Occupation · SOC 11-3111
Compensation and Benefits Managers
Plan, direct, or coordinate compensation and benefits activities of an organization.
Median wage
—
Projected growth
—
—
Annual openings
—
per year
Employed (US)
—
Job Zone 4
Typical preparation
Considerable preparation
Stackable credential programs
2,469 mapped
Core skills
Reading ComprehensionActive ListeningWritingSpeakingJudgment and Decision MakingCritical ThinkingActive LearningTime Management
Knowledge areas
Personnel and Human ResourcesEnglish LanguageAdministration and ManagementCustomer and Personal ServiceEconomics and Accounting
Technology & tools
Human resources softwareWeb page creation and editing softwareGraphics or photo imaging softwareDesktop publishing softwareData base reporting software
Representative tasks
Direct preparation and distribution of written and verbal information to inform employees of benefitDesign, evaluate, and modify benefits policies to ensure that programs are current, competitive, andFulfill all reporting requirements of all relevant government rules and regulations, including the E
Competency framework
Skill expectations by proficiency level.
emerging
Employee benefits materials — compile and distribute written summaries of compensation and benefits policies under direct supervisor guidance in an HR department setting.Government compliance documentation — review and organize ERISA-related reporting forms under close supervision to support regulatory filing deadlines.Benefits enrollment data — enter and verify employee selections into human resources software with oversight from a senior compensation professional.Prevailing wage data — gather and tabulate market compensation surveys under direction to assist in competitive pay analysis.Benefits provider communications — draft routine correspondence to insurance brokers and vendor contacts following established departmental templates.HR policy documents — proofread and format written compensation and benefits policies using desktop publishing software under managerial review.Employee inquiries — respond to basic benefits-related questions by referring to documented procedures and escalating complex issues to senior staff.Benefits selection tools — assist in updating online enrollment guides and decision-support resources under the direction of a project lead.Compensation records — maintain accurate employee pay and classification records in an enterprise resource planning (ERP) system as directed.Regulatory reference materials — read and summarize relevant government regulations, such as ERISA and ACA provisions, to support team compliance efforts.
developing
Benefits program communications — prepare and distribute verbal and written information to employees explaining policy changes and enrollment procedures with minimal supervisory review.Compliance reporting — fulfill ERISA and other government reporting requirements by independently preparing and submitting required documentation on established schedules.Compensation benchmarking analysis — analyze prevailing wage data and internal pay structures to identify gaps and recommend adjustments within a mid-size organization.Benefits policy review — evaluate existing benefit offerings against legal requirements and market trends, proposing modifications to maintain competitiveness.Broker relationships — coordinate with benefits brokers and vendors to research plan options and negotiate preliminary terms for employee benefit programs.Employee benefits mediation — serve as a primary point of contact between benefits providers and employees, resolving benefits disputes and addressing eligibility questions.Compensation decision tools — develop manager-facing job aids and compensation calculators using HR software to standardize pay decision-making across departments.Benefits data reporting — generate and interpret benefits utilization and cost reports using database reporting software to inform program evaluation.Time and project management — manage multiple open compensation and benefits projects simultaneously, meeting regulatory and open-enrollment deadlines independently.Personnel policy interpretation — apply knowledge of human resources law and administration to advise line managers on compensation practices within routine operational contexts.
proficient
Benefits policy design — design and modify comprehensive employee benefits programs autonomously, ensuring alignment with legal requirements, organizational strategy, and competitive market positioning.Total compensation plan development — analyze compensation policies, government regulations, and salary survey data to build and implement a fully competitive compensation structure across job families.ERISA and regulatory compliance — independently fulfill all government reporting obligations, including ERISA filings, coordinating with legal counsel and external auditors to manage risk.Mergers and acquisitions integration — administer and reconcile benefit program differences following organizational mergers or acquisitions, resolving conflicts across legacy plan designs.Employee benefits communication strategy — direct the creation and distribution of multi-channel communications that inform a diverse workforce of complex compensation and benefits changes.Benefits vendor management — evaluate broker and third-party administrator performance, renegotiate contracts, and implement plan design changes to optimize cost and employee experience.Complex problem resolution — apply critical thinking and systems analysis to diagnose non-routine compensation inequities or benefits plan failures and implement sustainable corrective solutions.Decision-support tools leadership — oversee the design and deployment of self-service benefits selection platforms and manager compensation tools using enterprise HR technology systems.Financial resource stewardship — manage the benefits and compensation budget, conducting cost-benefit analyses to recommend plan modifications that balance fiscal responsibility with employee well-being.Cross-functional advisory role — consult autonomously with finance, legal, and operations leadership on the workforce cost implications of proposed business decisions and restructuring initiatives.
advanced
Organizational compensation strategy — set enterprise-wide compensation philosophy and policy direction, ensuring alignment with long-term business objectives and talent acquisition goals across all business units.Benefits governance leadership — establish governance frameworks for benefits program oversight, ensuring sustained regulatory compliance and risk mitigation at the organizational scale.Executive talent program design — lead the design of executive compensation packages, including equity, deferred compensation, and incentive structures, in collaboration with the board and legal advisors.Enterprise HR systems transformation — sponsor the selection and implementation of enterprise-wide HR and ERP technology platforms that modernize compensation and benefits administration capabilities.People leadership and team development — recruit, mentor, and evaluate a team of compensation and benefits professionals, building departmental capability and succession depth.Regulatory and legislative advocacy — monitor and respond to emerging federal and state legislation affecting compensation and benefits, shaping organizational policy responses and representing the company before regulatory bodies.Workforce investment analysis — present comprehensive compensation and benefits ROI analyses to the C-suite and board, using financial modeling to justify strategic program investments.M&A due diligence leadership — lead the human capital due diligence workstream during mergers and acquisitions, assessing benefits liabilities and designing post-close integration roadmaps.Organizational culture through rewards — shape total rewards strategy as a cultural lever, designing recognition and compensation ecosystems that drive engagement and retention at scale.External thought leadership — represent the organization's compensation and benefits practices at industry conferences, advisory councils, and peer networks to influence best practices and benchmark against leading employers.
Also known as
29 alternate job titles map to this occupation.
Benefits CoordinatorGlobal Compensation DirectorEmployee Benefits DirectorPayroll ManagerBenefits DirectorBenefits Admin (Benefits Administrator)Reimbursements ManagerCompensation and Benefits ManagerBenefits ManagerTotal Rewards DirectorGlobal Compensation ManagerCompensation Program ManagerPersonnel ManagerTotal Rewards ManagerBenefits AdvisorCompensation ManagerPayroll and Benefits ManagerManager, BenefitsWorkers' Compensation ManagerWage and Salary Administrator (Wage and Salary Admin)Employee Benefits Account ManagerManager, CompensationEmployee Benefits ManagerReimbursement ManagerCompensation and Benefits DirectorPosition Classification ManagerCompensation DirectorGlobal Benefits ManagerEmployee Benefits Coordinator