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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Gastroenterology in Phoenix, AZ | Lucrative Earning Potential

Company: Jackson Physician Search

Location: Arizona

Posted Sep 01, 2025

View Details Apply on healthecareers.com
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Physician-Hospice/Palliative Care

Company: Banner Health

Location: Sun City West, Arizona

Posted Sep 01, 2025

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Nurse Midwife-OBGYN - General

Company: Banner Health

Location: Tucson, Arizona

Posted Sep 01, 2025

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HVAC Installer

Company: ProSkill Heating and Air

Location: Phoenix, AZ

Posted Sep 01, 2025

Licenses: Valid HVAC technician license and driver’s license. Skills: Strong technical knowledge, excellent problem-solving abilities, attention to detail, and…

View Details Apply on SimplyHired
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Administrative Assistant/ Phlebotomist

Company: Wexford Health Sources

Location: Prescott, Arizona

Posted Sep 01, 2025

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Nurse Practitioner-Hematology/Oncology

Company: Banner Health

Location: Tucson, Arizona

Posted Sep 01, 2025

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Nurse Practitioner-Cardiology: Noninvasive

Company: Banner Health

Location: Phoenix, Arizona

Posted Aug 31, 2025

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Physician-Pediatrics: Neurology

Company: Banner Health

Location: Tucson, Arizona

Posted Sep 01, 2025

View Details Apply on healthecareers.com
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Physician-Internal Medicine: General

Company: Banner Health

Location: Mesa, Arizona

Posted Aug 31, 2025

View Details Apply on healthecareers.com
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Nurse Practitioner-Anesthesiology

Company: Banner Health

Location: Tucson, Arizona

Posted Aug 31, 2025

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Physician-OBGYN - Maternal Fetal Medicine

Company: Banner Health

Location: Phoenix, Arizona

Posted Sep 01, 2025

View Details Apply on healthecareers.com
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Physician-Family Medicine (with OB)

Company: Banner Health

Location: Tucson, Arizona

Posted Sep 01, 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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