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Fractional Compensation and Benefits Manager - Cincinnati, OH
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Barnes Dennig Fractional Human Resources (HR) Services – Fractional Compensation and Benefits Manager
Build a Brighter Future – Together, with Barnes Dennig Fractional HR Services. As Fractional HR professionals, we assist our clients in offering flexible, high-impact support across every stage of the employee lifecycle. Whether a client needs interim leadership, compliance support, better systems, or help building culture and capacity, we’re creative problem-solvers whose work blends the strategic with the practical, helping clients build processes that serve their people and their mission.
As a Fractional Compensation and Benefits Manager, you will play a pivotal role in delivering outsourced HR services to multiple client organizations. This role combines hands-on administration of payroll, onboarding, and benefits with strategic advisory responsibilities. You will ensure accurate execution of core HR processes while also providing insights and recommendations to improve benefit strategies, enhance talent attraction and retention, and support compensation band analysis across diverse industries.
The day-to-day responsibilities of a Fractional Compensation and Benefits Manager will vary significantly depending upon a client’s size, needs and project scope.
Essential Functions and Responsibilities:
- Payroll Management: Process and oversee payroll for multiple client organizations, ensuring accuracy, compliance, and timeliness. Audit payroll data for accuracy, including deductions, benefits contributions, and leave balances. Partner with finance/accounting to reconcile payroll and benefits costs.
- Onboarding Administration: Coordinate new hire onboarding processes, including documentation, system setup, and benefits enrollment.
- Benefits Administration: Manage day-to-day administration of employee benefits programs (health, dental, vision, retirement, wellness). Coordinate enrollment, changes, and terminations in benefit plans. Serve as primary point of contact for employees regarding benefits questions and issues.
- Leave Of Absence Management: Administer leave programs including FMLA, short-term disability, long-term disability, and other statutory or company policies. Track and maintain accurate records of employee leave balances. Provide guidance to clients, managers and employees on leave policies and compliance requirements.
- Health Insurance Premium Updates: Review and update premium contributions for offered health insurance plans. Collaborate with brokers and carriers to ensure accurate premium structures and compliance with regulations. Communicate changes in premiums and benefits to employees clearly and timely.
- Compliance Oversight: Ensure adherence to federal, state, and local labor laws, tax regulations, and reporting requirements related to compensation and benefits.
- Compensation Strategy and Analysis: Provide strategic recommendations to clients on benefit design and enhancements to improve employee engagement, attraction, and retention. Support compensation benchmarking and pay structure reviews. Conduct compensation band reviews, salary benchmarking, and pay equity assessments to support client workforce planning.
- Process Improvement: Identify opportunities to streamline HR operations and enhance service delivery across multiple clients.
- Stakeholder Communication: Serve as a primary point of contact for client leadership teams regarding payroll, benefits, and compensation matters.
Success Factors / Job Competencies:
- Client-focused Mindset: Ability to adapt solutions to diverse client needs.
- Strategic Thinking: Skilled at aligning compensation and benefits programs with organizational goals.
- Analytical Expertise: Strong data interpretation and benchmarking capabilities.
- Collaboration: Works effectively with client leadership and internal HR teams.
- Confidentiality: Maintains discretion with sensitive employee and client data.
- Accuracy and Quality Orientation: Demonstrates meticulous attention to detail, minimizes errors in payroll and benefits administration, and ensures consistently high-quality deliverables.
Qualifications:
- Bachelor's degree in Human Resources, Business Administration, Finance, or a related field.
- Relevant work experience such as: 5+ years in compensation, benefits, or payroll management. Experience in a multi-client or consulting role preferred.
- Strong analytical ability, proficiency in HRIS/payroll systems, excellent communication, and client relationship management.
- HR certification: SHRM-CP, SHRM-SCP, PHR, SPHR, CCP (Certified Compensation Professional), CEBS (Certified Employee Benefit Specialist), or CPP (Certified Payroll Professional) preferred.
- Ability to maintain confidentiality and professionalism, especially when handling sensitive information.
- Great communication skills for interacting and effectively communicating with internal team members and external clients.
- Capacity to effectively use and operate various items of office related equipment such as but not limited to computer, calculator, etc. Capability to sit for long periods of time with low periods of reaching and standing.
- Minimal travel may be required
As one of the leading Certified Public Accounting and business consulting firms in Ohio, Kentucky and Indiana, serving closely held, growth-driven companies to achieve financial success with innovative ideas, personal attention and global resources, Barnes Dennig offers a strong compensation and benefits program, top technical leadership training, a mentor program, an Emerging Professional's network, a Women's Initiative, a focus on diversity, equity and inclusion, along with driving many philanthropic ventures, including an annual community outreach day, etc.
Known for being a unique firm, we have received numerous awards and recognition for our culture, talent, and service, including being named a Top Workplace, a Best Places to Work and a recipient of the Alfred P. Sloan Award for workplace flexibility.
Barnes Dennig is an equal opportunity employer with policies designed to ensure equal opportunities in recruitment, employment, promotion, compensation, training and development without regard to race, color, sex, sexual orientation, age, religion or creed, disability, national origin or any other protected status.
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