Compensation and Benefits Managers

Summary

Compensation and benefits managers work in nearly every industry.

Quick Facts: Compensation and Benefits Managers
2025 Median Pay	$149,230 per year $71.75 per hour
Typical Entry-Level Education	Bachelor's degree
Work Experience in a Related Occupation	5 years or more
On-the-job Training	None
Number of Jobs, 2025	23,700
Job Outlook, 2025–35	1% (Slower than average)
Employment Change, 2025–35	300

What Compensation and Benefits Managers Do

Compensation and benefits managers plan, develop, and oversee programs to pay employees.

Work Environment

Compensation and benefits managers work in nearly every industry. Some work more than 40 hours per week.

How to Become a Compensation or Benefits Manager

Compensation and benefits managers typically need a bachelor’s degree and related work experience.

Pay

The median annual wage for compensation and benefits managers was $149,230 in May 2025.

Job Outlook

Employment of compensation and benefits managers is projected to grow 1 percent from 2025 to 2035, slower than the average for all occupations.

Despite limited employment growth, about 1,600 openings for compensation and benefits managers are projected each year, on average, over the decade. Most 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.

State & Area Data

Explore resources for employment and wages by state and area for compensation and benefits managers.

Similar Occupations

Compare the job duties, education, job growth, and pay of compensation and benefits managers with similar occupations.

More Information, Including Links to O*NET

Learn more about compensation and benefits managers by visiting additional resources, including O*NET, a source on key characteristics of workers and occupations.

What Compensation and Benefits Managers Do About this section

Managers ensure that pay plans comply with federal regulations.

Compensation and benefits managers plan, develop, and oversee programs to pay employees.

Duties

Compensation and benefits managers typically do the following:

• Coordinate and supervise the work activities of staff
• Set the organization’s pay and benefits structure
• Monitor competitive wage rates to develop or modify compensation plans
• Choose and manage outside partners, such as benefits vendors, insurance brokers, and investment managers
• Oversee the distribution of pay and benefits information to the organization’s employees
• Ensure that pay and benefits plans comply with federal and state regulations
• Prepare a program budget and operate within that budget

Although some managers administer both the compensation and benefits programs in an organization, other managers—particularly at large organizations—specialize and oversee one or the other. However, all compensation and benefits managers routinely meet with senior staff, managers of other human resources departments, and the financial officers of their organization. They use their expertise to recommend compensation and benefits policies, programs, and plans.

Compensation and benefits managers may analyze data to determine the best pay and benefits plans for an organization. They may also monitor trends affecting pay and benefits and assess ways for their organization to improve practices or policies. Using analytical, database, and presentation software, managers draw conclusions, present their findings, and make recommendations to other managers in the organization.

Compensation managers direct an organization’s pay structure. They monitor market conditions and government regulations to ensure that their organization’s pay rates are current and competitive. They analyze data on wages and salaries, and they evaluate how their organization’s pay structure compares with that of other organizations. Compensation managers use this information to maintain or develop pay levels for an organization.

Some also design pay-for-performance plans, which include guidelines for bonuses and incentive pay. They also may help determine commission rates and other incentives for sales staff.

Benefits managers administer an organization’s employee benefits program, which may include retirement plans, leave policies, wellness programs, and insurance policies such as health, life, and disability. They select benefits vendors and oversee enrollment, renewal, and delivery of benefits to the organization’s employees. They frequently monitor government regulations and market trends to ensure that their programs are current, competitive, and legal.

Work Environment About this section

Compensation and benefits managers coordinate the work activities of specialists in offices.

Compensation and benefits managers held about 23,700 jobs in 2025. Some of the largest employers of compensation and benefits managers were as follows:

Compensation and benefits managers work in nearly every industry. Most of these managers work in offices.

Work Schedules

Most compensation and benefits managers work full time. Some work more than 40 hours per week. They may work more hours during peak times to meet deadlines, especially during the benefits enrollment period of their organization.

How to Become a Compensation or Benefits Manager About this section

Compensation and benefits managers often start out as compensation, benefits, and job analysis specialists.

Compensation and benefits managers typically need a combination of education and related work experience.

Education

For most positions, compensation and benefits managers typically need a bachelor’s degree in business, human resources, or a related field, such as social science or psychology.

Work Experience in a Related Occupation

Work experience is essential for compensation and benefits managers. Managers often specialize in either compensation or benefits, depending on the experience they gain in previous jobs. Managers often start out as compensation, benefits, and job analysis specialists. Work experience in other human resource fields, in finance, or in management is also helpful.

Licenses, Certifications, and Registrations

Although not required, certification gives compensation and benefits managers credibility because it shows that they have expertise. Employers may prefer to hire candidates with certification, and some positions require it.

Certification often requires several years of related work experience and passing an exam. Professional associations offer certification programs that may be helpful for compensation and benefits managers. Information on certifications is available from CareerOneStop.

Important Qualities

The following are examples of qualities that are important for these workers to perform their duties. For more information, visit the Employment Projections (EP) skills data page.

Analytical skills. Compensation and benefits managers analyze data on wages and salaries and the cost of benefits, and they assess and devise programs that best fit an organization and its employees.

Business skills. These managers oversee a budget, build a case for their recommendations, and understand how compensation and benefits plans affect an organization’s finances.

Communication skills. Compensation and benefits managers direct staff, give presentations, and work with colleagues. With each of these groups, they must be able to clearly explain concepts and respond to concerns.

Decision-making skills. These managers weigh the strengths and weaknesses of different pay structures and benefits plans and choose the best options for an organization.

Leadership skills. Compensation and benefits managers coordinate the activities of their staff and administer compensation and benefits programs, ensuring that the work is completed accurately and on schedule.

Pay About this section

The median annual wage for compensation and benefits managers was $149,230 in May 2025. 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 $89,160, and the highest 10 percent earned more than $256,570.

In May 2025, the median annual wages for compensation and benefits managers in some of the top industries in which they worked were as follows:

Most compensation and benefits managers work full time. Some work more than 40 hours per week. They may work more hours during peak times to meet deadlines, especially during the benefits enrollment period of their organization.

Job Outlook About this section

Employment of compensation and benefits managers is projected to grow 1 percent from 2025 to 2035, slower than the average for all occupations.

Despite limited employment growth, about 1,600 openings for compensation and benefits managers are projected each year, on average, over the decade. Most 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 are expected to continue to focus on reducing compensation and benefits costs, for example, by introducing pay-for-performance and health and wellness programs. Organizations will likely need managers to evaluate and direct these compensation and benefits policies and plans.

However, organizations may contract out a portion of their compensation and benefits functions to human resources consulting firms to reduce costs and gain access to technical expertise. For example, to reduce administrative costs, organizations commonly use an outside vendor for processing payroll and insurance claims. These consulting firms consolidate work across fewer staff, thereby reducing the need for compensation and benefits managers.

State & Area Data About this section

Occupational Employment and Wage Statistics (OEWS)

The Occupational Employment and Wage Statistics (OEWS) program produces employment and wage estimates annually for over 800 occupations. These estimates are available for the nation as a whole, for individual states, and for metropolitan and nonmetropolitan areas. The link below goes to OEWS data maps for employment and wages by state and area. Use the dropdown boxes to select an occupation.

• Occupational Employment and Wage Statistics (OEWS) Profiles

Projections Central

Occupational employment projections are developed for all states by Labor Market Information (LMI) or individual state Employment Projections offices. All state projections data are available at https://projectionscentral.org. Information on this site allows projected employment growth for an occupation to be compared among states or to be compared within one state. In addition, states may produce projections for areas; there are links to each state’s websites where these data may be retrieved.

CareerOneStop

CareerOneStop includes hundreds of occupational profiles with data available by state and metro area. There are links in the left-hand side menu to compare occupational employment by state and occupational wages by local area or metro area. There is also a salary info tool to search for wages by zip code.

Contacts for More Information About this section

For information about certifications, visit CareerOneStop.

O*NET

Compensation and Benefits Managers