Compensation and Benefits Administration Course

Lesson 1 • Roles in Remuneration Administration

Maps responsibilities across HR, finance, and management in administering pay. Clarifies accountability structures students will operate within.

Lesson 2 • Remuneration Philosophy and Strategy

Covers how organisations set pay philosophy and competitive positioning. Connects philosophy to workforce attraction and retention outcomes.

Lesson 3 • Total Rewards Framework Overview

Defines total rewards components and their interdependence. Provides the conceptual map used throughout the course.

Lesson 1 • Writing Effective Job Descriptions

Covers structure, language, and legal considerations in job description writing. Well-crafted descriptions support evaluation, talent acquisition, and compliance.

Lesson 2 • Job Analysis Methods and Techniques

Teaches data-collection approaches for capturing job content and requirements. Accurate job data is the prerequisite for all evaluation and pricing work.

Lesson 3 • Building and Maintaining Job Hierarchies

Translates evaluation results into a defensible internal job hierarchy. Establishes the structure that underpins grade and pay range design.

Lesson 1 • Analysing and Aging Survey Data

Covers statistical analysis of survey results and aging data to current date. Students interpret percentiles and apply aging factors correctly.

Lesson 2 • Job Matching and Survey Leveling

Teaches how to match internal jobs to survey benchmarks accurately. Proper matching prevents over- or under-pricing of positions.

Lesson 3 • Competitive Pay Positioning

Applies market data to set and validate competitive pay targets. Connects external data to internal pay philosophy decisions.

Lesson 1 • Maintaining and Updating Pay Structures

Addresses annual structure review, market movement adjustments, and reclassifications. Ongoing maintenance preserves competitiveness and internal equity.

Lesson 2 • Placing Employees Within Ranges

Covers criteria for setting starting pay and positioning incumbents in ranges. Consistent placement rules reduce inequity and legal risk.

Lesson 3 • Pay Equity Analysis

Teaches statistical methods to identify and remediate unexplained pay gaps. Equity analysis is both a compliance requirement and a retention tool.

Lesson 1 • Sales Remuneration Plan Design

Addresses commission structures, quota setting, and accelerators for sales roles. Sales plans require unique mechanics distinct from general incentive plans.

Lesson 2 • Short-Term Incentive Plan Design

Covers annual bonus plan mechanics, eligibility, and funding models. Connects incentive design to business performance cycles.

Lesson 3 • Long-Term Incentive Plan Fundamentals

Introduces equity and cash-based long-term incentive vehicles and their purposes. Long-term plans align executive and key talent interests with shareholder value.

Lesson 1 • Benefits Cost Analysis and Benchmarking

Teaches how to calculate total benefits cost and compare it to market benchmarks. Cost analysis informs design decisions and budget planning.

Lesson 2 • Voluntary and Supplemental Benefits

Reviews employee-paid voluntary benefits and their role in a competitive package. Voluntary benefits expand perceived value at low employer cost.

Lesson 3 • Health and Welfare Benefit Plans

Covers medical, dental, vision, and life insurance plan types and funding models. Health benefits represent the largest benefits cost for most employers.

Lesson 4 • Retirement and Savings Plan Design

Explains defined contribution and defined benefit plan structures and employer obligations. Retirement plans are a key long-term retention and financial wellness tool.

Lesson 1 • Benefits Compliance Reporting

Covers mandatory reporting and disclosure obligations for health and retirement plans. Accurate filings protect the organisation from audits and penalties.

Lesson 2 • Qualifying Life Events and Mid-Year Changes

Explains permissible mid-year election changes triggered by qualifying life events. Proper handling prevents compliance violations and employee disputes.

Lesson 3 • COBRA and Continuation Coverage

Addresses continuation coverage obligations when employees lose benefit eligibility. Timely and accurate administration avoids significant regulatory penalties.

Lesson 1 • Total Rewards Strategy Development

Teaches how to design a total rewards strategy aligned to talent and business goals. Strategy development synthesises all prior course content into a unified plan.

Lesson 2 • Rewards Programme Evaluation and Governance

Establishes processes for ongoing programme review, governance, and continuous improvement. Systematic evaluation ensures programmes remain effective and compliant.

Lesson 3 • Future Trends in Total Rewards

Surveys emerging trends reshaping remuneration and benefits strategy. Awareness of trends prepares students to anticipate and lead change.

Lesson 4 • Remuneration and Benefits Analytics

Covers key metrics, dashboards, and predictive analytics for total rewards decisions. Data fluency enables proactive rather than reactive rewards management.