Comprehensive Benefits Package Jobs in PHOENIX, Arizona

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

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Nurse Practitioner-Urgent Care

Company: Banner Health

Location: Phoenix, Arizona

Posted May 18, 2025

View Details Apply on healthecareers.com
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Interventional Cardiologist - Phoenix Metropolitan Area

Company: Privia Health, LLC

Location: Avondale, Arizona

Posted May 18, 2025

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Physician-Internal Medicine: General

Company: Banner Health

Location: Mesa, Arizona

Posted May 17, 2025

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Physician Assistant-Orthopedic Surgery: General

Company: Banner Health

Location: Glendale, Arizona

Posted May 17, 2025

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Pediatric Pulmonologist – Phoenix Children’s

Company: Phoenix Children's

Location: Phoenix, Arizona

Posted May 17, 2025

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Physician-Surgery: Neurosurgery

Company: Banner Health

Location: Tucson, Arizona

Posted May 17, 2025

View Details Apply on healthecareers.com

Director of Tax

Company: Cambridge Investment Research, Inc.

Location: Phoenix, AZ

Posted May 17, 2025

Represent clients during IRS and state tax audits, offering comprehensive support and resolution strategies. Provide innovative tax planning and review complex…

View Details Apply on SimplyHired
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Breast Imaging Radiology | Arizona | Remote Or In-Person Option | Partnership

Company: Jackson Physician Search

Location: Arizona

Posted May 18, 2025

View Details Apply on healthecareers.com
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Pediatric Anesthesiologist

Company: Phoenix Children's

Location: Phoenix, Arizona

Posted May 18, 2025

View Details Apply on healthecareers.com
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Orthopedic Surgeon Opportunity in Arizona; No Call

Company: CompHealth

Location: Tucson, Arizona

Posted May 17, 2025

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Oral Surgeon

Company: Casas Adobes Oral & Maxillofacial Surgery

Location: Tucson, Arizona

Posted May 17, 2025

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LPN

Company: Sunrise Senior Living

Location: Tucson, Arizona

Posted May 17, 2025

View Details Apply on healthecareers.com

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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