Find out the top 10 core skills you need to master as a compensation and benefits manager and what hard skills you need to know to succeed in this job.
A Compensation and Benefits Manager is tasked with the primary responsibility for designing, planning and implementing compensation and benefits programs, procedures and policies for all company employees. He/she will also get to manage the company's employee payroll, while also handling any inquiries or complaints that relate to compensation and benefits programs.
Other duties that he or she will get to perform are; reviewing policies and procedures that relate to compensation and benefits, provide recommendation for the various policies, ensuring that the compensation and benefits packages are good enough to retain and hire employees, ensuring that all compensation and benefits package are in line with all legal requirements and ensuring that programs meet employee's needs.
Core Skills Required to be a Compensation and Benefits Manager
Core skills describe a set of non-technical abilities, knowledge, and understanding that form the basis for successful participation in the workplace. Core skills enable employees to efficiently and professionally navigate the world of work and interact with others, as well as adapt and think critically to solve problems.
Core skills are often tagged onto job descriptions to find or attract employees with specific essential core values that enable the company to remain competitive, build relationships, and improve productivity.
A compensation and benefits manager should master the following 10 core skills to fulfill her job properly.
Public Speaking though closely related to presenting differs in that it is the process of performing a speech before a live audience with the purpose of informing, persuading or entertaining.
A Compensation and Benefits Manager must be equipped with good public speaking skills to be able to address an audience through presentations or talks to drive the point home and create a reputable record.
Inspiring is encouraging one to be their best in contributing to the vision of an organization where they are placed and entrusted to work.
A Compensation and Benefits Manager must create a culture where the staff can use their professional prowess and aspire to be the best by giving them a clear vision and purpose through decisive leadership that motivates and inspires them.
Managing at team:
Managing is the administration of an organization which includes activities of setting the strategy of an organization and coordinating the efforts of the employees to accomplish its objectives.
A Compensation and Benefits Manager must learn the art of creating corporate policy, organizing, planning, controlling and directing organization resources to achieve the aims of the policies formed while making decisions to oversee the enterprise.
Dependability is the characteristic of being able to be counted on and relied upon by providing services that be trusted within a period.
A Compensation and Benefits Manager needs to be dependable and hire reliable employees who can be counted on as consistent and beneficial to the business, building their niche as an essential element of the larger team without worrying about bringing less than your efforts.
Assertiveness is the inclination to stand up for your rights or other people's rights in a calm and concrete way without being aggressive or accepting a wrong.
A Compensation and Benefits Manager must be self-assured and confident to master the skills to put his points across without upsetting others or becoming angry and allowing the employees to do the same while complying with the company's policies and procedures.
Emotion Management is the ability to realize, readily accept and successfully control feelings on oneself and sometimes in others around you by being in complete authority over your thoughts and feelings that are generated whenever your values are touched.
A Compensation and Benefits Manager must be able to manage his emotions as well as assist the staff to control their emotions to ensure that the professional reputation, the efficiency, and productivity is not compromised.
Emotional Intelligence is the capability to identify your emotions, understand what they are telling me and realize how the feelings are affecting you and the people around you.
A Compensation and Benefits Manager should be wise to handle different personalities that carry different emotions presented in the workplace while ensuring relationships are managed more efficiently by respecting your perception and the employee's as well.
Personal Commitment is an obligation that you have voluntarily agreed to fulfill without being cajoled or threatened and are willing to be held accountable for the results.
A Compensation and Benefits Manager ought to understand that though adopting new policies and procedures will be met with resistance, the approach by which safety standards are implemented and enforced influences employee's attitudes and commitment towards the organization.
Practical Thinking is the skill to think creatively about projects or work that requires your full attention to be completed and to bring great results.
A Compensation and Benefits Manager must ensure the decisions he makes are well sought after using professional characteristics for employees with high-level responsibilities to feel included and to allow growth for everyone in a constantly changing world that requires creativity.
Project Management is structuring a to-do list for your project or company containing tasks and responsibilities as well as creating a roadmap for the execution of those duties promptly.
A Compensation and Benefits Manager must place emphasis on the application of the project management methodologies and principles by the staff in the daily functions and responsibilities to foster efficiently as well as create a competitive advantage in the heavily competitive business space.
Hard Skills Required to be a Compensation and Benefits Manager
Hard skills are job-specific skill sets, or expertise, that are teachable and whose presence can be tested through exams. While core skills are more difficult to quantify and less tangible, hard skills are quantifiable and more defined.
Hard skills are usually listed on an applicant's resume to help recruiters know the applicant's qualifications for the applied position. A recruiter, therefore, needs to review the applicant's resume and education to find out if he/she has the knowledge necessary to get the job done.
A compensation and benefits manager should have a good command of the following hard skills to succeed in her job.