Compensation & Benefit Specialist

Lamar Advertising•Baton Rouge, LA

1d•Onsite

About The Position

The Compensation & Benefits Specialist designs, administers, and optimizes employee compensation and financial benefits programs aligned with Lamar’s business objectives and talent strategies. The role combines strategic advising with operational program administration, supporting effectiveness, regulatory compliance, data integrity, and employee engagement across reward programs. This position is based at Lamar’s Corporate Office in Baton Rouge, Louisiana, in an office environment, and follows a Monday–Friday, 8 a.m.–5 p.m. schedule. The specialist administers financial benefits such as 401(k), stock plans, and deferred compensation; manages annual benefit cycles, reporting, reconciliations, audits, compliance testing, filings, and plan documentation; and coordinates with internal teams, recordkeepers, advisors, and vendors. The role also conducts job analysis and compensation benchmarking, supports pay recommendations and compensation cycles, analyzes equity and wage concerns, and provides compensation insights and advice to leaders. In addition, the specialist improves technology, workflows, documentation, communications, employee education, and total-rewards programs. The position requires a bachelor’s degree in Human Resources or a related field, 2–5 years of experience in Human Resources or another applicable field, including 1–2 years administering employee group benefits, job evaluations, market pricing, and equity analysis. The employer lists additional qualifications as preferred, including advanced Excel skills, UKG experience, relevant professional designations, compensation applications and survey software, broader compensation and benefits experience, and M&A experience.

Requirements

Bachelor’s degree in Human Resources or a related field.
2–5 years of experience in Human Resources or another applicable field.
1–2 years of experience administering employee group benefits, job evaluations, market pricing, and equity analysis.
Hands-on experience supporting base pay, incentive, and financial wellness programs, with attention to accuracy and compliance.
Proficiency in compensation data analysis, interpreting survey results, and building data models to support compensation decisions.
Working knowledge of applicable regulations affecting compensation and financial benefits, including IRS, FLSA, ERISA, HIPAA, DOL, and SEC requirements.
Strong attention to data integrity and the ability to maintain clean, secure, reliable data across HRIS, compensation, and vendor platforms.
Ability to collaborate with HR, Finance, and Legal teams and communicate technical information to different audiences.
Customer-service orientation and ability to provide clear, accurate, timely responses to employee pay and benefits inquiries.
Adaptability to changing business priorities and compensation needs; proactive approach to identifying inefficiencies and improvements.
Strong aptitude for navigating HRIS systems, maintaining data integrity, and running queries.
Intermediate proficiency in Excel or Google Sheets, including functions, formulas, pivot tables, and graphs.
Intermediate spreadsheet and HR system query skills.
Working knowledge of AI tools and platforms for HR data analysis and process automation, including ethical AI use, data privacy, and bias mitigation.
U.S. work authorization that does not require visa sponsorship.
Completion of the personality assessment requested after submitting an application.

Nice To Haves

Advanced Microsoft Excel proficiency, including macros and pivot charts.
UKG HRIS software application and query experience.
SHRM, HRCI, CCP, CEBS, or CEP designation.
Exposure to compensation-specific applications and survey software.
2–5 years of demonstrable experience in compensation and employee group benefits, including program strategies, administration, external benchmarking, performance management, and business advising.
Experience with M&A due diligence requirements and best-in-class integration practices.

Responsibilities

Analyze, administer, educate, communicate, measure, and monitor 401(k), stock plans, deferred compensation, and other assigned financial benefits.
Lead annual benefit cycles, including enrollments and renewals, and ensure accurate financial reporting, reconciliations, and audits.
Improve benefit communications and employee education through intranet resources, vendor support, targeted messaging, workshops, webinars, and on-demand tools.
Administer applicable compliance testing and regulatory filings, including IRS, SEC, and DOL requirements.
Maintain and distribute plan documentation, including contracts, SPDs, notices, and summaries, in accordance with legal timelines.
Coordinate with HR, payroll, legal, accounting, recordkeepers, and vendors to support compliant program delivery; serve as vendor manager and liaise with plan recordkeepers and financial and legal advisors.
Conduct job analysis and evaluations based on role scope, complexity, responsibilities, and qualifications.
Benchmark compensation using external market data and internal analytics to support job architecture, salary structures, and incentive designs.
Recommend pay for new hires, transfers, market adjustments, and promotions, considering internal equity, external competitiveness, and talent mobility.
Lead compensation projects such as wage forecasting, budgeting, merit cycles, incentive plans, and system improvements.
Prepare and present compensation insights to leaders through reporting and consultation.
Submit data for external salary surveys and apply findings to refine pay bands and compensation philosophy.
Research wage discrepancies and equity concerns and communicate findings, recommendations, compensation practices, and compliance requirements to stakeholders.
Enhance and integrate technology platforms to streamline benefit and compensation workflows, queries, and analytics.
Develop documentation, policies, and user training to improve system use and program understanding.
Drive continuous improvement through process design, employee and manager education, and stakeholder engagement.
Recommend rewards solutions informed by market trends, workforce needs, and strategic opportunities.
Contribute to communications and learning initiatives promoting financial well-being and understanding of total rewards.
Respond clearly, accurately, and promptly to employee inquiries about pay and benefits.

Benefits

120 hours of paid time off, increasing with tenure.
12 paid company holidays.
Comprehensive 4–6 month training program.
Career advancement opportunities.
Ongoing professional development and internal leadership programs.
Multiple medical plan options and a health savings account.
Hospital, Critical Illness, and Accident coverage.
Short- and long-term disability coverage.
Paid parental leave.
Employee Stock Purchase Plan.
401(k) plan with company match.
Up to $1,200 in employer-paid HSA contributions and cash rewards for participating in the wellness program.
People-first culture that invests in connection, community involvement, and transparency around employee feedback.
Modern office amenities, including a beverage refreshment station, dining area, and outdoor patio.