Remuneration & Benefits Specialist - Hire or get hired
Your complete guide to the Remuneration & Benefits Specialist Role: Duties, salary & hiring tips
Purpose of the Remuneration & Benefits Specialist
The Remuneration & Benefits Specialist supports compensation planning, benchmarking, and reward program design to ensure internal equity and external competitiveness.
Remuneration & Benefits Specialist's duties and responsibilities
• Remuneration Analysis:
Conduct salary benchmarking and job evaluations.
• Benefits Administration:
Coordinate benefits programs including superannuation and insurances.
• Compliance:
Ensure adherence to relevant legislation and internal policies.
• Reporting:
Prepare remuneration reports and support HR metrics tracking.
• Project Support:
Assist in the design of new pay and reward frameworks.
Conduct salary benchmarking and job evaluations.
• Benefits Administration:
Coordinate benefits programs including superannuation and insurances.
• Compliance:
Ensure adherence to relevant legislation and internal policies.
• Reporting:
Prepare remuneration reports and support HR metrics tracking.
• Project Support:
Assist in the design of new pay and reward frameworks.
Requirements and qualifications for a Remuneration & Benefits Specialist
• 3–5 years’ experience in remuneration or HR analytics
• Strong analytical and data interpretation skills
• Experience with salary surveys and job evaluation tools
• Advanced Excel and HRIS proficiency
• High attention to confidentiality and detail
• Strong analytical and data interpretation skills
• Experience with salary surveys and job evaluation tools
• Advanced Excel and HRIS proficiency
• High attention to confidentiality and detail
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Human Resources Market Update
HR professionals continue to navigate evolving workplace expectations, with employee experience remaining a key priority. Flexibility, work-life balance, and leadership style are top considerations for job seekers, reinforcing the need for organisations to offer compelling benefits and development opportunities. In 2025, 73% of HR leaders prioritise enhancing employee experience, while 67% focus on leadership development and 54% on learning and development. AI is beginning to reshape HR functions, particularly in talent acquisition (25%) and learning and development (19%), though nearly half (46%) report no significant impact yet.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
Recruitment challenges persist. While 63% adjust salaries to fill existing roles, counteroffers have declined, with 57% opting not to make them. Staff turnover has stabilised for most organisations, with 40% reporting no change and 32% noting some improvement.
The focus on employee wellbeing is evident, with 81% of organisations offering Employee Assistance Programs and 45% providing health care subsidies. Work flexibility remains widespread, with 78% allowing flexible hours and 69% offering remote work options. As HR leaders refine attraction and retention strategies, investment in leadership, training, and AI integration will be critical to long-term workforce success.
