Compensation and Benefits Administration
Developing, managing, and administering employee compensation and benefits policies ensuring cost efficiency and alignment with human resources strategies, and ability to attract top talent.
Level 1 Introductory: Demonstrates introductory understanding and ability and, with guidance, applies the competency in a few, simple situations. Can direct people to the appropriate source for further information.
BEHAVIORS
- Maintains a working knowledge of organization compensation and benefits administration procedures and relevant legislation.
- Provides and maintains compensation and benefits plan information.
- Maintains accurate and thorough benefits plan enrolment records.
- Provides general information on benefits plans to employees.
- Maintains confidentiality of benefits plan participant information.
QUESTIONS
- Describe a time when you answered a basic question from an employee on compensation or benefits.
Probing Questions
* What was the question?
* Where did you look for the answer?
* What did you tell the employee?
* How did you address the need for further or supplementary information?
* What was the result?
- Describe the processes you use to maintain compensation and/ or benefits information for your organization.
Probing Questions
* What systems did you use?
* What specific information were you asked to maintain?
* How did you ensure that the information was accurate and up to date?
* What information reports did you prepare?
* What is the reliability of your records and reports?
Level 2 Basic: Demonstrates basic knowledge and ability and, with guidance, can apply the competency in common situations that present limited difficulties.
BEHAVIORS
- Processes benefits transactions in accordance with defined procedures.
- Runs straightforward compensation and benefits reports.
- Assists with the application of compensation and benefits plans.
- Reconciles compensation and benefits payment data, including bonuses and commission payments.
- Responds to straightforward payroll and benefits inquiries.
- Performs basic benefits entitlement calculations.
- Applies compensation and benefits policies to make basic decisions.
- Communicates compensation and benefits policy changes to employees.
QUESTIONS
- Describe a time when you assisted a new employee with benefits enrollment.
Probing Questions
* How did you explain the benefits to the employee?
* How did you address the employee’s concerns and questions?
* Did the employee understand the options available, once they were explained?
* What action did you take to ensure the transaction you processed was what the employee wanted?
* Was the employee satisfied?
- Give an example of a time when you collected and analyzed industry information on compensation and benefits.
Probing Questions
* Why was this review being conducted?
* What sources did you use?
* How did you analyze and compare the data with your organization’s offerings?
* Did you recommend any changes, and if so, what were they?
* Were the changes adopted?
Level 3 Intermediate: Demonstrates solid knowledge and ability, and can apply the competency, with minimal or no guidance, in the full range of typical situations. Would require guidance to handle novel or more complex situations.
BEHAVIORS
- Interprets and applies compensation and benefits plans.
- Processes a variety of benefits transactions and calculations.
- Interprets and applies the provisions of benefit plans and applicable laws to respond to day to day operational inquiries.
- Prepares customized employee compensation and benefits reports.
- Facilitates information sessions for employees on benefits plans and entitlements.
- Responds to complex compensation and benefits inquiries.
QUESTIONS
- Describe a time when you conducted a cost-benefit analysis of your organization’s compensation or benefits plan.
Probing Questions
* What were the circumstances?
* What factors did you analyze?
* How did you go about analyzing them? What tools or techniques did you use?
* What were your findings/recommendations?
* What was the result?
- Tell me about a time when you provided compensation advice to a senior manager.
Probing Questions
* What was the issue?
* Was your approach different because it was a senior manager?
* What did you research?
* What did you recommend?
* What was the result?
Level 4 Advanced: Demonstrates advanced knowledge and ability and can apply the competency in new or complex situations. Guides other professionals.
BEHAVIORS
- Analyzes industry information on compensation and benefits to identify trends and compare their own offerings against competitors.
- Analyzes alternative compensation and benefits plan designs, their competitiveness, and associated cost structure.
- Coordinates the implementation of changes to benefit plans.
- Generates complex ad hoc reports and analyses data related to compensation and benefits plan transactions, budget, and performance.
- Advises other HR staff on compensation and benefits-related issues as needed.
- Assesses and monitors employee needs and usage as well as emerging compensation and benefits trends.
- Recommends changes to compensation and benefits plans for management consideration.
QUESTIONS
- Describe a time you made a recommendation for a change to an existing compensation or benefits program.
Probing Questions
* How did you identify the need and what was it?
* What factors did you consider in your analysis?
* What change did you recommend and why?
* How did you address the concerns of various stakeholders?
* What was the result?
- Tell us about a time you designed and conducted a compensation review.
Probing Questions
* What issues gave rise to the need for a review?
* Describe the review program design. How did it address fairness?
* What critical factors did you consider in carrying out the review?
* What recommendations did you make?
* What was the result of your actions?
Level 5 Expert: Demonstrates expert knowledge and ability, and can apply the competency in the most complex situations. Develops new approaches, methods or policies in the area. Is recognized as an expert, internally and/or externally.
BEHAVIORS
- Modifies compensation and benefits programs ensuring a balance between control of costs and attracting and retaining staff.
- Negotiates all benefits vendor contracts for accuracy, and monitors to ensure compliance with negotiated terms and conditions.
- Manages the employee compensation and benefits budget.
- Identifies the potential implications for the organization of changes in compensation and/or benefits related legislation.
- Recommends changes to current compensation and benefits policies, procedures and plans to assist in recruitment and retention.
QUESTIONS
- Tell us about a time when you played a strategic role in the development of your organization's benefits or compensation programs.
Probing Questions
* How did you identify the core issues to be addressed?
* How did you gain the commitment and involvement of the executive team?
* How did you determine the strategic benefits for the organization?
* What external input did you consider in the program development?
* What impact did the recommended changes have on the organization's success?
- Describe a time when you were tasked with developing and implementing changes to the organization's compensat