Occupation · SOC 13-1141
Compensation, Benefits, and Job Analysis Specialists
Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs.
Median wage
$77,020
$48,300–$128,830
Projected growth
+5.3%
Average growth
Annual openings
560
per year
Employed (US)
102,370
Job Zone 4
Typical preparation
Considerable preparation
Stackable credential programs
2,644 mapped
Core skills
Reading ComprehensionActive ListeningSpeakingCritical ThinkingActive LearningWritingSystems EvaluationComplex Problem Solving
Knowledge areas
Personnel and Human ResourcesEnglish LanguageCustomer and Personal ServiceMathematicsAdministration and Management
Technology & tools
Human resources softwareDocument management softwareTime accounting softwareData base user interface and query softwareMedical software
Representative tasks
Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers.Ensure company compliance with federal and state laws, including reporting requirements.Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies.Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.Assist in preparing and maintaining personnel records and handbooks.Plan and develop curricula and materials for training programs and conduct training.Develop and administer compensation programs, such as merit or incentive pay.Consult with, or serve as, technical liaison between business, industry, government, and union officials.Evaluate job positions, determining classification, exempt or non-exempt status, and salary.Prepare occupational classifications, job descriptions, and salary scales.Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs.Provide advice on the resolution of classification and salary complaints.Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances.Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government.Assess need for and develop job analysis instruments and materials.Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information.Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information.Advise staff of individuals' qualifications.Prepare research results for publication in form of journals, books, manuals, and film.
Competency framework
Skill expectations by proficiency level.
emerging
Employee benefits enrollment records — organize and update under supervisor guidance using HR software in a corporate HR department.Federal and state employment regulations — identify and apply basic compliance requirements by referencing established checklists in a mid-sized organization.Insurance and pension plan documents — review and summarize key provisions under direction while coordinating with plan carriers.Personnel handbooks and records — assist in preparing and maintaining accurate files using document management software in a structured HR environment.Compensation data — collect and enter into spreadsheet software following standard templates provided by senior analysts.HR policy terminology and classification frameworks — recognize and apply under direct oversight when responding to routine employee inquiries.Training program materials — assist in assembling and formatting curricula under guidance for delivery in an organizational learning environment.Benefits research resources — locate relevant benchmark studies and regulatory updates using online databases with direction from a senior specialist.Time accounting software — enter and verify employee records following established procedures in a payroll-integrated HR system.Active listening and questioning techniques — demonstrate when gathering employee concerns about benefits or compensation under supervisor observation.
developing
Employee insurance, pension, and savings plans — administer day-to-day operations with reduced oversight by coordinating directly with brokers and carriers in a multi-benefit environment.Federal and state compliance reporting requirements — prepare and submit required documentation on schedule, applying working knowledge of ERISA, ACA, and FLSA in a regulated corporate setting.Job classification and pay-grade structures — analyze and apply established frameworks to evaluate positions and recommend placements within a defined compensation system.Managers and employees — advise on standard employment regulations, benefit policies, and collective agreement provisions in routine consultation sessions.Benefits benchmarking data — research, compile, and interpret findings using business intelligence software to support policy review recommendations.Training sessions on compensation and benefits topics — conduct for small employee groups using prepared curricula in an onsite or virtual format.ERP and HRIS platforms — navigate and query to extract workforce data for compensation analysis in an integrated enterprise environment.Personnel records and policy handbooks — maintain accuracy and version control using document management systems in compliance with records-retention policies.Compensation survey submissions — complete and reconcile employer data against industry databases to inform salary range updates.Problem sensitivity — apply when identifying discrepancies between job descriptions and actual duties during position classification reviews.
proficient
Total compensation programs — design, evaluate, and refine autonomously across multiple benefit and pay components, ensuring market competitiveness in a large or complex organization.Federal and state regulatory compliance — conduct independent audits of HR practices, identify gaps, and implement corrective action plans across organizational units.Non-routine employee benefit issues — resolve complex claims disputes and plan interpretation questions by applying advanced knowledge of plan documents and applicable law.Senior managers and executives — advise on classification program design, compensation philosophy, and benefit cost containment strategies in high-stakes decision contexts.Comprehensive benefits benchmarking and cost analyses — lead using analytical and scientific software to build multi-year recommendations for plan modifications.Compensation and benefits training curricula — develop from scope through delivery for HR staff and line managers, incorporating adult-learning principles in blended-format programs.Collective bargaining agreement provisions — interpret and apply to compensation and benefits decisions, coordinating with labor relations counsel during negotiations.Job analysis methodologies — apply across the full job family spectrum to produce legally defensible classification determinations and FLSA exemption status opinions.Systems evaluation — assess the effectiveness of existing HRIS and payroll platforms and recommend enhancements to support data-driven compensation decisions.Written compensation and benefits policy documents — author and finalize for organization-wide distribution, ensuring legal accuracy and plain-language accessibility.
advanced
Enterprise-wide total rewards strategy — set direction and lead implementation across compensation, benefits, and recognition programs aligned to organizational objectives and talent philosophy.Regulatory risk posture — establish governance frameworks and compliance monitoring systems that proactively manage exposure to federal and state employment law changes at organizational scale.Compensation and benefits center of excellence — build and lead, defining team standards, technology roadmaps, and capability development plans for specialist staff.Executive and board-level stakeholders — present and defend compensation philosophy, pay equity analyses, and benefits cost projections to drive informed enterprise decision-making.HR technology ecosystem — evaluate and select ERP, HRIS, and business intelligence platforms, negotiating vendor contracts and overseeing implementation to optimize compensation data integrity.Organizational compensation benchmark position — lead external market research initiatives and interpret findings to author multi-year pay structure redesigns that attract and retain key talent.Company-wide compliance culture — champion through policy leadership, training program oversight, and cross-functional partnerships with legal, finance, and operations leadership.Junior and mid-level specialists — mentor and develop through structured coaching, stretch assignments, and performance feedback within a professional HR team.Benefits plan innovation — pioneer adoption of emerging plan designs, wellness incentives, and voluntary benefits by applying systems analysis to workforce demographic and utilization data.Cross-organizational job evaluation and equity review programs — lead at enterprise scale, applying advanced inductive and deductive reasoning to ensure equitable, legally defensible classification and pay outcomes.
Also known as
123 alternate job titles map to this occupation.
Workers' Compensation Claims SpecialistBenefits CoordinatorCivil Affairs (Army 38A)Health Plan SpecialistCompensation ExpertWage AnalystHR Benefits Specialist (Human Resources Benefits Specialist)Compensation ConsultantForce Support, General (Air Force 38F1W)Force Support, C2ISREW (Air Force 38F3Z)Force Support, General (Air Force 38F4W)Personnel SpecialistWage and Salary SpecialistRecruiting and Retention NCO (Army National Guard of the United States) (Army 79T)Benefit Programs SpecialistForce Support, ABM (Air Force 38F1N)Payroll and Benefits Administrator (Payroll and Benefits Admin)Financial Management and Comptroller Journeyman (Air Force 6F051)Recruiter (Army 79R)Navy Counselor (Counselor) (Navy NCC)Force Support, Airlift (Air Force 38F4T)Reimbursement SpecialistMyNavy HR Credentialing, Apprenticeship, and Voluntary Education Specialization (Navy 868A)Human Resources Specialist (Army 42A)Force Support (Air Force 38FX)Personnel Officer (Marine Corps 0170)Manpower Craftsman, Management Engineering/Data Analytics (Air Force 3F371M)Navy Counselor (Recruiter) (Navy NCR)Force Support, Analyst (Air Force 38F4A)Civil Affairs Officer Special Operations (Army 38S)Manpower Apprentice (Air Force 3F331)Force Support, Tanker (Air Force 38F1S)Force Support, Analyst (Air Force 38F1A)Force Support, Trainer (if Prefix P) (Air Force 38F1Q)Personnel Specialist (Navy PS)Job Specification WriterManpower (Air Force 3F3X1)Force Support (Air Force 38F1)Force Support, Trainer Combat Systems Officer (CSO) (if Prefix N) (Air Force 38F4Q)Senior Human Resources Officer (Army 42H)