Compensation and Benefits Managers
Tasks Include:
- Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.
- Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
- Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
- Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.
- Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
- Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.
- Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.
more »
The data sources for the information displayed here include: O*NET™; US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Projections Quick View:
Virginia: +7.0%
National: +1.3%
Education
Bachelor's Degree
Job Zone:
Four: Considerable Preparation Needed
Income Range:
Highest ($50,000 and up)
Median Earnings:
National
$131,280.00
State
$155,670.00
Regional
Compensation and Benefits Managers
Description
Career Cluster: | Business, Management & Administration |
Plan, direct, or coordinate compensation and benefits activities of an organization.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Education
Required Level of Education
- Bachelor's Degree = 76.19%
- Master's Degree = 14.29%
- Post-Baccalaureate Certificate - awarded for completion of an organized program of study; designed for people who have completed a Baccalaureate degree but do not meet the requirements of academic degrees carrying the title of Master. = 9.52%
Related Work Experience
- Over 4 years, up to and including 6 years = 52.38%
- Over 6 years, up to and including 8 years = 23.81%
- Over 8 years, up to and including 10 years = 9.52%
- Over 10 years = 9.52%
- Over 2 years, up to and including 4 years = 4.76%
On-Site or In-Plant Training
- None = 23.81%
- Over 3 months, up to and including 6 months = 23.81%
- Over 1 month, up to and including 3 months = 19.05%
- Up to and including 1 month = 14.29%
- Over 1 year, up to and including 2 years = 14.29%
- Over 6 months, up to and including 1 year = 4.76%
On-the-Job Training
- Over 1 month, up to and including 3 months = 28.57%
- Over 3 months, up to and including 6 months = 19.05%
- Over 6 months, up to and including 1 year = 19.05%
- Anything beyond short demonstration, up to and including 1 month = 14.29%
- Over 4 years, up to and including 10 years = 9.52%
- None or short demonstration = 4.76%
- Over 1 year, up to and including 2 years = 4.76%
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Tasks
Core Tasks Include:
- Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
- Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
- Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
- Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues.
- Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements.
- Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
- Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.
- Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
- Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
- Develop methods to improve employment policies, processes, and practices, and recommend changes to management.
- Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.
- Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions.
- Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
Supplemental Tasks Include:
- Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.
- Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.
- Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.
- Analyze statistical data and reports to identify and determine causes of personnel problems, and develop recommendations for improvement of organization's personnel policies and practices.
- Negotiate bargaining agreements.
- Investigate and report on industrial accidents for insurance carriers.
- Represent organization at personnel-related hearings and investigations.
- Prepare budgets for personnel operations.
- Prepare personnel forecasts to project employment needs.
- Contract with vendors to provide employee services, such as food services, transportation, or relocation service.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Tools and Technology
Tools Include:
- Calculators or accessories (10-key calculators)
- Desktop computers
- Notebook computers (Laptop computers)
- Liquid crystal display projector (Liquid crystal display LCD video projectors)
- Notebook computers
- Read write digital versatile disc DVD (Optical disk drives)
- Personal computers
- Personal digital assistant PDAs or organizers (Personal digital assistants PDA)
- Photocopiers (Photocopying equipment)
- Scanners
- Tablet computers
- High capacity removable media drives (Universal serial bus USB flash drives)
Technologies Include:
- Accounting software
- Intuit QuickBooks software
- Deltek Costpoint
- Analytical or scientific software
- Mediamix software
- Business analysis software
- Media Professional software
- Relex Weibull
- Charting software
- Microsoft Office Visio
- Data base reporting software
- AdRelevance software
- Data base user interface and query software
- Microsoft Access
- Structured query language SQL
- Data mining software
- ClarityBlue software
- Desktop publishing software
- Adobe Systems Adobe PageMaker
- Quark software
- Document management software
- Document management system software
- Atlas Business Solutions Staff Files
- Electronic mail software
- IBM Lotus Notes
- Microsoft Outlook
- Enterprise resource planning ERP software
- Oracle PeopleSoft
- Oracle JD Edwards EnterpriseOne
- Oracle E-Business Suite
- Enterprise resource planning ERP software
- Microsoft Great Plains software
- SAP software
- Graphics or photo imaging software
- Adobe Systems Adobe Illustrator
- Adobe Systems Adobe Photoshop software
- Human resources software
- Ascentis HR
- ASL HR Director
- Auxillium West HRnetSource
- Blue Chip Computer Consultants HumaNET
- Ceridian software
- Consultants in Data Processing HRnet
- Datamatics V-Core HR
- DenoSys HRiStragegy
- FSC Business Solutions Department Managers' Toolkit
- Genesys PeopleComeFirst
- Global Groupware Solutions Limited Smiles ERM On-Demand
- HR-ease
- HRMS Solutions iVantage
- hSenid Business Solutions HRM Enterprise
- Human resource information system HRIS software
- Humanic Design Human Resources Management System HRMS
- iEmployee
- Jenss & Associates CompKeeper
- HarrisData Human Resources Information System HRIS
- Mangrove Software HR20
- Lawson Human Resource Management
- NOW Solutions emPath
- Nuview Systems Cort HCM
- NuView Systems NuViewHR
- OrangeHRM
- Sage Abra HRMS
- PDS Vista HRMS
- People-Trak HR Essentials
- PerfectSoftware PerfectHR
- Piney Creek Digital Protocol System
- PSTek software
- Quadkey HR Server
- ADP Employease
- ADP HR/Benefits Solution
- Saigun Technologies EmpXtrack
- Apex Business Software iHR
- Sentient Online MarketPrice
- !Trak-it Solutions !Trak-it HR
- Trigon Road Forte Leave Management
- UCN inContact Workforce Management Software WFM
- Ultimate Software UltiPro
- Vantage Point Software HRA
- Internet browser software
- Web browser software
- Medical software
- McKesson NDCLytec software
- e-MDs Bill
- Office suite software
- Microsoft Office software
- Presentation software
- Microsoft PowerPoint
- Project management software
- Marketing Pilot software
- Brainworks software
- Microsoft Project
- Rain Catcher Inspire
- FlowMaster software
- Atlas OnePoint software
- ComponentScience WebPlanner
- Unisys Advertising Manager
- PaloAlto Advertising Plan Pro
- Spreadsheet software
- Microsoft Excel
- Video creation and editing software
- Apple iMovie
- Web page creation and editing software
- Adobe Systems Adobe Flash Player
- Adobe Systems Adobe Dreamweaver
- Word processing software
- Microsoft Word
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Knowledge
% | Subject | Description |
---|---|---|
83.75 | Personnel and Human Resources | Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
77.50 | English Language | Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
75.00 | Administration and Management | Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
69.00 | Customer and Personal Service | Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
59.50 | Economics and Accounting | Knowledge of economic and accounting principles and practices, the financial markets, banking, and the analysis and reporting of financial data. |
58.25 | Mathematics | Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
51.25 | Administrative | Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology. |
51.25 | Law and Government | Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Skills
% | Subject | Description |
---|---|---|
75.00 | Reading Comprehension | Understanding written sentences and paragraphs in work-related documents. |
75.00 | Active Listening | Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
75.00 | Writing | Communicating effectively in writing as appropriate for the needs of the audience. |
75.00 | Speaking | Talking to others to convey information effectively. |
72.00 | Judgment and Decision Making | Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
72.00 | Critical Thinking | Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
68.75 | Active Learning | Understanding the implications of new information for both current and future problem-solving and decision-making. |
65.50 | Management of Personnel Resources | Motivating, developing, and directing people as they work, identifying the best people for the job. |
65.50 | Time Management | Managing one's own time and the time of others. |
62.50 | Social Perceptiveness | Being aware of others' reactions and understanding why they react as they do. |
59.50 | Monitoring | Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
59.50 | Complex Problem Solving | Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
56.25 | Systems Analysis | Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
56.25 | Systems Evaluation | Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system. |
56.25 | Management of Financial Resources | Determining how money will be spent to get the work done, and accounting for these expenditures. |
53.00 | Coordination | Adjusting actions in relation to others' actions. |
53.00 | Negotiation | Bringing others together and trying to reconcile differences. |
53.00 | Service Orientation | Actively looking for ways to help people. |
50.00 | Mathematics | Using mathematics to solve problems. |
50.00 | Learning Strategies | Selecting and using training/instructional methods and procedures appropriate for the situation when learning or teaching new things. |
50.00 | Persuasion | Persuading others to change their minds or behavior. |
50.00 | Instructing | Teaching others how to do something. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Abilities
% | Subject | Description |
---|---|---|
75.00 | Oral Comprehension | The ability to listen to and understand information and ideas presented through spoken words and sentences. |
75.00 | Written Comprehension | The ability to read and understand information and ideas presented in writing. |
75.00 | Oral Expression | The ability to communicate information and ideas in speaking so others will understand. |
75.00 | Written Expression | The ability to communicate information and ideas in writing so others will understand. |
68.75 | Problem Sensitivity | The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing that there is a problem. |
68.75 | Speech Clarity | The ability to speak clearly so others can understand you. |
65.50 | Speech Recognition | The ability to identify and understand the speech of another person. |
62.50 | Deductive Reasoning | The ability to apply general rules to specific problems to produce answers that make sense. |
62.50 | Near Vision | The ability to see details at close range (within a few feet of the observer). |
59.50 | Inductive Reasoning | The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
56.25 | Fluency of Ideas | The ability to come up with a number of ideas about a topic (the number of ideas is important, not their quality, correctness, or creativity). |
56.25 | Mathematical Reasoning | The ability to choose the right mathematical methods or formulas to solve a problem. |
53.00 | Originality | The ability to come up with unusual or clever ideas about a given topic or situation, or to develop creative ways to solve a problem. |
53.00 | Information Ordering | The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). |
53.00 | Category Flexibility | The ability to generate or use different sets of rules for combining or grouping things in different ways. |
53.00 | Number Facility | The ability to add, subtract, multiply, or divide quickly and correctly. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Work Activities
% | Subject | Description |
---|---|---|
87.00 | Communicating with Supervisors, Peers, or Subordinates | Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
85.75 | Establishing and Maintaining Interpersonal Relationships | Developing constructive and cooperative working relationships with others, and maintaining them over time. |
83.25 | Getting Information | Observing, receiving, and otherwise obtaining information from all relevant sources. |
83.25 | Working with Computers | Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
81.00 | Making Decisions and Solving Problems | Analyzing information and evaluating results to choose the best solution and solve problems. |
78.75 | Evaluating Information to Determine Compliance with Standards | Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
78.50 | Updating and Using Relevant Knowledge | Keeping up-to-date technically and applying new knowledge to your job. |
78.50 | Communicating with People Outside the Organization | Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
75.00 | Developing Objectives and Strategies | Establishing long-range objectives and specifying the strategies and actions to achieve them. |
73.75 | Analyzing Data or Information | Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
72.50 | Organizing, Planning, and Prioritizing Work | Developing specific goals and plans to prioritize, organize, and accomplish your work. |
71.50 | Processing Information | Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
71.25 | Resolving Conflicts and Negotiating with Others | Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
70.25 | Documenting/Recording Information | Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
67.75 | Interpreting the Meaning of Information for Others | Translating or explaining what information means and how it can be used. |
66.75 | Guiding, Directing, and Motivating Subordinates | Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
65.00 | Providing Consultation and Advice to Others | Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
64.50 | Monitoring and Controlling Resources | Monitoring and controlling resources and overseeing the spending of money. |
64.25 | Performing Administrative Activities | Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
63.75 | Thinking Creatively | Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
62.50 | Scheduling Work and Activities | Scheduling events, programs, and activities, as well as the work of others. |
62.50 | Coaching and Developing Others | Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
60.75 | Coordinating the Work and Activities of Others | Getting members of a group to work together to accomplish tasks. |
60.00 | Developing and Building Teams | Encouraging and building mutual trust, respect, and cooperation among team members. |
59.50 | Training and Teaching Others | Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
57.25 | Identifying Objects, Actions, and Events | Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
50.00 | Judging the Qualities of Objects, Services, or People | Assessing the value, importance, or quality of things or people. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Work Styles
% | Subject | Description |
---|---|---|
92.75 | Integrity | Job requires being honest and ethical. |
91.75 | Attention to Detail | Job requires being careful about detail and thorough in completing work tasks. |
87.00 | Dependability | Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
84.50 | Initiative | Job requires a willingness to take on responsibilities and challenges. |
82.25 | Leadership | Job requires a willingness to lead, take charge, and offer opinions and direction. |
82.25 | Cooperation | Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
81.00 | Adaptability/Flexibility | Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
81.00 | Analytical Thinking | Job requires analyzing information and using logic to address work-related issues and problems. |
78.50 | Concern for Others | Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job. |
78.50 | Stress Tolerance | Job requires accepting criticism and dealing calmly and effectively with high-stress situations. |
76.25 | Achievement/Effort | Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
75.00 | Persistence | Job requires persistence in the face of obstacles. |
70.25 | Self-Control | Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
64.25 | Independence | Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done. |
58.25 | Innovation | Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems. |
57.25 | Social Orientation | Job requires preferring to work with others rather than alone, and being personally connected with others on the job. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Work Values
% | Subject | Description |
---|---|---|
83.33 | Relationships | Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service. |
77.83 | Working Conditions | Occupations that satisfy this work value offer job security and good working conditions. Corresponding needs are Activity, Compensation, Independence, Security, Variety and Working Conditions. |
77.83 | Support | Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical. |
77.83 | Independence | Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy. |
72.17 | Achievement | Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment. Corresponding needs are Ability Utilization and Achievement. |
66.67 | Recognition | Occupations that satisfy this work value offer advancement, potential for leadership, and are often considered prestigious. Corresponding needs are Advancement, Authority, Recognition and Social Status. |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Work Context
% | Subject | Description |
---|---|---|
100.00 | Electronic Mail | How often do you use electronic mail in this job? |
99.00 | Telephone | How often do you have telephone conversations in this job? |
98.00 | Spend Time Sitting | How much does this job require sitting? |
94.80 | Face-to-Face Discussions | How often do you have to have face-to-face discussions with individuals or teams in this job? |
89.60 | Structured versus Unstructured Work | To what extent is this job structured for the worker, rather than allowing the worker to determine tasks, priorities, and goals? |
88.60 | Contact With Others | How much does this job require the worker to be in contact with others (face-to-face, by telephone, or otherwise) in order to perform it? |
87.60 | Indoors, Environmentally Controlled | How often does this job require working indoors in environmentally controlled conditions? |
86.60 | Freedom to Make Decisions | How much decision making freedom, without supervision, does the job offer? |
83.80 | Work With Work Group or Team | How important is it to work with others in a group or team in this job? |
82.00 | Importance of Being Exact or Accurate | How important is being very exact or highly accurate in performing this job? |
81.20 | Letters and Memos | How often does the job require written letters and memos? |
77.20 | Frequency of Decision Making | How frequently is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization? |
77.20 | Impact of Decisions on Co-workers or Company Results | What results do your decisions usually have on other people or the image or reputation or financial resources of your employer? |
74.20 | Coordinate or Lead Others | How important is it to coordinate or lead others in accomplishing work activities in this job? |
74.20 | Importance of Repeating Same Tasks | How important is repeating the same physical activities (e.g., key entry) or mental activities (e.g., checking entries in a ledger) over and over, without stopping, to performing this job? |
72.40 | Time Pressure | How often does this job require the worker to meet strict deadlines? |
65.80 | Deal With Unpleasant or Angry People | How frequently does the worker have to deal with unpleasant, angry, or discourteous individuals as part of the job requirements? |
65.80 | Level of Competition | To what extent does this job require the worker to compete or to be aware of competitive pressures? |
64.80 | Responsibility for Outcomes and Results | How responsible is the worker for work outcomes and results of other workers? |
62.00 | Deal With External Customers | How important is it to work with external customers or the public in this job? |
62.00 | Frequency of Conflict Situations | How often are there conflict situations the employee has to face in this job? |
59.00 | Spend Time Making Repetitive Motions | How much does this job require making repetitive motions? |
55.20 | Responsible for Others' Health and Safety | How much responsibility is there for the health and safety of others in this job? |
54.20 | Degree of Automation | How automated is the job? |
52.40 | Consequence of Error | How serious would the result usually be if the worker made a mistake that was not readily correctable? |
49.60 | Public Speaking | How often do you have to perform public speaking in this job? |
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Job Zone Four: Considerable Preparation Needed
- Overall Experience
- A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
- Job Training
- Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
- Examples
- Many of these occupations involve coordinating, supervising, managing, or training others. Examples include real estate brokers, sales managers, database administrators, graphic designers, conservation scientists, art directors, and cost estimators.
- Education
- Most of these occupations require a four-year bachelor's degree, but some do not.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Earnings Benefits*
Region | Entry Level | Median | Experienced |
---|---|---|---|
United States | $77,230.00 | $131,280.00 | $172,520.00 |
Virginia | $98,610.00 | $155,670.00 | $192,480.00 |
Region | Entry Level | Median | Experienced |
Alexandria/Arlington | $136,390.23 | $196,303.61 | $206,943.76 |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | $100,614.76 | $133,237.86 | $169,726.21 |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | $95,950.96 | $124,966.84 | $159,423.64 |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | $119,302.57 | $168,450.37 | $191,881.53 |
Piedmont Workforce | $94,853.60 | $121,507.49 | $172,073.91 |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
* Earnings Calculations:
Regional Earnings:
Entry = Annual mean of the lower 1/3 wage distribution;
Experienced = Annual mean of the upper 2/3 wage distribution.
National and State Earnings:
Entry = Annual 10th percentile wage;
Experienced = Annual 75th percentile wage.
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Compensation and Benefits Managers
Employment Projections
Current | Projected | % Change | |
---|---|---|---|
United States | 15,700 | 15,900 | +1.3% |
Virginia | 328 | 351 | +7.0% |
Region | Current* | Projected | % Change |
Alexandria/Arlington | No Data | No Data | No Data |
Bay Consortium | No Data | No Data | No Data |
Capital Region Workforce Partnership | No Data | No Data | No Data |
Central VA/Region2000 | No Data | No Data | No Data |
Crater Area | No Data | No Data | No Data |
Greater Peninsula | No Data | No Data | No Data |
Hampton Roads | No Data | No Data | No Data |
New River/Mt. Rogers | No Data | No Data | No Data |
Northern Virginia | No Data | No Data | No Data |
Piedmont Workforce | No Data | No Data | No Data |
Shenandoah Valley | No Data | No Data | No Data |
South Central | No Data | No Data | No Data |
Southwestern Virginia | No Data | No Data | No Data |
West Piedmont | No Data | No Data | No Data |
Western Virginia | No Data | No Data | No Data |
The data sources for the information displayed here include: US Department of Labor (BLS); Virginia Workforce Connection. (Using onet28)
Compensation and Benefits Managers
Related Occupations
Related Occupations
The related occupations here have similar general capabilities and interests; career explorers may also be interested in the related occupations:- Compensation, Benefits, and Job Analysis Specialists
- Human Resources Specialists
- Human Resources Managers
- Labor Relations Specialists
- Financial Managers
- Accountants and Auditors
- Equal Opportunity Representatives and Officers
- Financial Examiners
- Budget Analysts
- Treasurers and Controllers
- Human Resources Assistants, Except Payroll and Timekeeping
- Payroll and Timekeeping Clerks
- Eligibility Interviewers, Government Programs
- Management Analysts
- Medical and Health Services Managers
- First-Line Supervisors of Office and Administrative Support Workers
- Chief Executives
- Social and Community Service Managers
- Administrative Services Managers
- Compliance Managers
Careers in Human Resources Management Pathway:
- Compensation and Benefits Managers
- Compensation, Benefits, and Job Analysis Specialists
- Human Resources Managers
- Human Resources Specialists
- Labor Relations Specialists
- Training and Development Managers
- Training and Development Specialists
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
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Overview
Occupations
The data sources for the information displayed here include: New York State Department of Labor; New Jersey Department of Labor; California Occupational Information Coordinating Committee; CareerOneStop. (Using onet28)
Compensation and Benefits Managers
Military Training
There are no related military occupations for this occupation.
The data sources for the information displayed here include: Defense Manpower Data Center. (Using onet28)
Compensation and Benefits Managers
Proficiency Ratings
These proficiencies are scored on a scale from 1 to 5 with 1 being not
important to the job and 5 being extremely important to the job.
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
Titles
- Benefit Director
- Benefits Administrator
- Benefits Coordinator
- Benefits Manager
- Business Manager
- Compensation and Benefits Manager
- Compensation Director
- Compensation Manager
- Controller
- Corporate Controller
- Director of Compensation
- Employee Benefits Coordinator
- Employee Benefits Director
- Employee Benefits Manager
- Employment Advisor
- Field Advisor
- Human Resources Coordinator
- Human Resources Director
- Human Resources Information System Director (HRIS Director)
- Human Resources Manager
- Job Analysis Manager
- Office Manager
- Payroll Manager
- Personnel Manager
- Position Classification Manager
- Wage and Salary Administrator
The data sources for the information displayed here include: O*NET™. (Using onet28)
Compensation and Benefits Managers
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The data sources for the information displayed here include: O*NET™. (Using onet28)