How to hire a benefits counselor

How to hire a benefits counselor, step by step

Here's a step-by-step benefits counselor hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a benefits counselor job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new benefits counselor
• Step 8: Go through the hiring process checklist

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1. Identify your hiring needs

   Before you start hiring a benefits counselor, identify what type of worker you actually need. Certain positions might call for a full-time employee, while others can be done by a part-time worker or contractor.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   You should also consider the ideal background you'd like them a benefits counselor to have before you start to hire. For example, what industry or field would you like them to have experience in, what level of seniority or education does the job require, and how much it'll cost to hire a benefits counselor that fits the bill.

   The following list breaks down different types of benefits counselors and their corresponding salaries.

   Type of Benefits Counselor	Description	Hourly rate
   Benefits Counselor	Compensation, benefits, and job analysis specialists conduct an organization’s compensation and benefits programs. They also evaluate position descriptions to determine details such as a person’s classification and salary.	$21-56
   Compensation Manager	A compensation manager is primarily responsible for developing and establishing a company's payment scale and system, ensuring all employees are well-compensated while putting the company's welfare into consideration. Moreover, a compensation manager must ensure to distribute benefits and pay rate in adherence to the laws and regulations, identify the wage rate of competitor companies, monitor the budget, and oversee the payroll and payment processes, ensuring accuracy and timeliness... Show more	$34-66
   Enrollment Manager	An Enrollment Manager is a person that manages and organizes the enrollment of students in a school or university. This position ensures that the enrollees are well catered and guided through the enrollment process... Show more	$18-38

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2. Create an ideal candidate profile

   Common skills:

   • Veterans
   • HR
   • Open Enrollment
   • Annuities
   • Customer Service
   • Term Disability
   • Inbound Calls
   • HIPAA
   • Benefit Enrollments
   • Payroll
   • Medicaid
   • Cobra
   • ERISA
   • Outbound Calls

   Check all skills

   Responsibilities:

   • Manage vendors for medical, dental, pharmacy, vision, HSA, long-term care and work-life resource and referral programs.
   • Utilize HIPAA confidentiality of all employee data.
   • Follow all HIPAA guidelines as required by law.
   • Follow HIPPA by verifying the member's identity.
   • Handle plan claims and appeals in ERISA and non-ERISA plans.
   • Simplify and improve the FMLA process, procedures, and paperwork.

3. Make a budget

   Including a salary range in your benefits counselor job description is one of the best ways to attract top talent. A benefits counselor can vary based on:

   • Location. For example, benefits counselors' average salary in hawaii is 63% less than in vermont.
   • Seniority. Entry-level benefits counselors 63% less than senior-level benefits counselors.
   • Certifications. A benefits counselor with certifications usually earns a higher salary.
   • Company. Working for an established firm or a new start-up company can make a big difference in a benefits counselor's salary.

   Average benefits counselor salary

   $72,268yearly

   $34.74 hourly rate

   ---

   Entry-level benefits counselor salary

   $44,000 yearly salary

   Updated December 15, 2025

4. Writing a benefits counselor job description

   A benefits counselor job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a benefits counselor job description:

   Benefits counselor job description example

   This position will report to Managing Counsel, Labor and Employment, System, and be assigned to the System Employment Practice Group in Livonia, Michigan. The position will require expertise in all areas related to employee benefits to provide critical legal support to the Trinity Health Total Rewards Team. Primary responsibilities will include providing advice and counsel related to pension, retirement, health and wellbeing benefits plans and programs, compliance with reporting and disclosure requirements, participating in DOL or IRS audits, advising on existing and new statutory and regulatory requirements, and drafting and/or review of participant communications. Plans include those covered by the Employee Retirement Income Security Act of 1974 ("ERISA") and ERISA-exempt plans, as well as tax-qualified and non-qualified retirement plans. The position will serve as counsel to the Benefits Committee, including preparing and presenting meeting materials regarding plans, plan administration and appeals, and providing advice and counsel to the Benefits Committee.
   
   This position will regularly interface with outside benefits counsel regarding ERISA and ERISA-exempt plan operation, design and drafting, fiduciary issues, advice and counsel to the Benefits Committee, and appeals related to plans.
   
   This position will also provide employee benefits support on legal matters for Trinity Health and its operating entities relating to mergers, acquisitions, divestitures, joint ventures, JOAs and other strategic and innovative investments and emerging transaction models for affiliations with nonprofit, for profit, Catholic and other than Catholic entities (collectively referred to as "transactions"). Assists Human Resources executives, Human Resources Centers of Expertise, legal colleagues, and business development team with all employee benefits aspects of transactions, including but not limited to due diligence and documenting transactions.
   **POSITION PURPOSE**
   
   Provides legal services for the Trinity Health System Office and assigned Ministries as a member of the Trinity Health Legal Department and in coordination with the needs of the System Office and assigned Ministries' senior management teams and consistent with the strategies and priorities of the organization. Serves as an experienced high-level specialist with responsibility for one or more important aspects of the organization's legal work, regularly interfaces with senior management and key administrators on legal problems/issues relative to one or more particular areas of specialization or expertise and may provide functional training/guidance to less-experienced attorneys. This level represents the most senior skill level with little or no supervisory responsibility.
   
   **ESSENTIAL FUNCTIONS**
   
   Knows, understands, incorporates and demonstrates the mission, vision and values of Trinity Health in leadership behaviors, practices and decisions. Performs a variety of legal work within specific areas of expertise as part of the Trinity Health Legal Department. Prepares formal memoranda and legal opinion on subjects that require extensive legal research. Consults and advises with and performs a variety of legal assignments for Ministries and System Office colleagues, which may include: Trinity Health officers and other management personnel; Ministry management and governance; and/or a fiduciary board of a regional delivery network or individual Ministry. Resolves or oversees matters involving substantial monetary amounts or other substantial risk to Trinity Health. Represents the interests of the assigned Ministries and Trinity Health in contacts with outside parties including attorneys, managers and officials of other companies and government agencies. Provides legal counsel to System Office and/or assigned Ministries and their operating entities or Service Area with respect to matters either in the particular field of law or in which the attorney has special expertise, or in the general field of corporate healthcare law. May perform legal services of a system-wide benefit, including as part of a Center of Excellence or practice group of the Trinity Health Legal Department. Advises management on developments in the area of expertise or corporate healthcare law in which the attorney specializes and which may impact Trinity Health. Coordinates activities of outside counsel engaged to provide legal services to Trinity Health and/or Ministries. May provide direction to, and supervision of, more junior attorneys. Maintains a working knowledge of applicable Federal, State and local laws/regulations; Trinity Health's policies and procedures, as well as the Organizational Integrity Program, and Standards of Conduct, in order to ensure adherence in a manner that reflects honest, ethical and professional behavior.
   
   **MINIMUM QUALIFICATIONS**
   
   Licensed attorney holding a J.D. degree from a recognized law school. Must have a minimum of seven (7) years experience practicing law with at least three (3) years experience in the practice of corporate healthcare law preferred, including the laws affecting tax-exempt organizations, with demonstrated legal capability covering diverse legal assignments that occasionally include legal matters of major significance. Must possess highly effective written and verbal communication skills with the ability to relate directly, openly, and effectively with both internal and external constituencies. Must possess the ability to work independently on routine matters. However, is expected to seek guidance and accept supervision on more complicated matters or where substantial amounts of money or significant other risks to Trinity Health are involved. Must be comfortable operating in a collaborative, shared leadership environment. Attorney's work is subject to review by Managing Counsel or by other, more senior members of the Legal Department. Must possess strong conceptual and analytical skills. Must possess strong negotiation skills. Must possess strong interpersonal and consultative skills. Ability to deal tactfully with diverse people, situations and ideas and present advisory, persuasive and authoritative recommendations to all levels of the organization. Must possess a personal presence that is characterized by a sense of honesty, integrity and caring with the ability to inspire and motivate others to promote the philosophy, mission, vision, goals and values of Trinity Health.
   
   **PHYSICAL AND MENTAL REQUIREMENTS AND WORKING CONDITIONS**
   
   Must be able to set and organize own work priorities, and adapt to them as they change frequently. Must be able to work concurrently on a variety of tasks/projects in an environment that may be stressful with individuals having diverse personalities and work styles. Operates in a typical office environment. The area is well-lit, temperature controlled and free from hazards. Communicates frequently, in person and over the phone, with people in all locations on product support issues. Hearing is needed for extensive telephone and in person communication. Manual dexterity is needed in order to operate a computer keyboard. Must possess the ability to comply with Trinity Health policies and procedures.
   
   5. This position is located at System Office in Livonia, Michigan or one or more assigned Ministries. Must be able to travel to the various Trinity Health sites.
   
   _The above statements are intended to describe the general nature and level of work performed by people assigned to this classification. They are not to be construed as an exhaustive list of duties so assigned._
   
   **Our Commitment to Diversity and Inclusion**
   
   Trinity Health is a family of 115,000 colleagues and nearly 26,000 physicians and clinicians across 25 states. Because we serve diverse populations, our colleagues are trained to recognize the cultural beliefs, values, traditions, language preferences, and health practices of the communities that we serve and to apply that knowledge to produce positive health outcomes. We also recognize that each of us has a different way of thinking and perceiving our world and that these differences often lead to innovative solutions.
   
   Our dedication to diversity includes a unified workforce (through training and education, recruitment, retention, and development), commitment and accountability, communication, community partnerships, and supplier diversity.

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5. Post your job

   To find benefits counselors for your business, try out a few different recruiting strategies:

   • Consider internal talent. One of the most important talent pools for any company is its current employees.
   • Ask for referrals. Reach out to friends, family members, and your current work to ask if they know any benefits counselors they would recommend.
   • Recruit at local colleges. Attend job fairs at local colleges to recruit entry-level benefits counselors with the right educational background.
   • Social media platforms. LinkedIn, Facebook, and Twitter have more than 3.5 billion users, and they're a great place for company branding and reaching potential job candidates.

   Post your job online:

   • Post your benefits counselor job on Zippia to find and recruit benefits counselor candidates who meet your exact specifications.
   • Use field-specific websites.
   • Post a job on free websites.

6. Interview candidates

   To successfully recruit benefits counselors, your first interview needs to engage with candidates to learn about their interest in the role and experience in the field. You can go into more detail about the company, the role, and the responsibilities during follow-up interviews.

   You should also ask about candidates' unique skills and talents to see if they match the ideal candidate profile you developed earlier. Candidates good enough for the next step can complete the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new benefits counselor

   Once you've decided on a perfect benefits counselor candidate, it's time to write an offer letter. In addition to salary, it should include benefits and perks available to the employee. Qualified candidates may be considered for other positions, so make sure your offer is competitive. Candidates may wish to negotiate. Once you've settled on the details, formalize your agreement with a contract.

   You should also follow up with applicants who don't get the job with an email letting them know that you've filled the position.

   To prepare for the new benefits counselor first day, you should share an onboarding schedule with them that covers their first period on the job. You should also quickly complete any necessary paperwork, such as employee action forms and onboarding documents like I-9, benefits enrollment, and federal and state tax forms. Finally, Human Resources must ensure a new employee file is created for internal record keeping.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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