WHAT DOES A COMPENSATION AND BENEFITS SPECIALIST DO?
Updated: Mai 16, 2025 - The Compensation and Benefits Specialist ensures the effectiveness of benefit programs, including pensions and insurances, maintaining competitive standards. Coordinates health and wellbeing initiatives, upholding data integrity in reward management and compliance with GDPR for Gender Pay reporting. Engages in benchmarking and advising on compensation structures, supporting HR in project leadership and actuarial analyses.
A Review of Professional Skills and Functions for Compensation and Benefits Specialist
1. Compensation and Benefits Specialist Duties
- Compliance Support: Support the Head of Reward to ensure compensation practices (including pensions) are compliant with current legislation and support inclusion and diversity values
- Benefits Monitoring: Monitor the benefits program across pensions, insurances, and flexible benefits providers to ensure cost-effectiveness and competitiveness
- Health Initiatives: Coordinate the promotion of health and wellbeing initiatives
- Data Management: Enhance the reputation of the reward function regarding how employee reward data is managed and communicated
- Gender Pay Reporting: Coordinate Gender Pay Gap reporting and GDPR compliance
- Job Evaluations: Perform job and level evaluations to benchmark roles and assign appropriate salary ranges
- Compensation Advising: Partner with HR and Managers to advise on compensation proposals, benefit programs, and systems
- Benchmarking: Conduct full benchmarking exercises to enhance the Leidos UK & Europe employer brand
- Pension Adjustments: Process court inquiries regarding pension rights adjustments, coordinating with providers and courts
- Project Leadership: Lead compensation-based projects and align with HR Advisors in employee request cases
- Report Preparation: Prepare and send reports to service providers
- Data Reporting: Ensure monthly data reporting accuracy and correct entries or contributions in the GV system
- Employee Inquiries: Process employee inquiries on remuneration statements
- Actuarial Support: Support the reporting and data evaluation process for actuaries
- System Corrections: Ensure corrections in the SAP system and initiate payroll implementation
2. Compensation and Benefits Specialist Details
- Reward Strategy: Responsible for the alignment of key HR and business stakeholders in EMEA and global headquarters on the definition of the EMEA reward strategy
- Market Trends: Monitor and research compensation and benefits trends, evolving the EMEA Compensation & Benefits structure and reviewing compensation surveys
- Job Structure: Maintain and develop the EMEA job and grading structure, consulting HR Business Partners and Managers on job values and benchmark strategy
- Compensation Consultation: Focus on providing compensation consultation to stakeholders, leveraging central practices to align with global and regional strategies
- Partnering: Effectively partner with HR colleagues and business clients to provide guidance and develop solutions on compensation & benefits topics
- Plan Fairness: Ensure compensation and benefits plans are fair, equitable, competitive, compliant, and aligned with company strategy and goals
- Reporting: Design reports and recommendations based on research and analysis
- Salary Management: Manage and steer salary increases and bonus rounds for the EMEA region
- Vendor Collaboration: Collaborate with outside vendors, such as salary benchmark providers and benefits vendors
- Dashboard Design: Design, create, and consolidate functional requirements for the global Compensation & Benefits dashboard, collaborating across functional areas
- Reward Improvement: Continual improvement of reward offerings
- SLA Adherence: Contractor and supplier adherence to SLA commitments
- Talent Retention: Retention of critical skills/top talent and compensation analysis
- Pay Cycle Management: Be responsible for annual pay and performance cycle management
3. Compensation and Benefits Specialist Responsibilities
- Business Support: Be the Business Support in providing support to the line on HR rewards and performance management matters
- Effective Delivery: Ensure effective and efficient delivery of rewards and performance management matters
- Timely Recommendations: Make timely recommendations to address issues raised by the line with quick turnaround time
- Policy Compliance: Comply with policies and procedures when providing support to the line
- Policy Knowledge: Be conversant in all policies and tools of trade, e.g., Employment Act, EPF Act, Income Tax Act
- Data Maintenance: Ensure accurate data maintenance in all areas managed by you
- Process Improvement: Seek improvements in areas of work for better productivity and efficiency
- Documentation: Ensure all processes and information are properly documented and filed for business continuity and ease of retrieval
- Operational Review: Ensure all operational processes are constantly reviewed and updated
- Workplace Maintenance: Maintain a conducive workplace, assist in budget planning and administration
- Strategic Partnership: Be a strategic partner to the HRBPs by working closely and understanding their needs to provide the required support
- Team Collaboration: Be a team player and ensure good teamwork within and outside the division
- Initiative Support: Actively support the Bank’s initiatives, e.g., BE initiatives, cost rationalization initiatives
- Policy Impact: Participate in the elaboration and analysis of the impacts of the implementation of different policies across geographies
- Optimization Projects: Participate in different optimization projects to increase efficiency in C&B activities
4. Compensation and Benefits Specialist Accountabilities
- HR Programs: Implement and coordinate HR programs, tools, and policies in line with Nexans HR and country legislation
- Operational Processes: Perform and coordinate processes on an operational basis for different plants in Belgium and lead project change management
- Project Support: Advise and support local HR Managers and HR employees regarding project change management
- C&B Expertise: Be an expert on Compensation and Benefits topics and drive C&B programs in Belgium
- Policy Translation: Translate the C&B Group policies and/or design programs in line with Group initiatives within scope constraints
- Compensation Policies: Design, develop, and implement attractive and compliant global compensation policies and act as a sparring partner for all global compensation queries
- Global Projects: Lead and manage global compensation projects e.g., global payroll, launch of new initiatives, etc.
- Total Rewards: Develop an innovative and competitive total rewards package that aligns with strategy and business goals
- Market Analysis: Perform market analyses into emerging C&B trends/issues/best practices, liaise with market data providers, and participate in local and international salary & benefit surveys
- Cost Analysis: Be responsible for cost analyses and modeling, conduct periodic audits, and prepare reports for corporate governance purposes (equal pay, gender pay, living wage, pay ratios, etc.)
- Global Mobility: Oversee the company’s global mobility function and proactively communicate effective strategies and success metrics to all stakeholders
- C&B Communication: Support the team with the communication of Compensation & Benefits information to employees and other stakeholders
- Market Trends: Support the team in understanding market practices and trends, and identify gaps between Jerónimo Martins's practice and the market using different models, metrics, and analysis
- Data Collection: Collect and analyze Compensation & Benefits data from a broad range of internal sources, ensuring its reliability to support the development of projects and/or corporate processes
5. Compensation and Benefits Specialist Functions
- Market Analysis: Conducts market analysis of company jobs and compensation and benefit programs to ensure competitiveness
- Job Descriptions: Develops and/or reviews job descriptions to determine appropriate pay based on market data
- Job Structure: Reviews and maintains job descriptions and salary structure
- Nondiscrimination Testing: Performs nondiscrimination testing on compensation and benefit plans
- Salary Recommendations: Consults with leaders to provide salary recommendations for internal and external candidates based on experience, benchmark data, and budget
- Enrollment Audits: Completes ongoing enrollment audits between HRIS (Workday) and carriers to ensure accurate records of employees and dependents
- Reporting: Develops and delivers reports and presentations on compensation and benefit plan performance
- Compliance: Ensures compliance of compensation and benefit plans including reporting, audits, and filings
- Leave Management: Manages the leave of absence process in partnership with the third-party administrator
- Benefit Processing: Processes benefit enrollments and changes
- Primary Contact: Functions as the primary point of contact for all internal and external inquiries regarding compensation and benefits
- Payroll Management: Responsible for the payroll and post-payroll process at the Country level for impats and expats
- Centralized Payroll: Be responsible for the centralized payroll of managers, white-collar, and blue-collar employees at the Country level
- Policy Implementation: Ensure that Time Management and payroll policies, processes, and tools are implemented
- Negotiation Support: Advise and support site managers during negotiations for site