The median pay for Compensation and Benefits Managers is $149,230 a year ($71.75/hr), according to BLS OEWS, May 2025. Employment is projected to grow 1.1% through 2035, with about 1,600 openings a year (BLS EP, 2025–2035). Typical entry-level education: Bachelor's degree.
- SOC 11-3111
- Management
- Last updated October 9, 2026
At a glance
Compensation and Benefits Manager in four numbers
- Median pay
- $149,230a year, or $71.75/hrBLS OEWS, May 2025Lowest 10% $89KTop 10% $257K
US median, all jobs: $50,980
- Projected growth
- +1.1%Slower than averageBLS EP, 2025–2035This career+1.1%All jobs+3.5%
Projected employment change, 2025–2035 Item Value This career +1.1% All jobs +3.5% - Openings a year
- 1,60023,700 jobs todayBLS EP, 2025–2035
- Jobs in 202523.7K
- Projected 203524K
Employment, 2025–2035 Item Value Jobs in 2025 23.7K Projected 2035 24K - Typical education
- Bachelor'sneeded to enterBLS EP, 2025–2035; mix: O*NET
- Bachelor's76.2%
- Post-bacc certificate9.5%
- Master's14.3%
Highest education held by compensation and benefits managers Segment Value Bachelor's 76.2% Post-bacc certificate 9.5% Master's 14.3%
Also advertised as: Benefits Coordinator, Benefits Director, Benefits Manager, Compensation and Benefits Director, Compensation and Benefits Manager, Compensation Director.
Pay
How much do Compensation and Benefits Managers make?
Every compensation and benefits manager in the US, by percentile of annual wage
Median
$149,230
Middle half earn $113,170 to $200,610
- 10th
- $89,160
- 25th
- $113,170
- 75th
- $200,610
- 90th
- $256,570
All US occupations: $50,980
| Percentile | Value |
|---|---|
| 10th | $89,160 |
| 25th | $113,170 |
| Median | $149,230 |
| 75th | $200,610 |
| 90th | $256,570 |
| All US occupations | $50,980 |
Source: BLS OEWS, May 2025
- Median annual wage
- $149,230
- Median hourly wage
- $71.75/hr
- Mean annual wage
- $162,640
- People employed
- 22,940
Versus all US occupations
At $149,230, Compensation and Benefits Managers earn 193% above the $50,980 median across all US occupations, a difference of $98,250 a year.
Versus management occupations
Inside the Management group, where the middle occupation pays $126,060, this is 18% above the group median.
Pay range
The top 10% earn $256,570 or more while the bottom 10% earn $89,160, a gap of 2.9×. That is a typical spread for a US occupation.
Rank in the bank
This median pays more than 93% of the 1,741 occupations in the NueCareer career bank.
Cost of living
Washington posts the highest raw median ($199,190), but once local prices are taken into account Connecticut leads at $191,072 in national-average dollars.
Pay by state
Which states pay Compensation and Benefits Managers the most?
State medians come from the same OEWS release as the national figures. The cost-of-living column divides each state median by that state's BEA Regional Price Parity, restating pay in national-average dollars so a high-cost state and a low-cost one can be compared directly.
| State | Median | COL-adjusted | Employed |
|---|---|---|---|
| 1Washington | $199,190 | $186,136 | 460 |
| 2Connecticut | $197,970 | $191,072 | 480 |
| 3Massachusetts | $184,070 | $174,050 | 670 |
| 4New York | $175,620 | $162,730 | 2,260 |
| 5New Jersey | $168,370 | $154,745 | 950 |
| 6California | $166,730 | $150,587 | 2,970 |
| 7Delaware | $166,070 | $166,389 | 50 |
| 8Colorado | $165,770 | $160,861 | 280 |
| 9Minnesota | $163,390 | $165,675 | 360 |
| 10Georgia | $163,060 | $169,337 | 1,010 |
Job outlook
Is Compensation and Benefits Manager a growing career?
Employment change over 2025–2035, against every US occupation
Slower than average. +1.1% projected growth vs 3.5% for all occupations.
| Item | Value |
|---|---|
| Compensation and Benefits Managers | +1.1% |
| All US occupations | +3.5% |
Source: BLS EP, 2025–2035
Slower than average
BLS projects employment of Compensation and Benefits Managers to change 1.1% over 2025–2035, against 3.5% projected for all occupations. That is 300 more jobs.
Annual openings
About 1,600 openings are projected each year, 6.8% of the 23,700 jobs that existed in 2025. Most come from workers leaving the occupation, not from growth alone.
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.
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.
Getting in
How to become a Compensation and Benefits Manager
Compensation and benefits managers typically need a combination of education and related work experience.
- 1
Typical entry-level education
Bachelor's degree
- 2
Work experience in a related occupation
5 years or more
- 3
Typical on-the-job training
None
- 4
Preparation needed (O*NET job zone)
Medium preparation
BLS Employment Projections, 2025–2035; job zone from O*NET 31.0 Database.
What education people in the job have
O*NET incumbent survey: the highest level of education reported by people already working as compensation and benefits managers.
- Bachelor's Degree76.2%
- Master's Degree14.3%
- Post-Baccalaureate Certificate9.5%
| Item | Value |
|---|---|
| Bachelor's Degree | 76.2% |
| Master's Degree | 14.3% |
| Post-Baccalaureate Certificate | 9.5% |
Source: O*NET 31.0 Database
The work
What does a Compensation and Benefits Manager do?
Plan, direct, or coordinate compensation and benefits activities of an organization.
Compensation and benefits managers plan, develop, and oversee programs to pay employees.
Day-to-day 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.
- 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.
- Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.
- Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
O*NET core tasks, ordered by reported importance.
Working conditions and hours
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.
Where the work happens
Indoors, climate-controlled
NeverEvery dayOutdoors in all weather
NeverEvery dayAlmost never works outdoors.
Physical demands
Sitting
NeverAlmost all the timeSeated for more than half the working day.
Standing
NeverAlmost all the timeBending or twisting
NeverAlmost all the time
Working with people
Contact with other people
NoneConstantFace-to-face discussions
NeverEvery dayFace-to-face discussions every day.
Dealing with the public
Not importantExtremely important
Pressure and stakes
Strict deadlines
NeverEvery dayConflict situations
NeverEvery dayCost of a mistake
Not seriousExtremely serious
Autonomy
Freedom to decide
NoneA lotA lot of freedom to make decisions without checking first.
Schedules: BLS Occupational Outlook Handbook, 2025–2035 edition. Conditions: O*NET Work Context survey. Each item has its own scale, so each dot is read against the two answers that end its own line.
Where compensation and benefits managers work
Share of jobs by employer type
- Management of companies and enterprises22%
- Professional, scientific, and technical services13%
- Insurance carriers and related activities13%
- Government, excluding state and local education and hospitals6%
- Healthcare and social assistance6%
| Item | Value |
|---|---|
| Management of companies and enterprises | 22% |
| Professional, scientific, and technical services | 13% |
| Insurance carriers and related activities | 13% |
| Government, excluding state and local education and hospitals | 6% |
| Healthcare and social assistance | 6% |
Source: BLS Occupational Outlook Handbook, 2025–2035 edition
Core skills
O*NET importance, 1 to 5
- Reading Comprehension4.0
- Active Listening4.0
- Writing4.0
- Speaking4.0
- Critical Thinking3.9
- Active Learning3.8
- Monitoring3.4
- Mathematics3.0
| Item | Value |
|---|---|
| Reading Comprehension | 4.0 |
| Active Listening | 4.0 |
| Writing | 4.0 |
| Speaking | 4.0 |
| Critical Thinking | 3.9 |
| Active Learning | 3.8 |
| Monitoring | 3.4 |
| Mathematics | 3.0 |
Source: O*NET 31.0 Database
Transferable skills
O*NET importance, 1 to 5
- Judgment and Decision Making3.9
- Time Management3.6
- Management of Personnel Resources3.6
- Social Perceptiveness3.5
- Complex Problem Solving3.4
- Systems Analysis3.3
- Systems Evaluation3.3
- Management of Financial Resources3.3
| Item | Value |
|---|---|
| Judgment and Decision Making | 3.9 |
| Time Management | 3.6 |
| Management of Personnel Resources | 3.6 |
| Social Perceptiveness | 3.5 |
| Complex Problem Solving | 3.4 |
| Systems Analysis | 3.3 |
| Systems Evaluation | 3.3 |
| Management of Financial Resources | 3.3 |
Source: O*NET 31.0 Database
Tools and software
- Accounting software · in demand
- Data base user interface and query software · in demand
- Document management software · in demand
- Electronic mail software · in demand
- Enterprise resource planning ERP software · in demand
- Graphics or photo imaging software · in demand
- Office suite software · in demand
- Presentation software · in demand
- Process mapping and design software · in demand
- Project management software · in demand
- Spreadsheet software · in demand
- Word processing software · in demand
“In demand” marks an O*NET Employer-Based Hot Technology, software named in real job postings for this occupation.
Personality fit
What personality type suits a Compensation and Benefits Manager?
O*NET Occupational Interests (RIASEC), scored 1 to 7
| Axis | Compensation and Benefits Manager |
|---|---|
| Realistic | 1 |
| Investigative | 2 |
| Artistic | 1 |
| Social | 4 |
| Enterprising | 7 |
| Conventional | 6 |
Source: O*NET 31.0 Database
What the work is built around
Day to day this is work built around leading, persuading, selling and making decisions, combined with organising, following procedures and working precisely with data.
- Enterprising7.0
- Conventional5.7
- Social3.8
- Investigative2.2
- Artistic1.4
- Realistic1.0
Closest MBTI types
NueCareer fit scores: cosine similarity between each MBTI type's interest vector and this occupation's O*NET interest profile. Not a BLS or O*NET figure; the method is documented on our methodology page.
Explore further
Careers related to Compensation and Benefits Manager
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More management careers
Median annual pay, with compensation and benefits managers highlighted
- IT Manager$175,140
- Marketing Manager$166,790
- Financial Manager$166,570
- Human Resources Manager$149,280
- Compensation and Benefits Manager$149,230
- Sales Manager$148,270
- Construction Manager$114,990
- Supply Chain Manager$107,230
- Property, Real Estate, and Community Association Manager$69,990
| Item | Value |
|---|---|
| IT Manager | $175,140 |
| Marketing Manager | $166,790 |
| Financial Manager | $166,570 |
| Human Resources Manager | $149,280 |
| Compensation and Benefits Manager | $149,230 |
| Sales Manager | $148,270 |
| Construction Manager | $114,990 |
| Supply Chain Manager | $107,230 |
| Property, Real Estate, and Community Association Manager | $69,990 |
Source: BLS OEWS, May 2025
Lists Compensation and Benefits Manager appears on
Questions
Compensation and Benefits Manager: frequently asked questions
How much do Compensation and Benefits Managers make?
Compensation and Benefits Managers earn a median of $149,230 a year (BLS OEWS, May 2025). That is 193% above the $50,980 median for all US occupations. That works out at $71.75/hr. The middle half earn between $113,170 and $200,610. The top 10% earn $256,570 or more.
Do you need a degree to become a Compensation and Benefits Manager?
Yes. BLS reports a bachelor's degree as the typical entry-level education for Compensation and Benefits Managers, and O*NET rates the preparation needed as medium preparation. Employers typically expect 5 years or more of related work experience first. In O*NET's survey of people already doing the job, 76.2% hold bachelor's degree.
Is Compensation and Benefits Manager a growing career?
It is growing, but slowly: 1.1% over 2025–2035 against 3.5% for all occupations (BLS EP, 2025–2035). BLS still projects about 1,600 openings a year, mostly from workers retiring or moving to other work.
What does a Compensation and Benefits Manager do?
Compensation and benefits managers plan, develop, and oversee programs to pay employees. A core O*NET task: direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies. Employers most often ask for Accounting software, Data base user interface and query software, Document management software.
Which states pay Compensation and Benefits Managers the most?
The highest state medians for Compensation and Benefits Managers are Washington ($199,190), Connecticut ($197,970), Massachusetts ($184,070) (BLS OEWS, May 2025). Adjusted for local prices using BEA Regional Price Parities, Connecticut moves to the top at $191,072.
What personality type suits a Compensation and Benefits Manager?
O*NET scores Compensation and Benefits Managers highest on the Enterprising, Conventional and Social interest areas, so the work mixes leading, persuading, selling and making decisions with organising, following procedures and working precisely with data. On NueCareer's MBTI-to-interest mapping the closest types are ESFJ, ESTJ. Personality is a fit signal, not a gate. The free NueCareer quiz scores your own profile against all 1,731 careers in the bank.