Skills & Competencies for VP of Benefits

VP of Benefits job profile

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JOB SUMMARY for VP of Benefits

Plans and directs activities related to employee benefit policies, objectives, and initiatives.

JOB RESPONSIBILITIES for VP of Benefits

Develops and administers all benefits programs designed to attract and retain employees within budgetary constraints. Monitors trends and provides recommendations for benefit plan improvements. Ensures compliance with governmental regulations and requirements.

VP of Benefits SALARY RANGE

BASE 50%
$224,951
TOTAL 50%
$278,893
Job Level
M05
Job Code
EX05000148
Education/Degree
Bachelor's Degree
Reports To
Top Management

VP of Benefits 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 VP of Benefits skill and competencie below to view definitions.
JOB FAMILY COMPETENCIES CORE COMPETENCIES
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9 general skills or competencies (Job family competencies) for VP of Benefits

1 Job Family Competencies – Benefit Programs
Proficiency Level -4
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Explains the importance and advantages of benefits program.
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Level 2 Behaviors
(Light Experience)
Participates in design and development of competitive benefit program.
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Level 3 Behaviors
(Moderate Experience)
Leads discussion on the cost constraints in offering benefits to employees.
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Level 4 Behaviors
(Extensive Experience)
Leads the design and implementation of the company’s benefit programs and activities.
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Level 5 Behaviors
(Mastery)
Develops HRIS to assist the analysis, evaluation and reporting of benefits.
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2 Job Family Competencies – Employee Assistance Programs
Proficiency Level -3
Skill definition-Assisting employees with work-related problems that may impact their job performance, health, mental and emotional well-being.
Level 1 Behaviors
(General Familiarity)
Identifies the scope of employee assistance programs to meet employees' individual needs.
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Level 2 Behaviors
(Light Experience)
Documents basic reports and presentations related to employee assistance programs issues.
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Level 3 Behaviors
(Moderate Experience)
Performs intake and counseling interviews with clients referred to the Employee Assistance Program.
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Level 4 Behaviors
(Extensive Experience)
Oversees the development of employee assistance programs to reduce workplace conflicts and issues.
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Level 5 Behaviors
(Mastery)
Leads the development of initiatives on employee assistance programs to foster organizational culture.
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3 VP of Benefits - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - VP of Benefits
Proficiency Level - 4
5 Competency for - VP of Benefits
Proficiency Level - 5

16 soft skills or competencies (core competencies) for VP of Benefits

1 Core Competencies – Key Performance Indicators (KPI)
Proficiency Level -4
Skill definition-Knowledge of and ability to apply a set of quantifiable measurements to determine how effectively an individual, team or organization is achieving a business objective.
Level 1 Behaviors
(General Familiarity)
Describes the concepts and purposes of Key Performance Indicators (KPI).
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Level 2 Behaviors
(Light Experience)
Gathers internal and external benchmarks for KPI development.
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Level 3 Behaviors
(Moderate Experience)
Defines KPIs in terms of Specific, Measurable, Achievable, Realistic, and Timely (SMART) goal criteria.
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Level 4 Behaviors
(Extensive Experience)
Develops and delivers training programs on KPI practices to employees and managers.
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Level 5 Behaviors
(Mastery)
Establishes organizational Key Performance Indicators (KPI) frameworks and management processes.
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2 Core Competencies – Industry Knowledge
Proficiency Level -3
Skill definition-Demonstrating thorough knowledge of the industry's value chain, business, issues, trends, etc., and the ability to apply them appropriately.
Level 1 Behaviors
(General Familiarity)
Explains the industry's essential products and services.
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Level 2 Behaviors
(Light Experience)
Gathers market and customer needs to provide input for product and service solutions.
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Level 3 Behaviors
(Moderate Experience)
Implements and troubleshoots the industry-specific technical tools and systems.
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Level 4 Behaviors
(Extensive Experience)
Monitors the industry regulatory trends and changes to ensure compliance.
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Level 5 Behaviors
(Mastery)
Leads the research and discussion on industry-specific issues and challenges.
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3 VP of Benefits - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - VP of Benefits
Proficiency Level - 4
5 Competency for - VP of Benefits
Proficiency Level - 5

Summary of VP of Benefits skills and competencies

There are 0 hard skills for VP of Benefits.
9 general skills for VP of Benefits, Benefit Programs, Employee Assistance Programs, Employee Counselling, etc.
16 soft skills for VP of Benefits, Key Performance Indicators (KPI), Industry Knowledge, Knowledge of Organization, etc.
While the list totals 25 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 VP of Benefits, he or she needs to be skilled in Key Performance Indicators (KPI), be skilled in Industry Knowledge, and be skilled in Knowledge of Organization.

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