How to get in
Most junior HR roles tend to involve an element of compensation and benefits as a standard part of the role, for example managing payroll systems, providing statistical reports and supporting the recruitment team.
Rather than specialising very early on at the administrative level, the most common route into a career in compensation and benefits is for an HR manager to specialise after a few years’ generalist experience.
What it involves
Most larger organisations will have an HR professional looking after reward and benefits. The role requires an analytical and numerate mind, good systems experience, including Excel, and knowledge of the major payroll systems. At manager level, the compensation and benefits or reward team will have a pivotal role managing company reward across the organisation.
The role typically involves the design and implementation of reward and incentive programmes ensuring market competitiveness and adherence to corporate objectives. Employees who prove themselves capable and willing will often find themselves quickly given more responsibility.
Moving up
Gaining on-the-job experience is the key to progressing in compensation and benefits. Those with strong communication, planning and organisational skills will progress further as these are vital, especially as compensation and benefits teams tend to be small.
To reach director level you must be able to demonstrate how reward policies and procedures fit in with overall commercial objectives and add value to the bottom line.
CIPD courses and qualifications will help build your knowledge and learning in this specialist field and will stand you in good stead for advancement.
