Implementation Specialist II Salary at Sbma Benefits BETA

How much does a Sbma Benefits Implementation Specialist II make?

As of December 2024, the average annual salary for an Implementation Specialist II at Sbma Benefits is $81,431, which translates to approximately $39 per hour. Salaries for Implementation Specialist II at Sbma Benefits typically range from $71,889 to $92,313, reflecting the diverse roles within the company.

It's essential to understand that salaries can vary significantly based on factors such as geographic location, departmental budget, and individual qualifications. Key determinants include years of experience, specific skill sets, educational background, and relevant certifications. For a more tailored salary estimate, consider these variables when evaluating compensation for this role.

DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.

SBMA Benefits Overview

Website:
sbmabenefits.com
Size:
25 - 50 Employees
Revenue:
$10M - $50M
Industry:
Insurance

Staff Benefits Management & Administrators, headquartered in San Diego, California, is an industry-leading third-party administrator offering ACA compliance expertise, superior customer services and a low-cost MEC solution that eliminates penalties for employers and employees.

See similar companies related to Sbma Benefits

What Skills Does a person Need at Sbma Benefits?

At Sbma Benefits, specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.

  1. Project Management: Project management is the application of processes, methods, skills, knowledge and experience to achieve specific project objectives according to the project acceptance criteria within agreed parameters. Project management has final deliverables that are constrained to a finite timescale and budget.
  2. Onboarding: Onboarding, also known as organizational socialization, is management jargon first created in the 1970's that refers to the mechanism through which new employees acquire the necessary knowledge, skills, and behaviors in order to become effective organizational members and insiders. It is the process of integrating a new employee into the organization and its culture. Tactics used in this process include formal meetings, lectures, videos, printed materials, or computer-based orientations to introduce newcomers to their new jobs and organizations. Research has demonstrated that these socialization techniques lead to positive outcomes for new employees such as higher job satisfaction, better job performance, greater organizational commitment, and reduction in occupational stress and intent to quit.. These outcomes are particularly important to an organization looking to retain a competitive advantage in an increasingly mobile and globalized workforce. In the United States, for example, up to 25% of workers are organizational newcomers engaged in an onboarding process. The term induction is used instead in regions such as Australia, New Zealand, Canada, and parts of Europe. This is known in some parts of the world as training.
  3. Customer Service: Customer service is the provision of service to customers before, during and after a purchase. The perception of success of such interactions is dependent on employees "who can adjust themselves to the personality of the guest". Customer service concerns the priority an organization assigns to customer service relative to components such as product innovation and pricing. In this sense, an organization that values good customer service may spend more money in training employees than the average organization or may proactively interview customers for feedback. From the point of view of an overall sales process engineering effort, customer service plays an important role in an organization's ability to generate income and revenue. From that perspective, customer service should be included as part of an overall approach to systematic improvement. One good customer service experience can change the entire perception a customer holds towards the organization.
  4. Consulting: Providing technical or business expertise and advice to internal or external clients.
  5. Analysis: Analysis is the process of considering something carefully or using statistical methods in order to understand it or explain it.

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Check more jobs information at Sbma Benefits

Job Title Average Sbma Benefits Salary Hourly Rate
2 Web Designer $93,630 $45
3 Waitresd $20,285 $10
4 Vice President, Sales $223,921 $108
5 Technical Support Engineer $80,527 $39
6 Technical Services Specialist $63,719 $31
7 Supervisor, Operations $64,689 $31
8 Supervisor, Claims $91,108 $44
9 Special Projects Manager $87,929 $42
10 Senior System Administrator $104,229 $50
11 Senior Accountant $84,193 $40
12 Safety Specialist $83,902 $40
13 President $789,971 $380

Hourly Pay at Sbma Benefits

The average hourly pay at Sbma Benefits for an Implementation Specialist II is $39 per hour. The location, department, and job description all have an impact on the typical compensation for Sbma Benefits positions. The pay range and total remuneration for the job title are shown in the table below. Sbma Benefits may pay a varying wage for a given position based on experience, talents, and education.
How accurate does $81,431 look to you?

FAQ about Salary and Jobs at Sbma Benefits

1. How much does Sbma Benefits pay per hour?
The average hourly pay is $39. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
2. What is the highest salary at Sbma Benefits?
According to the data, the highest approximate salary is about $92,313 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
3. What is the lowest pay at Sbma Benefits?
According to the data, the lowest estimated salary is about $71,889 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
4. What steps can an employee take to increase their salary?
There are various ways to increase the wage. Level of education: An employee may receive a higher salary and get a promotion if they obtain advanced degrees. Experience in management: an employee with supervisory experience can increase the likelihood to earn more.