76 - $88.54 
    New Haven $119,473.00 $57.44  $38.29  $42.82 - $73.99 
    New London/Norwich $140,416.00 $67.50  $45.18  $54.28 - $77.85 
    Waterbury $141,395.00 $67.98  $51.13  $55.04 - $76.44 
    ONET Resource Center Some of the occupational information on this page is formulated from O*NETTM v17.0 data. O*NETTM is a trademark of the U.S. Department of Labor, Employment and Training Administration.
    Go Connecticut LMI Home State of Connecticut Department of Labor - Office of Research
    200 Folly Brook Boulevard, Wethersfield, CT 06109 / Phone: 860-263-6275
    LMI Home | CTDOL Home | CT.gov | Feedback | Disclaimer | Privacy Policy | Accessibility Policy
    This workforce product was funded by a grant awarded by the U.S. Department of Labor's Employment and Training Administration. (more)
    Go to the State of Connecticut website