BUS 434
Designing a Compensation Package
The University of Arizona Global Campus
BUS 434: Compensation & Benefits Management
Designing a Compensation Package
Introduction
Prior to accepting employment, it's critical to consider not only the job itself, but also the
compensation package offered by the prospective employer. Examining the compensation
package can assist an individual in deciding whether to accept the position or pursue other
opportunities. Compensation packages are a term that refers to the sum of a person's salary and
various benefits received in exchange for employment. Compensation packages vary
considerably between employers. As a result, while they include a base salary, the fringe benefits
often vary by company and position. While some employers offer substantial compensation
packages with additional benefits, others minimal benefits and smaller compensation packages
(Indeed Editorial Team, 2021).
This proposal will introduce a competitive compensation package for the position,
Human Resource Generalist I. It will include a job description, the method of job evaluation,
intrinsic and extrinsic benefits, compensation package and the rationale, how performance will
be measured, why the proposal is appropriate for the market at this time and the compensation
strategy.
Job Description
According to Weathington and Weathington (2020) a job description “is a list of duties,
responsibilities, tasks, working conditions, and other essential elements needed to complete the
job in a satisfactory manner as well as the traits, skills, educational background, and personality
characteristics needed of the worker” (Weathington and Weathington, 2020, sec 4.1) A job
, description provides an individual an overview of the position and the responsibilities and duties
that come with the job. It also lays the groundwork for recruiting, developing, and retaining
talent, as well as setting the stage for optimal work performance by clarifying responsibilities,
expected results, and performance evaluation. Additionally, it is critical for ensuring an equitable
compensation system and legal compliance. The document should be reviewed and updated on
an annual basis in accordance with the performance evaluation cycle.
Position Description: Human Resource Generalist I
“The human resources (HR) generalist manages the day-to-day operations of the human resource
office of a company, as well as the administration of the human resources policies, procedures,
and programs. HR generalists originate and lead HR practices and objectives that provide an
employee-oriented, high-performance culture” (Heathfield, 2020).
Duties and Responsibilities:
Reviews, tracks and documents compliance with obligatory and non-mandated training,
continuing education, and work evaluations. This may involve training on safety, anti-
harassment, professional licensure, and aptitude testing and certifications
Collaborates with departmental managers to identify the skills and competences
necessary for available jobs by recruiting, interviewing, and facilitating the hiring of
competent job applicants.
Conducts or procures background checks and verifies employee eligibility.
Implements initiatives for new recruit orientation and employee appreciation.
Responds to inquiries about employment from applicants, workers, and supervisors,
sending difficult and/or sensitive issues to the proper staff.
Attends and participates in disciplinary hearings, terminations, and investigations
involving employees.
Designing a Compensation Package
The University of Arizona Global Campus
BUS 434: Compensation & Benefits Management
Designing a Compensation Package
Introduction
Prior to accepting employment, it's critical to consider not only the job itself, but also the
compensation package offered by the prospective employer. Examining the compensation
package can assist an individual in deciding whether to accept the position or pursue other
opportunities. Compensation packages are a term that refers to the sum of a person's salary and
various benefits received in exchange for employment. Compensation packages vary
considerably between employers. As a result, while they include a base salary, the fringe benefits
often vary by company and position. While some employers offer substantial compensation
packages with additional benefits, others minimal benefits and smaller compensation packages
(Indeed Editorial Team, 2021).
This proposal will introduce a competitive compensation package for the position,
Human Resource Generalist I. It will include a job description, the method of job evaluation,
intrinsic and extrinsic benefits, compensation package and the rationale, how performance will
be measured, why the proposal is appropriate for the market at this time and the compensation
strategy.
Job Description
According to Weathington and Weathington (2020) a job description “is a list of duties,
responsibilities, tasks, working conditions, and other essential elements needed to complete the
job in a satisfactory manner as well as the traits, skills, educational background, and personality
characteristics needed of the worker” (Weathington and Weathington, 2020, sec 4.1) A job
, description provides an individual an overview of the position and the responsibilities and duties
that come with the job. It also lays the groundwork for recruiting, developing, and retaining
talent, as well as setting the stage for optimal work performance by clarifying responsibilities,
expected results, and performance evaluation. Additionally, it is critical for ensuring an equitable
compensation system and legal compliance. The document should be reviewed and updated on
an annual basis in accordance with the performance evaluation cycle.
Position Description: Human Resource Generalist I
“The human resources (HR) generalist manages the day-to-day operations of the human resource
office of a company, as well as the administration of the human resources policies, procedures,
and programs. HR generalists originate and lead HR practices and objectives that provide an
employee-oriented, high-performance culture” (Heathfield, 2020).
Duties and Responsibilities:
Reviews, tracks and documents compliance with obligatory and non-mandated training,
continuing education, and work evaluations. This may involve training on safety, anti-
harassment, professional licensure, and aptitude testing and certifications
Collaborates with departmental managers to identify the skills and competences
necessary for available jobs by recruiting, interviewing, and facilitating the hiring of
competent job applicants.
Conducts or procures background checks and verifies employee eligibility.
Implements initiatives for new recruit orientation and employee appreciation.
Responds to inquiries about employment from applicants, workers, and supervisors,
sending difficult and/or sensitive issues to the proper staff.
Attends and participates in disciplinary hearings, terminations, and investigations
involving employees.
