Compensation, Benefits, and Job Analysis Specialist

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Job Outlook:
Faster than average
Details

Job Outlook

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

86%
Bachelor's Degree
10%
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.
5%
High School Diploma - or the equivalent (for example, GED)
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
  • Develop organizational policies or programs.
  • Administer compensation or benefits programs.
  • Analyze jobs using observation, survey, or interview techniques.
  • Monitor organizational compliance with regulations.
  • Advise others on human resources topics.
  • Establish business management methods.
  • Maintain personnel records.
  • Prepare operational reports.
  • Oversee business processes.
  • Arrange collective bargaining agreements.
  • Analyze business or financial data.
  • Evaluate effectiveness of personnel policies or practices.
  • Inform individuals or organizations of status or findings.
  • Train personnel in organizational or compliance procedures.
  • Conduct surveys in organizations.
  • Communicate with government agencies.
  • Prepare research reports.
  • 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

    1. Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers.
    2. Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.
    3. Advise staff of individuals' qualifications.
    4. Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government.
    5. Assess need for and develop job analysis instruments and materials.
    6. Assist in preparing and maintaining personnel records and handbooks.
    7. Consult with, or serve as, technical liaison between business, industry, government, and union officials.
    8. Develop and administer compensation programs, such as merit or incentive pay.
    9. Develop, implement, administer, and evaluate personnel and labor relations programs, including performance appraisal, affirmative action, and employment equity programs.
    10. Ensure company compliance with federal and state laws, including reporting requirements.
    11. Evaluate job positions, determining classification, exempt or non-exempt status, and salary.
    12. Negotiate collective agreements on behalf of employers or workers, and mediate labor disputes and grievances.
    13. Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information.
    14. Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.
    15. Plan and develop curricula and materials for training programs and conduct training.
    16. Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.
    17. Prepare occupational classifications, job descriptions, and salary scales.
    18. Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information.
    19. Prepare research results for publication in form of journals, books, manuals, and film.
    20. Provide advice on the resolution of classification and salary complaints.
    21. Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies.
    22. Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.

    PERSONALITY

    KEY:
    Strength
    Caution
    Warning
    Your Assessment Results
    CAREER CHARACTERISTICS
    Importance
    ? ?  ?  ?
    91% Attention to Detail  -  Job requires being careful about detail and thorough in completing work tasks.
    ? ?  ?  ?
    89% Integrity  -  Job requires being honest and ethical.
    ? ?  ?  ?
    83% Analytical Thinking  -  Job requires analyzing information and using logic to address work-related issues and problems.
    ? ?  ?  ?
    79% Dependability  -  Job requires being reliable, responsible, and dependable, and fulfilling obligations.
    ? ?  ?  ?
    76% Cooperation  -  Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
    ? ?  ?  ?
    75% Initiative  -  Job requires a willingness to take on responsibilities and challenges.
    ? ?  ?  ?
    74% Stress Tolerance  -  Job requires accepting criticism and dealing calmly and effectively with high-stress situations.
    ? ?  ?  ?
    73% Concern for Others  -  Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
    ? ?  ?  ?
    70% Adaptability/Flexibility  -  Job requires being open to change (positive or negative) and to considerable variety in the workplace.
    ? ?  ?  ?
    69% Self-Control  -  Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
    ? ?  ?  ?
    69% Persistence  -  Job requires persistence in the face of obstacles.
    ? ?  ?  ?
    69% Achievement/Effort  -  Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
    ? ?  ?  ?
    64% 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.
    ? ?  ?  ?
    64% Leadership  -  Job requires a willingness to lead, take charge, and offer opinions and direction.
    ? ?  ?  ?
    56% 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
    ? ?  ?  ?
    83% 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.
    ? ?  ?  ?
    69% 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.
    Your Assessment Results
    WORK VALUES
    Importance
    ? ?  ?  ?
    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.
    ? ?  ?  ?
    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.
    ? ?  ?  ?
    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.
    ? ?  ?  ?
    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.
    ? ?  ?  ?
    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.
    ? ?  ?  ?
    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
    ? ?  ?  ?
    75% Oral Expression  -  The ability to communicate information and ideas in speaking so others will understand.
    ? ?  ?  ?
    72% Oral Comprehension  -  The ability to listen to and understand information and ideas presented through spoken words and sentences.
    ? ?  ?  ?
    72% Written Comprehension  -  The ability to read and understand information and ideas presented in writing.
    ? ?  ?  ?
    66% 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.
    ? ?  ?  ?
    66% Deductive Reasoning  -  The ability to apply general rules to specific problems to produce answers that make sense.
    ? ?  ?  ?
    66% Inductive Reasoning  -  The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).
    ? ?  ?  ?
    63% Speech Clarity  -  The ability to speak clearly so others can understand you.
    ? ?  ?  ?
    60% Written Expression  -  The ability to communicate information and ideas in writing so others will understand.
    ? ?  ?  ?
    60% 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).
    ? ?  ?  ?
    57% Reading Comprehension  -  Understanding written sentences and paragraphs in work-related documents.
    ? ?  ?  ?
    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.
    ? ?  ?  ?
    57% Speaking  -  Talking to others to convey information effectively.
    ? ?  ?  ?
    56% Near Vision  -  The ability to see details at close range (within a few feet of the observer).
    ? ?  ?  ?
    56% Speech Recognition  -  The ability to identify and understand the speech of another person.
    ? ?  ?  ?
    55% Writing  -  Communicating effectively in writing as appropriate for the needs of the audience.
    ? ?  ?  ?
    55% Critical Thinking  -  Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
    ? ?  ?  ?
    54% Active Learning  -  Understanding the implications of new information for both current and future problem-solving and decision-making.
    ? ?  ?  ?
    54% Judgment and Decision Making  -  Considering the relative costs and benefits of potential actions to choose the most appropriate one.
    ? ?  ?  ?
    53% Mathematical Reasoning  -  The ability to choose the right mathematical methods or formulas to solve a problem.
    ? ?  ?  ?
    52% Social Perceptiveness  -  Being aware of others' reactions and understanding why they react as they do.
    ? ?  ?  ?
    52% Systems Analysis  -  Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
    ? ?  ?  ?
    52% 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.
    Your Assessment Results
    TASKS | ACTIVITIES
    Importance
    ? ?  ?  ?
    82% 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.
    ? ?  ?  ?
    81% Getting Information  -  Observing, receiving, and otherwise obtaining information from all relevant sources.
    ? ?  ?  ?
    80% Working with Computers  -  Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
    ? ?  ?  ?
    80% Communicating with Supervisors, Peers, or Subordinates  -  Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
    ? ?  ?  ?
    79% Analyzing Data or Information  -  Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
    ? ?  ?  ?
    76% Making Decisions and Solving Problems  -  Analyzing information and evaluating results to choose the best solution and solve problems.
    ? ?  ?  ?
    76% Processing Information  -  Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
    ? ?  ?  ?
    74% Establishing and Maintaining Interpersonal Relationships  -  Developing constructive and cooperative working relationships with others, and maintaining them over time.
    ? ?  ?  ?
    74% Organizing, Planning, and Prioritizing Work  -  Developing specific goals and plans to prioritize, organize, and accomplish your work.
    ? ?  ?  ?
    73% 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.
    ? ?  ?  ?
    72% Updating and Using Relevant Knowledge  -  Keeping up-to-date technically and applying new knowledge to your job.
    ? ?  ?  ?
    66% Documenting/Recording Information  -  Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.
    ? ?  ?  ?
    62% Performing Administrative Activities  -  Performing day-to-day administrative tasks such as maintaining information files and processing paperwork.
    ? ?  ?  ?
    62% Providing Consultation and Advice to Others  -  Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
    ? ?  ?  ?
    61% Interpreting the Meaning of Information for Others  -  Translating or explaining what information means and how it can be used.
    ? ?  ?  ?
    58% Developing Objectives and Strategies  -  Establishing long-range objectives and specifying the strategies and actions to achieve them.
    ? ?  ?  ?
    57% Resolving Conflicts and Negotiating with Others  -  Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
    ? ?  ?  ?
    55% Thinking Creatively  -  Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
    ? ?  ?  ?
    54% Developing and Building Teams  -  Encouraging and building mutual trust, respect, and cooperation among team members.
    ? ?  ?  ?
    53% Judging the Qualities of Objects, Services, or People  -  Assessing the value, importance, or quality of things or people.
    Your Assessment Results
    CONTEXT | ATTRIBUTES
    Importance
    ? ?  ?  ?
    99% E-Mail  -  How frequently does your job require you to use E-mail?
    ? ?  ?  ?
    95% Telephone Conversations  -  How often do you have telephone conversations in this job?
    ? ?  ?  ?
    93% Spend Time Sitting  -  How much does this job require sitting?
    ? ?  ?  ?
    89% Face-to-Face Discussions with Individuals and Within Teams  -  How frequently does your job require face-to-face discussions with individuals and within teams?
    ? ?  ?  ?
    87% Importance of Being Exact or Accurate  -  How important is being very exact or highly accurate in performing this job?
    ? ?  ?  ?
    86% Indoors, Environmentally Controlled  -  How often does this job require working indoors in an environmentally controlled environment (like a warehouse with air conditioning)?
    ? ?  ?  ?
    85% 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?
    ? ?  ?  ?
    79% Work With or Contribute to a Work Group or Team  -  How important is it to work with or contribute to a work group or team in this job?
    ? ?  ?  ?
    76% 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?
    ? ?  ?  ?
    75% Frequency of Decision Making  -  How often is the worker required to make decisions that affect other people, the financial resources, and/or the image and reputation of the organization?
    ? ?  ?  ?
    75% Determine Tasks, Priorities and Goals  -  How much freedom does the worker have in determining the tasks, priorities, or goals of the job?
    ? ?  ?  ?
    72% Time Pressure  -  How often does this job require the worker to meet strict deadlines?
    ? ?  ?  ?
    70% Freedom to Make Decisions  -  How much decision making freedom, without supervision, does the job offer?
    ? ?  ?  ?
    69% Importance of Repeating Same Tasks  -  How important are continuous, repetitive, physical activities (like key entry) or mental activities (like checking entries in a ledger) to performing this job?
    ? ?  ?  ?
    66% Written Letters and Memos  -  How frequently does your job require written letters and memos?
    ? ?  ?  ?
    54% Coordinate or Lead Others in Accomplishing Work Activities  -  How important is it to coordinate or lead others (not as a supervisor or team leader) in accomplishing work activities in this job?
    ? ?  ?  ?
    51% Deal With External Customers or the Public in General  -  How important is it to deal with external customers (as in retail sales) or the public in general (as in police work) in this job?
    ? ?  ?  ?
    51% Spend Time Making Repetitive Motions  -  How much does this job require making repetitive motions?
    ? ?  ?  ?
    72% Duration of Typical Work Week  -  Number of hours typically worked in one week.

    Work Environment

    compensation benefits and job analysis specialists image
    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

    compensation benefits and job analysis specialists image
    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

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    Information provided by CareerFitter, LLC and other sources.

    Sections of this page includes information from the O*NET 27.3 Database by the U.S. Department of Labor, Employment and Training Administration (USDOL/ETA). Used under the CC BY 4.0 license.

    CareerFitter, LLC has modified all or some of this information. USDOL/ETA has not approved, endorsed, or tested these modifications.