Per the site, Enterprises Limited is planning to hire a secretary in the human resource department. This position is vital especially due to the managerial undertakings requiring the company to hire and supervise the most expensive organizational asset, the staff. This paper considers the compensation and benefits package for this American public company, where certain terms need to be satisfied. In that case, the organization has a large resource base that requires a high level of efficiency to perform expertly. This can only be achieved if a new secretary is hired and compensation plans along with effective strategies are executed to assure further success. The task is to develop a compensation and benefits package for the new employee, which would be used for the position upon hiring the secretary. My task as the company’s human resource director is to assess the level of compensation required for the position and related to the various employee factors and responsibilities. The secretary’s compensation and benefits package are dependent on the situation along with the level of customer service. Employee Compensation and Benefits Package A good employee compensation plan matches the internal and external conditions concerning competition and returns (Hansen, 2007). This happens because the compensation and benefits paid out affect the performance as well as employee motivation, which extends to the organizational goal’s attainment. The secretary is crucial due to the sensitivity of the department managed as employees are responsible for the efficient utilization of the capital. Attributable to this, an effective compensation plan should be set up for the employee to guarantee quality performance and goal accomplishment. The process involves making the employee understand the importance of successful operations in paying salaries and benefits. To design this package, a critical evaluation of the desired outcomes along with the organizational goals is vital. The compensation philosophy is based on the need to give direct or indirect rewards, an employee’s role, the potential for fulfilling it, and the company’s capacities (Marino & Zabojnik, 2008). However, the most vital aspect in the determination of a compensation package is the ability to accomplish the objectives set for a position. For instance, the secretary to the human resource department is mandated to supervising the staff and controlling operations based on relevant skills and job requirements. The company might reward the secretary based on several standards. Most importantly, the returns promised by a departmental secretary form the basis of compensation. In this case, Persite Enterprises Limited could target direct financial compensation, which is paid regularly in the form of wages, salaries along with bonuses and commissions. Another form is the indirect financial compensation that rewards an employee through social benefits like leaves, retirement plans, programs in learning institutions, and other service benefits (United States Department of Labor, 2013). However, a non-financial compensation package includes career development plans, recognition, and change in working conditions. In our case,