Compensation coordinator vs compensation specialist

Differences between compensation coordinator and compensation specialist duties and responsibilities

Compensation coordinator example responsibilities.

• Manage e-verify process for the entire organization working closely with remote managers to ensure timely access to documents.
• Administer company FMLA leave policies and procedures while reviewing claims for safety hazards and attend hearings as required.
• Design documents to provide FMLA clarification/responsibilities to employees and management.
• Process and coordinate appeal requests from members and providers while exceeding contractual and NCQA regulatory requirements for commercial and Medicaid members.
• Create presentations for weekly department meeting using PowerPoint software.
• Develop and administer internal databases in a SQL environment consistent with the departmental objectives.

Compensation specialist example responsibilities.

• Manage contractor terminations/hiring, process exceeding target of updating PeopleSoft within one business day.
• Manage special projects including a compensation structure redesign, a performance evaluation redesign and a PeopleSoft implementation.
• Evaluate new and current job descriptions for appropriate placement in salary structure and FLSA overtime exemption rules.
• Evaluate FLSA status and appropriate salary structure positioning.
• Conduct HRIS audit and quality assurance to ensure data integrity and accuracy.
• Coordinate and complete all ERISA and other regulatory filing requirements.
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