Compensation, benefits, and job analysis specialists held about 100,600 jobs in 2021. The largest employers of compensation, benefits, and job analysis specialists were as follows:
| Insurance carriers and related activities | 15% |
| Professional, scientific, and technical services | 12 |
| Management of companies and enterprises | 11 |
| 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.
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.
Compensation, benefits, and job analysis specialists typically have an interest in the Persuading and Organizing interest areas, according to the Holland Code framework. The Persuading interest area indicates a focus on influencing, motivating, and selling to other people. The Organizing interest area indicates a focus on working with information and processes to keep things arranged in orderly systems.
If you are not sure whether you have a Persuading or Organizing interest which might fit with a career as a compensation, benefits, and job analysis specialist, you can take a career test to measure your interests.
Compensation, benefits, and job analysis specialists should also possess the following specific qualities:
Analytical skills. Many compensation, benefits, and job analysis specialists perform data or cost analyses to form logical conclusions. For example, they may analyze the cost of choosing a particular salary scale for a class of workers.
Business acumen. Compensation, benefits, and job analysis specialists must understand basic finance and accounting.
Communication skills. Compensation, benefits, and job analysis specialists often work with employees throughout their organization to provide information on compensation and benefits. They may give presentations or advise managers or employees about compensation policies or benefit plans.
Critical-thinking skills. Compensation, benefits, and job analysis specialists must think critically when evaluating job positions, salary scales, promotion practices, and other compensation and benefits policies.
Detail oriented. Compensation, benefits, and job analysis specialists must pay attention to detail, especially when ensuring that the organization is compliant with federal and state laws.
The median annual wage for compensation, benefits, and job analysis specialists was $64,120 in May 2021. The median wage is the wage at which half the workers in an occupation earned more than that amount and half earned less. The lowest 10 percent earned less than $42,760, and the highest 10 percent earned more than $106,160.
In May 2021, the median annual wages for compensation, benefits, and job analysis specialists in the top industries in which they worked were as follows:
| Management of companies and enterprises | $77,450 |
| Professional, scientific, and technical services | 77,030 |
| Local government, excluding education and hospitals | 63,410 |
| Insurance carriers and related activities | 62,400 |
| Healthcare and social assistance | 60,860 |
Most compensation, benefits, and job analysis specialists work full time.
Employment of compensation, benefits, and job analysis specialists is projected to grow 7 percent from 2021 to 2031, about as fast as the average for all occupations.
About 9,300 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.
Employment
Organizations will continue to hire benefits specialists to analyze, select, and update their benefits policies. Employee wellness programs are a popular way to reduce healthcare costs. Organizations will need benefits specialists to design, evaluate, and administer these programs.
In addition, organizations must offer competitive compensation packages to attract and keep highly qualified workers. To allocate their compensation funds effectively, many organizations use strategies such as pay-for-performance plans, which may include bonuses, paid leave, or other incentives as part of the compensation package. Organizations will need specialists to analyze these compensation policies and plans and to ensure that they are both competitive and cost effective.
For more information about compensation, benefits, and job analysis specialists, including certification, visit
International Foundation of Employee Benefit Plans
For information about human resources careers, visit
Society for Human Resource Management
For more information about human resources certifications, visit