compensation-analyst/references/tasks.md

Tasks & work activities — compensation analyst

Source: O*NET 30.3, occupation 13-1141.00 (Compensation, Benefits, and Job Analysis Specialists) — manual nearest-occupation mapping via ISCO group 2423; the official ESCO crosswalk has no entry for this ESCO occupation.

Task statements

• [Supplemental] Develop and administer compensation programs, such as merit or incentive pay.
• [Supplemental] Evaluate job positions, determining classification, exempt or non-exempt status, and salary.
• [Core] Ensure company compliance with federal and state laws, including reporting requirements.
• [Core] Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.
• [Supplemental] Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.
• [Supplemental] Provide advice on the resolution of classification and salary complaints.
• [Supplemental] Prepare occupational classifications, job descriptions, and salary scales.
• [Core] Assist in preparing and maintaining personnel records and handbooks.
• [Supplemental] Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information.
• [Core] Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers.
• [Supplemental] Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances.
• [Supplemental] Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs.
• [Supplemental] Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.
• [Core] Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies.
• [Supplemental] Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government.
• [Supplemental] Advise staff of individuals' qualifications.
• [Supplemental] Assess need for and develop job analysis instruments and materials.
• [Supplemental] Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.
• [Core] Plan and develop curricula and materials for training programs and conduct training.
• [Supplemental] Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information.
• [Supplemental] Consult with, or serve as, technical liaison between business, industry, government, and union officials.
• [Supplemental] Prepare research results for publication in form of journals, books, manuals, and film.

Detailed work activities

• Administer compensation or benefits programs.
• Advise others on human resources topics.
• Analyze business or financial data.
• Analyze jobs using observation, survey, or interview techniques.
• Arrange collective bargaining agreements.
• Communicate with government agencies.
• Conduct surveys in organizations.
• Develop organizational policies or programs.
• Establish business management methods.
• Evaluate effectiveness of personnel policies or practices.
• Inform individuals or organizations of status or findings.
• Maintain personnel records.
• Monitor organizational compliance with regulations.
• Oversee business processes.
• Prepare operational reports.
• Prepare research reports.
• Train personnel in organizational or compliance procedures.