Public Sector Learning
and Development Portal

CORE
COMPETENCIES
PROFESSIONAL PATHWAYS / TECHNICAL COMPETENCIES
CORE VALUES
GOJ
Competency
Model
Compensation and Benefits Strategy and Administration

Designing, managing, and evaluating compensation and benefits programmes to attract, retain, and motivate employees. This includes developing total rewards strategies, conducting market benchmarking, administering benefits, ensuring compliance, and promoting equity to align rewards systems with organisational goals.

Sub-competencies

Behavioural Competencies

Return to Clusters
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Technical Competency: Compensation and Benefits Strategy and Administration
Professional Descriptors for Compensation and Benefits Strategy and Administration
Foundational

Responsibilities and Expertise

Assist in the administration of compensation and benefits programs under close supervision. Perform basic tasks such as data entry, maintaining records, and supporting compliance efforts.

Sample Job Roles

Administrator; Records Officer.

Qualifications and/or Certification

  • Associate degree in HRM, Business Administration or a related field
  • 0-1 year of experience
  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field

Responsibilities and Expertise

Take on more responsibility for implementing and managing compensation and benefits programs. Conduct market benchmarking, administer benefits plans, and ensure compliance with legal standards.

Sample Job Roles

Manager Computation; Manager Records and Special Services.

Qualifications and/or Certification

  • Bachelor’s Degree in HRM, Business Administration, Public Administration, Psychology, or a related field
  • 1-2 years or more of relevant work experience
  • Postgraduate Certificate/Diploma

Responsibilities and Expertise

Design and manage comprehensive compensation and benefits strategies. Lead initiatives to ensure equity, competitiveness, and alignment with organizational goals.

Sample Job Roles

Director Pensions; Director -Compensation Policy, Planning and Implementation.

Qualifications and/or Certification

  • Bachelor’s degree in management studies, HRM&D, Public Sector Management, Public/Business Administration, or a related discipline.
  • 3 years of relevant work experience
  • Master’s Degree
  • Certification in HRM&D, Industrial Relations or related discipline

Responsibilities and Expertise

Shape organizational compensation and benefits policies. Influence national or industry standards, lead large-scale initiatives, and drive innovation in reward systems.

Sample Job Roles

Principal Director Pensions; Principal Director, Compensation Management & Implementation.

Qualifications and/or Certification

  • Master’s Degree in HRM&D, Organizational Development, Organizational Design, Public Administration/Policy
  • 5 years of managerial work experience in a related field
  • Advanced Certification in Change Management and/or Leadership
Performance Indicator for Compensation and Benefits Strategy and Administration
Foundational
  • Accurately maintains employee compensation and benefits records.
  • Assists in preparing reports on payroll and benefits data.
  • Supports compliance efforts by ensuring documentation is complete and up to date.
  • Responds to basic employee inquiries about compensation and benefits policies.
  • Demonstrates an understanding of organisational compensation structures and benefits offerings.
  • Conducts market benchmarking to inform pay structures and benefits offerings.
  • Administers health, retirement, and other employee-benefits programmes effectively.
  • Ensures compliance with labour laws and public policies related to compensation and benefits.
  • Provides detailed responses to employee inquiries and resolves routine issues.
  • Prepares and analyses reports on compensation and benefits trends.
  • Identifies opportunities to improve the efficiency of compensation and benefits processes.
  • Designs competitive and equitable compensation packages aligned with organisational goals.
  • Leads market benchmarking efforts to ensure pay structures remain competitive.
  • Develops and implements strategies to address pay equity and compliance challenges related to public-finance policies.
  • Conducts ROI analyses to evaluate the effectiveness of compensation and benefits programmes.
  • Advises leadership on compensation trends and best practices.
  • Manages vendor relationships for benefits administration and ensures service quality.
  • Develops and oversees enterprise-wide compensation and benefits policies and frameworks.
  • Provides thought leadership on compensation and benefits trends at the national or industry level.
  • Leads large-scale initiatives to innovate and modernize reward systems.
  • Ensures alignment of compensation strategies with long-term organisational goals and workforce needs.
  • Advises executive leadership on the strategic impact of compensation and benefits decisions.
  • Represents the organisation in industry forums or government consultations on compensation and benefits policies.

Learning Pathways Operating Models

HR Business Partners
HR Shared Services Centre
Centres of Expertise