Comprehensive Benefits Package Jobs in Ann Arbor, MI

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Looking for Comprehensive Benefits Package jobs in Ann Arbor, MI? Browse our curated listings with transparent salary information to find the perfect Comprehensive Benefits Package position in the Ann Arbor, MI area.

Autonomy Support Engineer II

Company: May Mobility

Location: Ann Arbor, MI

Posted Jan 27, 2025

May Mobility, based in Ann Arbor, Michigan, is transforming cities through autonomous technology. Their vehicles, powered by innovative MultiPolicy Decision Making (MPDM) technology, provide value to communities, bridge public transit gaps, and offer safe, easy, and fun rides. Since 2017, they've given over 300,000 autonomy-enabled rides globally. The company is hiring Autonomy Support Engineers II to validate safety and functionality of autonomous vehicle systems, investigate fleet issues, and contribute to ongoing development work.

Value Chain Engineer

Company: General Motors

Location: Warren, MI

Posted Jan 27, 2025

GROCERY/LEAD CLERK

Company: Kroger

Location: Plymouth, MI

Posted Jan 27, 2025

Pricing & Quoting Business Analyst

Company: Eaton

Location: Richland, MI

Posted Jan 27, 2025

Shift Supervisor Trainee

Company: CVS Health

Location: Madison Heights, MI

Posted Jan 27, 2025

Store Associate

Company: CVS Health

Location: Milford, MI

Posted Jan 27, 2025

Principal Systems Integration Consultant, Solution

Company: Dynatrace

Location: Detroit, MI

Posted Jan 27, 2025

Dynatrace is seeking an Enterprise Solutions Architect with 3+ years of experience in software and/or solution engineering, leading and consulting in client-facing scenarios. The role involves working with a variety of accounts, leading skilled engineering staff, and collaborating with product engineering teams. The ideal candidate should have experience with Dynatrace or observability solutions, log analytics, cloud technologies, network topologies, container solutions, and programming languages like Java or .NET. Dynatrace offers a competitive compensation package, stock purchase options, and a unique career development program.

Frequently Asked Questions

What are the typical salary ranges by seniority for Comprehensive Benefits Package roles?
Entry‑level Benefits Analyst: $55,000–$70,000; Mid‑level Analyst/Manager: $70,000–$95,000; Senior Manager/Director: $95,000–$130,000; VP of Compensation & Benefits: $130,000–$170,000. Salaries shift 10–15% higher in major metros like San Francisco or New York and can dip 5–10% in smaller markets.
Which skills and certifications are most valuable for a career in Comprehensive Benefits Package?
Hands‑on expertise in Workday, SAP SuccessFactors, Gusto, or Zenefits; proficiency in Excel, SQL, and data‑visualization tools (Tableau, Power BI); deep knowledge of ACA, HIPAA, and ERISA regulations; and certifications such as CEBS (Certified Employee Benefits Specialist), CBP (Certified Benefits Professional), or SHRM‑CP/SCP. Demonstrating success in vendor negotiation and benefits analytics projects boosts employability.
Is remote work commonly available in Comprehensive Benefits Package positions?
Yes. 70–80% of Benefits Analyst and Manager roles offer fully remote or hybrid options, supported by cloud portals (e.g., Gusto Benefits Portal), video conferencing (Zoom, Teams), and collaboration platforms (Slack, SharePoint). Companies often set clear remote‑policy guidelines and require 2–3 in‑office days per month for onboarding or vendor meetings.
What does a typical career progression look like in this field?
Benefits Analyst → Senior Analyst → Benefits Manager → Senior Manager → Director of Compensation & Benefits → VP of Compensation & Benefits. Each step adds responsibilities for strategic planning, cross‑functional leadership, and executive reporting. Gaining a CEBS certification and leading a major benefits redesign project accelerates promotion.
What are the current industry trends shaping Comprehensive Benefits Package roles?
1) AI‑driven benefits analytics for predictive cost modeling; 2) Expansion of mental‑health and wellness programs (e.g., Calm, Headspace, Virgin Pulse); 3) Shift to flexible benefit baskets allowing employees to choose coverage; 4) Heightened focus on data privacy and GDPR/CCPA compliance; 5) Seamless integration of benefits modules within HRIS and payroll systems to reduce manual work.

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