For me the key would be how much this is a Comp & Benefits role or huw much it’s really all about pensions.

Certainly there are great career opportunities for good business focused ( rather than overly analytical) C&B people. Great specialist career paths and routes almost to the top.

If however it’s very pensions focused then unless you are very heavily into the details of pensions I would think very carefully about your career path and exit strategy. It has the potential risk of being an overly specialises cul de sac.

If I were taking the Pensions role I would want to be sure there was a route to general C&B at the very least.

In reply to Keith:

Sound advice from Keith.
As someone who moved from generalist to C&B roles in 1988 I can say I never looked back and sought to extend my areas of knowledge across the full range of the C&B function over the years - always keeping in mind the interdependence and interaction of the role with other HR areas (recruitment, succession planning, wellbeing/h&s, people cost modelling, supporting collective bargaining,.... ), and the added value in business terms of your job.
Avoid getting into a narrow pensions niche (unless this is what you really want) and try to extend the scope to other insured/financed benefits at the very least (medical, life, phi....). Develop an understanding if the tax and social security context in which these tools operate in order to develop cost-benefit optimisation loved by line management
Master the techy part bug remember it is a TOOL and not an end in itself.
Discuss with your employer how your future development could move in this direction.
Enjoy!
Ray

In reply to Ray:

Thanks both for your insights. I think you have encapsulated this well...it could be pension-heavy, and perhaps very techy. The broader Compensation team sits separately. Food for thought! Thx