Comprehensive Benefits Package Jobs in Rogers, AR

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

Pharmacy Technician

Company: CVS Health

Location: Conway, AR

Posted Jan 25, 2025

Account Executive

Company: CVS Health

Location: Mountain Home, AR

Posted Jan 25, 2025

Pharmacy Technician

Company: CVS Health

Location: Little Rock, AR

Posted Jan 25, 2025

Penetration Testing Engineer III

Company: Walmart Global Tech

Location: Fayetteville-Springdale-Rogers, AR

Posted Jan 26, 2025

Walmart is seeking a skilled Penetration Tester to perform expert security testing techniques on a variety of platforms and technologies, including cloud services, IoT, identity and access management, mobile development, virtualization, AI, and Robotics. The role involves identifying and exploiting security vulnerabilities, developing advanced tools, and influencing technical and business strategies. The ideal candidate will have expert experience in ethical hacking, bug hunting, and securing a wide range of platforms and technologies at massive scale. Strong communication skills are required to convey complex technical security problems to non-technical audiences. Walmart offers competitive pay, performance-based bonus awards, and a comprehensive benefits package, including health, financial, and paid time off benefits. The annual salary range for this position is $90,000 - $180,000, with additional compensation for performance bonuses. Minimum qualifications include a Bachelor's degree in computer science, information technology, engineering, information systems, cybersecurity, or a related area, along with 2 years of experience in application security or a related area at a technology, retail, or data-driven company. Preferred qualifications include certifications in Security+, GISF, CISSP, CSSP, or CASE, and a Master's degree in a related area.

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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