1. What is the average salary of a Benefits Analyst III?
The average annual salary of Benefits Analyst III is $94,916.
In case you are finding an easy salary calculator,
the average hourly pay of Benefits Analyst III is $46;
the average weekly pay of Benefits Analyst III is $1,825;
the average monthly pay of Benefits Analyst III is $7,910.
2. Where can a Benefits Analyst III earn the most?
A Benefits Analyst III's earning potential can vary widely depending on several factors, including location, industry, experience, education, and the specific employer.
According to the latest salary data by Salary.com, a Benefits Analyst III earns the most in San Jose, CA, where the annual salary of a Benefits Analyst III is $119,120.
3. What is the highest pay for Benefits Analyst III?
The highest pay for Benefits Analyst III is $112,483.
4. What is the lowest pay for Benefits Analyst III?
The lowest pay for Benefits Analyst III is $78,788.
5. What are the responsibilities of Benefits Analyst III?
Benefits Analyst III researches, analyzes, evaluates, and administers corporate benefit plans and programs to meet the organization's strategy. Analyzes current benefits trends to estimate impact on organization and tracks applicable benefits legislation. Being a Benefits Analyst III provides reports to management regarding employee benefits data findings. May lead and direct the work of lower level benefits analysts. Additionally, Benefits Analyst III may provide recommendations of benefit programs to management. Requires a bachelor's degree. Typically reports to a Manager. The Benefits Analyst III contributes to moderately complex aspects of a project. Work is generally independent and collaborative in nature. To be a Benefits Analyst III typically requires 4 to 7 years of related experience.
6. What are the skills of Benefits Analyst III
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.)
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.
2.)
Billing: Billing refers to the aspect of banking, whereby someone is charged accurately for what item they purchased.
3.)
HRIS Systems: Is a form of Human Resources software that combines a number of systems and processes to ensure the easy management of human resources, business processes and data.