Skills & Competencies for Benefits Director

Benefits Director job profile

JOB SUMMARY for Benefits Director

Plans and directs the overall design, implementation, communication, and administration of the organization's health and welfare benefits programs.

JOB RESPONSIBILITIES for Benefits Director

Leads the development of new initiatives to establish competitive and cost-effective benefits programs. Ensures that programs adhere to current regulations and support the organization's strategic objectives. Evaluates current programs to ensure compliance with governmental regulations and competitiveness with other organizations.

Benefits Director SALARY RANGE

BASE 50%
$195,387
TOTAL 50%
$230,857
Job Level
M04
Job Code
HR09200489
Education/Degree
Bachelor's Degree
Reports To
Top Management

Benefits Director Skills and Competencies List

Proficiency Levels and Behavioural Indicators
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Benefits Director skill and competencie below to view definitions.

7 general skills or competencies (Job family competencies) for Benefits Director

1 Job Family Competencies – Benefit Programs
Proficiency Level -5
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Identifies major types of benefits program.
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Level 2 Behaviors
(Light Experience)
Performs employees' needs assessment to support the selection and of benefit program.
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Level 3 Behaviors
(Moderate Experience)
Recommends improvements to the overall benefits program.
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Level 4 Behaviors
(Extensive Experience)
Monitors benefit programs cost and recommends appropriate actions to mitigate cost.
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Level 5 Behaviors
(Mastery)
Establishes a periodic evaluation process to assess effectiveness of benefits.
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2 Job Family Competencies – Diversity and Inclusion
Proficiency Level -4
Skill definition-Developing and promoting acquaintance, empowerment, and integration of each unique individual to create a productive and safe working environment.
Level 1 Behaviors
(General Familiarity)
Explains the principles of diversity and inclusion to value individual differences.
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Level 2 Behaviors
(Light Experience)
Identifies and collects diversity and inclusion needs to support employee empowerment and respect.
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Level 3 Behaviors
(Moderate Experience)
Utilizes a diversity and inclusion framework to address employee wellness and sustainability issues.
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Level 4 Behaviors
(Extensive Experience)
Provides consultation on teams in valuing diversity and inclusion to promote a healthy workplace.
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Level 5 Behaviors
(Mastery)
Establishes a culture of diversity and inclusion to guide and inspire all employees toward success.
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3 Benefits Director - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Benefits Director
Proficiency Level - 4
5 Competency for - Benefits Director
Proficiency Level - 5

11 soft skills or competencies (core competencies) for Benefits Director

1 Core Competencies – Budgeting
Proficiency Level -4
Skill definition-Applying specific policies, tools and practices to plan and prepare projected revenues, expenses, cash flows, and capital expenditures.
Level 1 Behaviors
(General Familiarity)
Explains the importance of budget reporting and forecasting in our workplace.
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Level 2 Behaviors
(Light Experience)
Produces budget reports showing planned vs. actual variances highlighted and explained.
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Level 3 Behaviors
(Moderate Experience)
Reviews and helps approve major budget adjustments to negotiate and reconcile line variances.
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Level 4 Behaviors
(Extensive Experience)
Monitors budgeting processes to ensure adherence to our organization's financial practices and standards.
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Level 5 Behaviors
(Mastery)
Establishes operating procedures to guide the consistency and repeatability of our budgeting processes.
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2 Core Competencies – Planning and Organizing
Proficiency Level -5
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Documents best practices in planning and organizing work to address important tasks.
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Level 2 Behaviors
(Light Experience)
Discusses the positive and negative outcomes of planning and organization in the workplace.
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Level 3 Behaviors
(Moderate Experience)
Helps set up new practices to anticipate and address the needs of planning and organization initiatives.
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Level 4 Behaviors
(Extensive Experience)
Facilitates the adoption of advanced tools to streamline the process of planning and organization.
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Level 5 Behaviors
(Mastery)
Develops best practices in planning and organizing activities to improve organizational efficiency.
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3 Benefits Director - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Benefits Director
Proficiency Level - 4
5 Competency for - Benefits Director
Proficiency Level - 5

Summary of Benefits Director skills and competencies

There are 0 hard skills for Benefits Director.
7 general skills for Benefits Director, Benefit Programs, Diversity and Inclusion, Employee Assistance Programs, etc.
11 soft skills for Benefits Director, Budgeting, Planning and Organizing, Coordination, etc.
While the list totals 18 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Benefits Director, he or she needs to be skilled in Budgeting, be an expert in Planning and Organizing, and be an expert in Coordination.

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