HR Compensation & Benefits Officer

About the company

Centerfield is a digital marketing and sales technology business focused on customer acquisition at scale. Using its proprietary Dugout platform, the company provides outcome-driven digital marketing solutions and personalized omnichannel experiences for major brands across residential services, insurance, e-commerce, and B2B. Its consumer-facing digital properties, including Business.com and BroadbandNow.com, reach more than 150 million in-market shoppers each year. Headquartered in Silicon Beach, Centerfield also operates offices in New York, Boston, Florida, and Jamaica.

The organization describes itself as a fast-moving, innovative workplace with a collaborative culture and an emphasis on creative ideas. It has been recognized by Built In LA as a Best Place to Work in Los Angeles.

Role purpose

The HR Compensation & Benefits Officer is accountable for building, administering, and improving the company’s compensation structures and employee benefits programs. The position is designed to keep pay practices internally fair, externally competitive, legally compliant, and aligned with broader business goals so the company can attract, motivate, and retain talent.

What you'll do

This role spans compensation, benefits, leave, and health-and-safety administration, along with employee support and reporting.

• Create, review, and maintain salary structures, grading frameworks, and pay policies.
• Evaluate jobs and compare pay against market data to support fair and competitive compensation decisions.
• Help coordinate annual salary review cycles, including merit increases, promotions, and pay adjustments.
• Produce compensation analyses, reports, and recommendations for management.
• Apply compensation policies consistently across the organization and keep all related documentation current.
• Maintain job classification levels and grading structures, ensuring records are properly approved and stored in HRIS and payroll systems.
• Support controls, audit readiness, and governance requirements tied to compensation and benefits.
• Address employee and management questions about pay, benefits, and exceptions, escalating when needed.
• Prepare compensation and benefits-related payments or deductions for fortnightly payroll, including off-cycle items, with accuracy and completeness.
• Administer employee benefits end to end, including enrollments, changes, terminations, reconciliations, and issue resolution.
• Act as the main contact for benefits vendors and service providers, including follow-up on service or contract issues.
• Track benefits usage, cost patterns, and trends, and recommend improvements or cost-effective enhancements.
• Support benefits renewals by coordinating submissions, reviewing proposals, and preparing comparison summaries for HR leadership.
• Update employee benefits communications, handbooks, policies, and procedures for consistency and clarity.
• Prepare reports and supporting documents for benefits audits and internal reviews.
• Coordinate health, safety, and accident reporting processes in line with company policy and occupational health and safety requirements.
• Manage workplace accident, injury, and near-miss documentation and reporting in a timely and accurate manner.
• Maintain confidential records for incident reports, investigations, claims, medical certificates, corrective actions, and related correspondence.
• Liaise with HR, managers, employees, medical providers, insurers, and statutory bodies on health, safety, and injury-related matters.
• Ensure workers’ compensation, injury-on-duty, and other incident forms are completed and submitted within required timelines.
• Track the progress of accident and injury claims and keep HR leadership and affected employees informed.
• Support wellness initiatives, safety training, and awareness activities with HR and other stakeholders.
• Assist with return-to-work plans, medical accommodations, and reintegration arrangements for employees with restrictions.
• Analyze accident and safety data, identify trends or risk areas, and share insights that support risk reduction and wellbeing initiatives.
• Administer leave programs, including annual, sick, maternity/paternity, compassionate, study, and other approved leave types.
• Record, monitor, and reconcile leave balances in HRIS and payroll systems.
• Process leave requests, approvals, adjustments, and balances in coordination with HR, Payroll, and line managers.
• Keep leave records and supporting documentation accurate, confidential, and audit-ready.
• Guide employees and managers on leave entitlement, eligibility, and process requirements.
• Support statutory and policy-based leave administration and maintain compliance with applicable laws and regulations.
• Monitor leave trends and prepare summaries for workforce planning, compliance, and management decisions.
• Work with Payroll to ensure leave balances and leave-related payments, including paid and unpaid leave, are correctly reflected.
• Assist with communication of rewards programs, salary reviews, and benefits changes.
• Support employee engagement, retention, and total rewards initiatives.
• Take part in HR projects and cross-functional work as required.
• Carry out additional related tasks or projects assigned by management.

Experience and education

The preferred background for this position includes a bachelor’s degree in Human Resource Management, Business Administration, Finance, or a related discipline, together with at least 3 years of experience in compensation, benefits, or a similar HR role. Practical exposure to job evaluation methods, salary benchmarking, HRIS platforms, and payroll systems is required.

Skills and competencies

Success in this role calls for strong numerical ability, careful attention to detail, and a clear understanding of compensation and benefits best practices. The candidate should be able to work with confidential information in a professional and ethical way, communicate clearly, and turn data into practical recommendations. Strong organization, planning, and time management are also important, as is solid proficiency with Microsoft Excel and other Microsoft Office tools. The role also calls for the ability to work independently, collaborate with others, and handle workplace conflict effectively.

AI and interview policy

Centerfield states that it uses AI tools internally for efficiency and fairness, including resume screening and administrative support. Candidates may use AI ethically to prepare for interviews, such as practicing answers or researching topics, but live interview responses, technical assessments, and written submissions should be their own work unless the company says otherwise. The company also notes that interviews are held after resumes are screened against minimum requirements.

Privacy and equal opportunity

Centerfield explains that it may collect, use, and disclose applicant information in connection with evaluation of candidacy, and refers candidates to its privacy policy. The company also states that it is an equal opportunity employer and considers all qualified applicants without regard to race, color, age, religion, sex, national origin, disability, protected veteran status, or other protected characteristics under applicable law.

Additional information

The job is based in Portmore, Saint Catherine, Jamaica, and is a full-time onsite position. The scope of work may change over time, and the listed responsibilities are not necessarily exhaustive.