Careers · Explore one path
Compensation and Benefits Managers
Plan, direct, or coordinate compensation and benefits activities of an organization.
Other titles employers use
Benefits Coordinator · Benefits Director · Benefits Manager · Compensation and Benefits Director · Compensation and Benefits Manager · Compensation Director · Compensation Manager · Employee Benefits Coordinator
Inside the work
What you would actually do.
6 responsibilities that define the role, before job titles and workplaces change the details.
- Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
- Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.
- Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
- Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
- Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.
- Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
Who it suits
Would this work hold your attention?
This career often appeals to people drawn to persuading, organizing and helping work.
- Persuading
- Leading, selling, starting projects, or making a case
- Organizing
- Creating order, checking details, and keeping work accurate
Skills and strengths
What you would get good at.
Compare the skills the work relies on, the subjects behind it, and the abilities that make it easier to learn.
Core skills
- Reading Comprehension
- Active Listening
- Writing
- Speaking
- Critical Thinking
- Judgment and Decision Making
Subjects to know
- Personnel and Human Resources
- English Language
- Administration and Management
- Customer and Personal Service
- Economics and Accounting
Useful strengths
- Oral Comprehension
- Written Comprehension
- Oral Expression
- Written Expression
- Problem Sensitivity
Working day
Picture yourself doing it.
These measures show how much of the day involves people, movement, conversation, and hands-on work.
| Measure | Out of 5 | What that means here |
|---|---|---|
| Close to other people | 2.3 | Largely your own space |
| On your feet | 1.8 | Mostly seated |
| Talking face to face | 4.7 | Continuous — the job is conversations |
| Working with your hands | 2.2 | Little of the day |
Preparation
How people prepare for this work.
Employers usually ask for a bachelor's degree. Other routes may also lead into the field.
- A four-year degree 76%
- A master's degree 24%
Tools of the work
Technology you may use.
- Enterprise resource planning ERP software
- Data base user interface and query software
- Graphics or photo imaging software
- Document management software
- Accounting software
- Project management software
- Electronic mail software
- Spreadsheet software
Opportunity near you
See where this work is growing.
Choose a state to compare the size of the field, annual openings, and expected hiring change.
- People doing this work
- 3,100
- Job openings each year
- 200
- Expected hiring change, 2022–2032
- 3.3%
Compare every available state
| State | People doing it | Job openings each year | Expected change |
|---|---|---|---|
| California | 3,100 | 200 | 3.3% |
| Texas | 2,130 | 150 | 17.0% |
| New York | 1,760 | 20 | 10.7% |
| Florida | 1,210 | 80 | 10.0% |
| North Carolina | 830 | 60 | 9.2% |
| Washington | 640 | 50 | 14.3% |
| Georgia | 600 | 40 | 9.1% |
| New Jersey | 550 | 30 | 1.9% |
| Maryland | 530 | 30 | 3.9% |
| Virginia | 430 | 30 | 4.9% |
| Ohio | 380 | 20 | 2.7% |
| Tennessee | 320 | 20 | 14.3% |
| Minnesota | 310 | 20 | 3.3% |
| Iowa | 300 | 20 | 3.4% |
| Michigan | 290 | 20 | — |
| Arizona | 270 | 20 | 8.0% |
| South Carolina | 260 | 20 | 13.0% |
| Massachusetts | 250 | 20 | — |
| Colorado | 230 | 10 | 4.5% |
| Missouri | 220 | 10 | 4.8% |
| Connecticut | 200 | 10 | — |
| Wisconsin | 200 | 10 | 5.3% |
| Utah | 180 | 10 | 12.5% |
| District of Columbia | 170 | 10 | — |
| Nebraska | 170 | 10 | 6.3% |
| Arkansas | 150 | 10 | 7.1% |
| Kentucky | 150 | 10 | 7.1% |
| Louisiana | 140 | 10 | — |
| Oklahoma | 130 | 10 | — |
| Oregon | 120 | 10 | 9.1% |
| Alabama | 110 | 10 | 10.0% |
| Indiana | 110 | 10 | — |
| Kansas | 100 | 10 | — |
| New Hampshire | 100 | 10 | — |
| Alaska | 90 | 10 | 12.5% |
| Idaho | 90 | 10 | — |
| Mississippi | 90 | 10 | 12.5% |
| West Virginia | 60 | 0 | — |
| Rhode Island | 50 | 0 | — |
| Maine | 30 | 0 | — |
| Puerto Rico | 30 | 0 | — |
| Delaware | 20 | 0 | — |
Career to college
Build a path toward this work.
Start with a related major, then compare colleges where students complete that field.
Where to study
Colleges with strong activity in these fields.
Start with program size, admission, and likely cost. Open a college for the full picture.
Southern New Hampshire University
- Degrees each year
- 5,571
- Admit rate
- 96%
- Annual cost after aid
- $37,000
Western Governors University
- Degrees each year
- 3,333
- Admit rate
- Not reported
- Annual cost after aid
- $13,000
University of Maryland Global Campus
- Degrees each year
- 1,804
- Admit rate
- Not reported
- Annual cost after aid
- —
California State University-Fullerton
- Degrees each year
- 2,134
- Admit rate
- 87%
- Annual cost after aid
- $6,000
San Diego State University
- Degrees each year
- 2,008
- Admit rate
- 34%
- Annual cost after aid
- $13,000
San Jose State University
- Degrees each year
- 1,660
- Admit rate
- 80%
- Annual cost after aid
- $12,000
California State Polytechnic University-Pomona
- Degrees each year
- 1,523
- Admit rate
- 74%
- Annual cost after aid
- $11,000
Liberty University
- Degrees each year
- 1,519
- Admit rate
- 99%
- Annual cost after aid
- $27,000
Compare every college offering human resources management and services