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Benefits Specialist Job Description

How to Hire a Benefits Specialist

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Benefits Specialist Job Description

Benefits Specialists are responsible for managing a company’s employe benefits programme.

We are recruiting for a skilled Benefits Specialist to join the HR department of our organisation. You will administrate our employe benefits programme, ensuring that employees are able to enrol for pension and health insurance options and that they know how their benefits work.

To succeed in this role you should have excellent organisational skills and a solid understanding of various benefits processes. Top candidates will also be strong communicators, able to explain relevant legal and tax information to employees.

Benefits Specialist Duties and Responsibilities

  • Previous experience working in human resources and benefits management.
  • Strong computer literacy and experience with payroll software.
  • Excellent interpersonal skills.
  • Highly organised work ethic.
  • Degree in human resources.

Benefits Specialist Skills and Requirements

  • Ensure employees understand what benefits are offered by the company.
  • Assist employees on the enrolment process for savings and insurance schemes.
  • Answer questions employees have about their benefits.
  • Communicate with insurance and savings providers to resolve issues.
  • Conduct presentations that educate employees about their benefits.
  • Inform employees about any changes to the benefits structure.
  • Ensure the company’s benefits and leave-of-absence policies comply with the law.
  • Keep informed details of each employe’s benefits profile.
  • Calculating what the cost to the company is for each benefit offered.
  • Previous experience working in human resources and benefits management.
  • Strong computer literacy and experience with payroll software.
  • Excellent interpersonal skills.
  • Highly organised work ethic.
  • Degree in human resources.

Personalising Your Benefits Specialist Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.

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