Compensation and Benefits Managers
Also called: Benefits Admin (Benefits Administrator), Benefits Advisor, Benefits Coordinator, Benefits Director, Benefits Manager, Compensation and Benefits Director, Compensation and Benefits Manager, Compensation Director
Plan, direct, or coordinate compensation and benefits activities of an organization.
What compensation and benefits managers do
Typical tasks
- 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.
- Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
- Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
- Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
- Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.
- Develop methods to improve employment policies, processes, and practices, and recommend changes to management.
- Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.
Typical path into the job (BLS)
Compensation and Benefits Managers salary
The median annual wage for compensation and benefits managers is $149,230 (BLS OEWS May 2025; BLS Employment Projections 2025–35, national). The lowest 10 percent earn less than $89,160 and the highest 10 percent earn more than $256,570. The mean annual wage is $162,640.
The mean hourly wage of $78.00 is 10.8× the federal minimum wage of $7.25. State minimums are higher in most large states. Minimum wage by state →
How does your pay compare with people your age?
Your numbers are not sent or stored. The comparison uses this occupation's BLS wage percentiles, adjusted for age with BLS median weekly earnings by age group (Q3 2026).
Pay by percentile
Annual wage percentiles from the BLS Occupational Employment and Wage Statistics (OEWS). Percentiles are a good proxy for pay by experience.
Projected pay for Compensation and Benefits Managers (3, 5 and 10 years)est.
Today $149,230 → in 3 years $159,700 → in 5 years $167,100 → in 10 years $187,100 (10-year range $160,900–$217,200). The model assumes pay growth of +2.3% per year.
What drives the annual growth rate
Projected pay = current pay × (1 + annual growth)^years. The annual growth rate starts from a base wage-growth rate and adds or subtracts labor demand (BLS projected employment growth), wage momentum and AI replacement risk for each occupation. Projections are not guarantees. How it is calculated →
Outlook score for Compensation and Benefits Managers
Each component is a percentile rank among all occupations in the same country (0–100). Weights: labor demand 25, wage momentum / openings 15, pay level 15, AI resistance 25, aging workforce 10 (Japan only), entry barrier 10.
Will AI replace Compensation and Benefits Managers? AI replacement risk
How AI is changing this job
A written analysis for this occupation is being prepared.
AI replacement risk compares the parts of a job that are easy to hand to AI or software (processing information, documentation, repetitive computer work) with the parts that are hard to automate (physical work, working closely with people, judgment in unpredictable settings), using O*NET work activities, work context, skills and knowledge. The result is a relative position among all occupations in the country, scaled to 0–100%. Methodology →
Labor demand for Compensation and Benefits Managers
Employment projections are from the BLS Employment Projections program (2025–35). Annual openings include both new jobs and replacement of workers who leave the occupation.
Skills, education and requirements for Compensation and Benefits Managers
Key skills
O*NET skill level ratings (0–7).
Key knowledge areas
What the work involves
Important abilities
Education of workers
Training before entry
Related work experience
Job Zone 4 — considerable preparation needed (O*NET)
Difficulty of entry: ★★★★☆ Demanding (from education, training, experience and Job Zone)
How to become compensation and benefits managers
A step-by-step guide for this occupation is being prepared. The education, training and experience data above show the typical path.
Career path and how to earn more as compensation and benefits managers
Career-path guidance is being prepared. Pay by percentile is shown in the Pay section.