Compensation, Benefits, and Job Analysis Specialist

Employment of compensation, benefits, and job analysis specialists is projected to grow 7 percent from 2022 to 2032, faster than the average for all occupations.

About 7,700 openings for compensation, benefits, and job analysis specialists are projected each year, on average, over the decade. Many of those openings are expected to result from the need to replace workers who transfer to different occupations or exit the labor force, such as to retire.

Education: Bachelor's degree Details

Education Details

70%

Bachelor's Degree

High School Diploma - or the equivalent (for example, GED)

Some College Courses

Post-Secondary Certificate - awarded for training completed after high school (for example, in agriculture or natural resources, computer services, personal or culinary services, engineering technologies, healthcare, construction trades, mechanic and repair technologies, or precision production)

Associate's Degree (or other 2-year degree)

Master's Degree

Salary

High: $117,060.00

Average: $75,920.00

Hourly

Average: $36.50

Summary of What they do:

Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs.

Responsibilities

Analyze jobs using observation, survey, or interview techniques.

Monitor organizational compliance with regulations.

Advise others on human resources topics.

Establish business management methods.

Advise others on human resources topics.

Analyze jobs using observation, survey, or interview techniques.

Maintain personnel records.

Prepare operational reports.

Oversee business processes.

Arrange collective bargaining agreements.

Establish business management methods.

Analyze business or financial data.

Evaluate effectiveness of personnel policies or practices.

Advise others on human resources topics.

Evaluate effectiveness of personnel policies or practices.

Inform individuals or organizations of status or findings.

Advise others on human resources topics.

Analyze jobs using observation, survey, or interview techniques.

Verify application data to determine program eligibility.

Analyze jobs using observation, survey, or interview techniques.

Train personnel in organizational or compliance procedures.

Conduct surveys in organizations.

Analyze jobs using observation, survey, or interview techniques.

Communicate with government agencies.

Prepare research reports.

Communicate with government agencies.

Market products, services, or events.

What Compensation, Benefits, and Job Analysis Specialists Do

Compensation, benefits, and job analysis specialists oversee wage and nonwage programs that an organization provides to its employees in return for their work. They also evaluate position descriptions to determine details such as classification and salary.

Duties

compensation benefits and job analysis specialists image

Specialists research compensation and benefits policies and plans.

Compensation, benefits, and job analysis specialists typically do the following:

Research compensation and benefits policies and plans
Use data and cost analyses to compare compensation and benefits plans
Evaluate position descriptions to determine classification and salary
Ensure that an organization complies with federal and state laws
Design and prepare reports summarizing research and analysis
Present recommendations to other human resources managers

Some specialists perform tasks within all areas of compensation, benefits, and job analysis. Others specialize in a specific area.

Compensation specialists assess an organization’s pay structure for employees. They research compensation trends and review surveys to determine how their organization’s pay compares with that of other organizations in a particular industry and region. They often perform complex data and cost analyses to evaluate compensation policies. They also ensure that the organization’s pay practices comply with federal and state laws and regulations, such as equal pay laws, minimum wage, overtime, and workers’ compensation.

Benefits specialists administer an organization’s compensation programs that are supplemental to wages, including retirement plans, leave policies, wellness programs, and insurance plans. They research, analyze, and then recommend benefits plans, policies, and programs. They frequently monitor government regulations, legislation, and benefits trends to ensure that their programs are current, legal, and competitive. They also work closely with insurance brokers and benefits carriers and manage the enrollment, delivery of benefits, and renewal to the organization’s employees.

Job analysis specialists, also known as position classifiers, evaluate an organization’s positions by writing or assigning job descriptions, determining position classifications, and preparing salary scales. When the organization introduces a new job or reviews existing jobs, specialists must conduct research and make recommendations to managers on the classification, description, status, and salary of those jobs.

Important Qualities

Analytical skills. Compensation, benefits, and job analysis specialists perform data and cost analyses to evaluate their organization’s policies. They also must be able to interpret the details of contracts and laws.

Business skills. Specialists must understand basic finance and accounting. They help set the wages and benefits packages for new employees.

Communication skills. Specialists need to provide information about compensation and benefits in a way that is understandable to employees at all levels throughout their organization.

Critical-thinking skills. Specialists must be able to evaluate job positions, salary scales, promotion practices, and other compensation and benefits policies.

Tasks On The Job

Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers.
Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.
Advise staff of individuals' qualifications.
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.
Assist in preparing and maintaining personnel records and handbooks.
Consult with, or serve as, technical liaison between business, industry, government, and union officials.
Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs.
Ensure company compliance with federal and state laws, including reporting requirements.
Evaluate job positions, determining classification, exempt or non-exempt status, and salary.
Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances.
Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information.
Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.
Plan and develop curricula and materials for training programs and conduct training.
Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.
Prepare occupational classifications, job descriptions, and salary scales.
Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information.
Prepare research results for publication in form of journals, books, manuals, and film.
Provide advice on the resolution of classification and salary complaints.
Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies.
Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.
Review occupational data on Alien Employment Certification Applications to determine the appropriate occupational title and code, and provide local offices with information about immigration and occupations.
Speak at conferences and events to promote apprenticeships and related training programs.
Work with the Department of Labor and promote its use with employers.

PERSONALITY

KEY:

Strength

Caution

Warning

Your Assessment Results		CAREER CHARACTERISTICS Importance


? ? ? ? Begin Career Assessment	95%	Integrity - Job requires being honest and ethical.
? ? ? ? Begin Career Assessment	94%	Attention to Detail - Job requires being careful about detail and thorough in completing work tasks.
? ? ? ? Begin Career Assessment	91%	Analytical Thinking - Job requires analyzing information and using logic to address work-related issues and problems.
? ? ? ? Begin Career Assessment	89%	Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations.
? ? ? ? Begin Career Assessment	83%	Initiative - Job requires a willingness to take on responsibilities and challenges.
? ? ? ? Begin Career Assessment	83%	Adaptability/Flexibility - Job requires being open to change (positive or negative) and to considerable variety in the workplace.
? ? ? ? Begin Career Assessment	82%	Cooperation - Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
? ? ? ? Begin Career Assessment	81%	Self-Control - Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
? ? ? ? Begin Career Assessment	79%	Achievement/Effort - Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
? ? ? ? Begin Career Assessment	77%	Persistence - Job requires persistence in the face of obstacles.
? ? ? ? Begin Career Assessment	75%	Stress Tolerance - Job requires accepting criticism and dealing calmly and effectively with high-stress situations.
? ? ? ? Begin Career Assessment	75%	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.
? ? ? ? Begin Career Assessment	72%	Leadership - Job requires a willingness to lead, take charge, and offer opinions and direction.
? ? ? ? Begin Career Assessment	69%	Concern for Others - Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
? ? ? ? Begin Career Assessment	68%	Innovation - Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
? ? ? ? Begin Career Assessment	57%	Social Orientation - Job requires preferring to work with others rather than alone, and being personally connected with others on the job.

Your Assessment Results		IMPORTANT STRENGTHS Importance


? ? ? ? Begin Career Assessment		89%	Enterprising - Work involves managing, negotiating, marketing, or selling, typically in a business setting, or leading or advising people in political and legal situations. Enterprising occupations are often associated with business initiatives, sales, marketing/advertising, finance, management/administration, professional advising, public speaking, politics, or law.
? ? ? ? Begin Career Assessment		89%	Conventional - Work involves following procedures and regulations to organize information or data, typically in a business setting. Conventional occupations are often associated with office work, accounting, mathematics/statistics, information technology, finance, or human resources.

Your Assessment Results		WORK VALUES Importance


? ? ? ? Begin Career Assessment	72%	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.
? ? ? ? Begin Career Assessment	67%	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.
? ? ? ? Begin Career Assessment	61%	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.
? ? ? ? Begin Career Assessment	61%	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.
? ? ? ? Begin Career Assessment	56%	Independence - Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.
? ? ? ? Begin Career Assessment	53%	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.

APTITUDES

KEY:

Strength

Caution

Warning

Your Assessment Results		ABILITIES \| SKILLS Importance


? ? ? ? Begin Career Assessment	75%	Oral Expression - The ability to communicate information and ideas in speaking so others will understand.
? ? ? ? Begin Career Assessment	72%	Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
? ? ? ? Begin Career Assessment	72%	Written Comprehension - The ability to read and understand information and ideas presented in writing.
? ? ? ? Begin Career Assessment	69%	Deductive Reasoning - The ability to apply general rules to specific problems to produce answers that make sense.
? ? ? ? Begin Career Assessment	66%	Speech Clarity - The ability to speak clearly so others can understand you.
? ? ? ? Begin Career Assessment	63%	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.
? ? ? ? Begin Career Assessment	60%	Inductive Reasoning - The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
? ? ? ? Begin Career Assessment	60%	Speech Recognition - The ability to identify and understand the speech of another person.
? ? ? ? Begin Career Assessment	59%	Reading Comprehension - Understanding written sentences and paragraphs in work-related documents.
? ? ? ? Begin Career Assessment	57%	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.
? ? ? ? Begin Career Assessment	57%	Speaking - Talking to others to convey information effectively.
? ? ? ? Begin Career Assessment	57%	Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
? ? ? ? Begin Career Assessment	56%	Written Expression - The ability to communicate information and ideas in writing so others will understand.
? ? ? ? Begin Career Assessment	56%	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).
? ? ? ? Begin Career Assessment	56%	Near Vision - The ability to see details at close range (within a few feet of the observer).
? ? ? ? Begin Career Assessment	55%	Writing - Communicating effectively in writing as appropriate for the needs of the audience.
? ? ? ? Begin Career Assessment	54%	Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
? ? ? ? Begin Career Assessment	54%	Complex Problem Solving - Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
? ? ? ? Begin Career Assessment	54%	Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
? ? ? ? Begin Career Assessment	53%	Category Flexibility - The ability to generate or use different sets of rules for combining or grouping things in different ways.
? ? ? ? Begin Career Assessment	53%	Flexibility of Closure - The ability to identify or detect a known pattern (a figure, object, word, or sound) that is hidden in other distracting material.
? ? ? ? Begin Career Assessment	52%	Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
? ? ? ? Begin Career Assessment	52%	Monitoring - Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
? ? ? ? Begin Career Assessment	52%	Systems Analysis - Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.

Your Assessment Results		TASKS \| ACTIVITIES Importance


? ? ? ? Begin Career Assessment	89%	Analyzing Data or Information - Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
? ? ? ? Begin Career Assessment	89%	Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources.
? ? ? ? Begin Career Assessment	88%	Working with Computers - Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
? ? ? ? Begin Career Assessment	88%	Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
? ? ? ? Begin Career Assessment	86%	Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems.
? ? ? ? Begin Career Assessment	82%	Organizing, Planning, and Prioritizing Work - Developing specific goals and plans to prioritize, organize, and accomplish your work.
? ? ? ? Begin Career Assessment	82%	Processing Information - Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
? ? ? ? Begin Career Assessment	79%	Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time.
? ? ? ? Begin Career Assessment	79%	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.
? ? ? ? Begin Career Assessment	78%	Updating and Using Relevant Knowledge - Keeping up-to-date technically and applying new knowledge to your job.
? ? ? ? Begin Career Assessment	72%	Interpreting the Meaning of Information for Others - Translating or explaining what information means and how it can be used.
? ? ? ? Begin Career Assessment	70%	Providing Consultation and Advice to Others - Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
? ? ? ? Begin Career Assessment	69%	Identifying Objects, Actions, and Events - Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
? ? ? ? Begin Career Assessment	64%	Documenting/Recording Information - Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.
? ? ? ? Begin Career Assessment	60%	Developing Objectives and Strategies - Establishing long-range objectives and specifying the strategies and actions to achieve them.
? ? ? ? Begin Career Assessment	58%	Thinking Creatively - Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
? ? ? ? Begin Career Assessment	57%	Resolving Conflicts and Negotiating with Others - Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
? ? ? ? Begin Career Assessment	56%	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.
? ? ? ? Begin Career Assessment	56%	Performing Administrative Activities - Performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
? ? ? ? Begin Career Assessment	55%	Judging the Qualities of Objects, Services, or People - Assessing the value, importance, or quality of things or people.
? ? ? ? Begin Career Assessment	54%	Developing and Building Teams - Encouraging and building mutual trust, respect, and cooperation among team members.

Your Assessment Results		CONTEXT \| ATTRIBUTES Importance


? ? ? ? Begin Career Assessment	100%	Electronic Mail - How often do you use electronic mail in this job?
? ? ? ? Begin Career Assessment	94%	Telephone - How often do you have telephone conversations in this job?
? ? ? ? Begin Career Assessment	94%	Spend Time Sitting - How much does this job require sitting?
? ? ? ? Begin Career Assessment	89%	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?
? ? ? ? Begin Career Assessment	88%	Importance of Being Exact or Accurate - How important is being very exact or highly accurate in performing this job?
? ? ? ? Begin Career Assessment	88%	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?
? ? ? ? Begin Career Assessment	86%	Indoors, Environmentally Controlled - How often does this job require working indoors in environmentally controlled conditions?
? ? ? ? Begin Career Assessment	85%	Face-to-Face Discussions - How often do you have to have face-to-face discussions with individuals or teams in this job?
? ? ? ? Begin Career Assessment	82%	Freedom to Make Decisions - How much decision making freedom, without supervision, does the job offer?
? ? ? ? Begin Career Assessment	78%	Work With Work Group or Team - How important is it to work with others in a group or team in this job?
? ? ? ? Begin Career Assessment	75%	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?
? ? ? ? Begin Career Assessment	73%	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?
? ? ? ? Begin Career Assessment	67%	Letters and Memos - How often does the job require written letters and memos?
? ? ? ? Begin Career Assessment	66%	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?
? ? ? ? Begin Career Assessment	66%	Time Pressure - How often does this job require the worker to meet strict deadlines?
? ? ? ? Begin Career Assessment	59%	Spend Time Making Repetitive Motions - How much does this job require making repetitive motions?
? ? ? ? Begin Career Assessment	53%	Coordinate or Lead Others - How important is it to coordinate or lead others in accomplishing work activities in this job?
? ? ? ? Begin Career Assessment	77%	Duration of Typical Work Week - Number of hours typically worked in one week.

Work Environment

Specialists typically work in offices, briefing workers about benefits and overseeing the enrollment process.

Compensation, benefits, and job analysis specialists held about 98,200 jobs in 2022. The largest employers of compensation, benefits, and job analysis specialists were as follows:

Insurance carriers and related activities	16%
Professional, scientific, and technical services	13
Management of companies and enterprises	12
Local government, excluding education and hospitals	8
Healthcare and social assistance	7

Compensation, benefits, and job analysis specialists work in nearly every industry.

They typically work in offices.

Work Schedules

Most compensation, benefits, and job analysis specialists work full time.

Getting Started

How to Become a Compensation, Benefits, and Job Analysis Specialist

Specialists typically need previous work experience in human resources occupations.

Compensation, benefits, and job analysis specialists typically need a bachelor’s degree and related work experience to enter the occupation.

Education

Employers typically require that compensation, benefits, and job analysis specialists have a bachelor’s degree. Common fields of degree include business, social science, psychology, and communications. Some employers accept additional related work experience in lieu of a degree.

Regardless of major, students interested in this occupation may find it useful to take courses in subjects such as human resources management, finance, and accounting.

Work Experience in a Related Occupation

Employers typically require that compensation, benefits, and job analysis specialists have experience that includes compensation analysis, benefits administration, or general human resources work. Experience in related fields, such as finance, insurance, or business administration, also may be helpful. Some candidates gain this experience through internships. However, others gain experience from working in human resources occupations, such as human resources specialists.

Licenses, Certifications, and Registrations

Although professional certification is not required, it demonstrates expertise. Some employers prefer to hire candidates who have certification, but other employers allow their employees to earn certification after they have begun working. Certification programs often require applicants to have several years of related work experience in order to qualify for the credential.

Many associations for human resources workers offer classes to enhance the skills of their members. Some associations, including the International Foundation of Employee Benefit Plans and WorldatWork, offer certification programs that specialize in compensation and benefits. Others, including the HR Certification Institute and the Society for Human Resource Management, offer general human resources credentials.

Advancement

Compensation, benefits, and job analysis specialists may advance to become a compensation and benefits manager or a human resources manager. Specialists typically need several years of work experience to advance.

Contacts for More Information

For more information about compensation, benefits, and job analysis specialists, including certification, visit

International Foundation of Employee Benefit Plans

WorldatWork

For information about human resources careers, visit

Society for Human Resource Management

For more information about human resources certifications, visit

HR Certification Institute

Similar Occupations

This table shows a list of occupations with job duties that are similar to those of compensation, benefits, and job analysis specialists.

Occupation	Job Duties	Entry-Level Education	Median Annual Pay, May 2022
Purchasing Managers, Buyers, and Purchasing Agents	Buyers and purchasing agents buy products and services for organizations. Purchasing managers oversee the work of buyers and purchasing agents.	Bachelor's degree	$75,120
Compensation and Benefits Managers	Compensation and benefits managers plan, develop, and oversee programs to pay employees.	Bachelor's degree	$131,280
Human Resources Managers	Human resources managers plan, coordinate, and direct the administrative functions of an organization.	Bachelor's degree	$130,000
Human Resources Specialists	Human resources specialists recruit, screen, and interview job applicants and place newly hired workers in jobs. They also may handle compensation and benefits, training, and employee relations.	Bachelor's degree	$64,240
Insurance Sales Agents	Insurance sales agents contact potential customers and sell one or more types of insurance.	High school diploma or equivalent	$57,860
Training and Development Managers	Training and development managers plan, coordinate, and direct skills- and knowledge-enhancement programs for an organization’s staff.	Bachelor's degree	$120,000
Training and Development Specialists	Training and development specialists plan and administer programs that improve the skills and knowledge of their employees.	Bachelor's degree	$63,080
Labor Relations Specialists	Labor relations specialists interpret and administer labor contracts.	Bachelor's degree	$82,010