What does a personnel analyst do?

An Employee Benefits Supervisor supervises, trains, and completes performance reviews for the staff they manage. They develop and update procedure manuals, analyze, note down company operations, and interact with company vendors, staff, officials, members, and other entities. They oversee all open enrollment aspects with the help of employee wellness and communications or marketing staff. They also manage vendor performance, review service agreements, lead staff calls, meetings, and lead vendor calls.

These skill sets are where the common ground ends though. The responsibilities of a personnel analyst are more likely to require skills like "employee development," "personnel policies," "personnel actions," and "selection procedures." On the other hand, a job as an employee benefits supervisor requires skills like "hr," "customer service," "cobra," and "hipaa." As you can see, what employees do in each career varies considerably.

A benefits advisor specializes in devising benefits programs and strategies for a workforce, ensuring they are well-compensated for their hard work. Typically, their responsibilities revolve around performing research and analysis to identify the needs of employees in a company, studying the benefit programs of competitors, and assessing the existing programs while putting the company's welfare into consideration. They must prepare reports and presentations for clients, provide cost-estimates and business plans, and evaluate risks, all while adhering to the company's policies and regulations, including its vision and mission.

In addition to the difference in salary, there are some other key differences worth noting. For example, personnel analyst responsibilities are more likely to require skills like "payroll," "employee development," "personnel policies," and "personnel actions." Meanwhile, a benefits advisor has duties that require skills in areas such as "insurance benefits," "patients," "inbound calls," and "medicare advantage." These differences highlight just how different the day-to-day in each role looks.

Retirement plan specialists are experts who plan out their client's financial needs for retirement. The specialist's design and implement savings, benefit, and pension programs for clients. They have to explain the complicated nature of compensation, investment, and retirement packages to employees clearly and concisely. They process retirement plans following company and federal regulations. Also, they often have a background in business or human resources, and they may choose to earn employee benefit certifications that may help with their career advancement.

There are many key differences between these two careers, including some of the skills required to perform responsibilities within each role. For example, a personnel analyst is likely to be skilled in "employee development," "personnel policies," "personnel actions," and "selection procedures," while a typical retirement plan specialist is skilled in "crm," "financial products," "finra," and "erisa."

A benefits representative is responsible for facilitating and disseminating information about benefits programs and policies across all employees in the company. Benefits representatives respond to the employees' inquiries and concerns of benefits processes, update their benefits information, and resolve discrepancies and disputes. They also support the company's initiatives on developing new benefits plans, implementing campaigns, as well as writing application guides for reference. A benefits representative should have excellent communication and organizational skills as they also conduct surveys to check the efficiency and effectiveness of the benefits programs and adjusting procedures as needed.

Even though a few skill sets overlap between personnel analysts and benefits representatives, there are some differences that are important to note. For one, a personnel analyst might have more use for skills like "payroll," "employee development," "personnel policies," and "personnel actions." Meanwhile, some responsibilities of benefits representatives require skills like "customer service," "patients," "insurance coverage," and "medicaid. "