Compensation and benefits managers
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Overview
Compensation managers plan, develop, and oversee programs to determine how much an organization pays its employees and how employees are paid. Benefits managers plan, direct, and coordinate retirement plans, health insurance, and other benefits that an organization offers its employees.
Workforce size
Compensation and benefits managers, with 15,800 workers, form a smaller workforce than 78% of careers.
Predicted employment growth
Over the next decade, jobs for compensation and benefits managers are expected to grow by 5%, and should have about 1,200 job openings a year.
Safety from automation
Compensation and benefits managers are more likely to be automated than 89% of other careers.
Education
About 68% of compensation and benefits managers have at least a bachelor's degree.
Education attained by compensation and benefits managers
High School
Some College
Bachelor's Degree
Master's Degree
Doctorate
Context: workers with bachelor's degrees
More compensation and benefits managers have bachelor's degrees than 80% of other careeers.
Salaries
The median (middle) salary for compensation and benefits managers is higher than 96% of all other jobs' middle salaries. The graph shows inflation-adjusted salaries for most compensation and benefits managers.
This job's median $121KAll jobs' median $39K$116K$38K20142015201620172018$0$50K$100K$150K$200K$250K
Context: Median Salary
Gender
Women account for 76% of compensation and benefits managers -- that's a larger percentage than 87% of other jobs.
Gender of compensation and benefits managers
Men
Women
Context: Salary inequity
For each career, we compared the median (middle) men's salary to the median women's salary. For compensation and benefits managers, the median men's salary was 35% more the median woman's salary.
Race/Origin
About 17% of compensation and benefits managers are minority, and 6% are foreign-born.
Race/origin of compensation and benefits managers
White
Black
Pacific Islander
Hispanic
Asian
American Indian
Multiracial
Other
Context: Foreign-born workers (6%)
Where are the most jobs?
We ranked the number of jobs in Compensation and Benefits Managers per thousand workers in each state, DC, and Puerto Rico. The darker the blue, the higher the job density.
AKMEVTNHWAIDMTNDMNMINYMARIORUTWYSDIAWIINOHPANJCTCANVCONEMOILKYWVVAMDDEAZNMKSARTNNCSCDCOKLAMSALGAHITXFLPR
Job benefits
Employer or union-sponsored pension plans are offered to 67% of compensation and benefits managers, and 78% have company-sponsored health insurance (25% have dependents enrolled in their employer's health plan).
Employer-provided health coverage for compensation and benefits managers
100% premiums covered
Partial premiums covered
Plan with no cost sharing
No health insurance
Top college degrees
Here are the top college degrees held by the 70% of people in this job who have at least a bachelor's degree. Some of degrees may link to multiple programs due to the way Census classifies college majors. Click on a program to learn more about career opportunities for people who major in that field.
The downside
Some jobs are more stressful than others, and some are just plain dangerous. The following list gives the percentages of compensation and benefits managers who report hazardous or difficult situations typically occurring at least once a week.
  • Time Pressure (67%)
  • Frequency of Conflict Situations (53%)
  • Degree of Automation (33%)
SOURCES:24.0 O*NET
Salary and diversity
Salary overview
What do compensation and benefits managers earn?

In this section, we want to give you a clear idea of what you can expect to earn in this career. We use two sources of data here: the Bureau of Labor Statistics (BLS), which asks employers to classify their workforce and to report salaries using the SOC-specialty level of reporting, and the American Community Survey (ACS), which asks people to classify their jobs using the broad classifications that ididio uses for career profiles, and to self-report their salaries. For some jobs, the differences in survey approaches between BLS and ACS can paint a very different end-picture. Whenever possible, we provide data from both sources.

The BLS-compiled salary data is reported by companies for their employees. This data excludes self-employed workers. We first show the distribution of salaries for compensation and benefits managers, and then we show how the middle (median) salary for compensation and benefits managers compares to the BLS-computed median salaries of other careers.
Distribution: Salaries for compensation and benefits managers (BLS Salary Data)
$121K$0$50K$100K$150K$200K$250K
Context: Median salaries across careers (BLS Salary Data)
$121K$0$50K$100K$150K$200K$250K
We compiled household data from the ACS to determine the salaries that people working at least 35 hours a week report themselves to earn. Unlike the BLS estimates, this data includes self-employed wages. We first show the full salary distribution for all compensation and benefits managers, and then we show how the median (middle) salary for compensation and benefits managers compares to the median ACS-reported salary of other careers.
Distribution: Salaries for compensation and benefits managers (ACS Salary Data)
$72K$0$50K$100K$150K$200K$250K
Context: Median salaries across careers (ACS Salary Data)
$72K$0$50K$100K$150K$200K$250K
Employers and salary
A look at employers and corresponding salaries
The donut shares the break-down of workers by employer type, and following we show the salary distributions for these workers based on those employer types. For some careers, the salaries can be vastly different between private, government, and self-employment. As with our salary overview, we view the both the BLS economists' salary profiles and the household-reported salaries from ACS to get a thorough understanding of where compensation and benefits managers work and for what salary. We have the great faith in the accuracy of economist-vetted BLS data; however, the BLS restrictions on which employers are surveyed skews the data a bit (read more in the sources), and the ACS responses provide different and useful categorizations of employers and salaries.
Employers of Compensation and benefits managers (ACS)
Private for-profit (69.1%)
Private not-for-profit (12.4%)
Local government (8.7%)
State government (4.9%)
Federal government (3.8%)
Self-employed incorporated (0.5%)
Self-employed not incorporated (0.7%)
Working without pay (0.0%)
Distribution: Salaries of compensation and benefits managers by type of employer (ACS data)
Following are the salary distributions by employer type calculated by aggregating individual household survey responses.
$72K$74K$78K$61K$59K$82K$0$50,000$100,000$150,000$200,000Federal governmentState governmentLocal governmentPrivate not-for-profitPrivate for-profitAll
Distribution: Salaries of compensation and benefits managers by type of employer (BLS data)
Following are the salary distributions by employer type as reported by BLS based on large employer-focused surveys. We note that smaller employer categories are not included by BLS.
$121K$105K$124K$94K$0$50,000$100,000$150,000$200,000$250,000State governmentLocal governmentPrivateAll
Age and career advancement
Salary growth for compensation and benefits managers

The biggest take-away from the following two charts is the relationship between salary and experience that we can infer from age. Does this job seem to attract especially younger or older workers? Does it reward experience?

Take a minute a look at how much you might expect your salary to increase with each five years' experience, as well as how the numbers working in this career changes. We only provide this data when there are enough consistent ACS survey responses to allow a reasonable margin of error, so for some careers you will see gaps in our reporting of salary by age.

$82K$83K$79K$67K$80K$53K$67K$77K$0$50K$100K$150K$200KSalary distribution20-2425-2930-3435-3940-4445-4950-5455-5960-64
01K2K3KNumber employed20-2425-2930-3435-3940-4445-4950-5455-5960-64

Our only sources for career data containing age, gender, or origin/race come from the Census Bureau. To provide these breakdowns, we have aggregated ACS person-level career survey responses by career, gender, race, and age. These graphics reflect the results of our aggregations, and are useful for identifying trends. A careful statistical study of the impact of age, gender, and race on salaries would correct for other factors that could be contributing to salary differences.

Gender and Equity
Compensation and benefits managers and gender

With 76% women, this occupation has a higher percentage of women than 87% of careers.

Context: Women in the workforce
76%0%20%40%60%80%100%
Gender of Compensation and benefits managers
Men (24%)
Women (76%)
Distribution: Salaries by gender

As we'll illustrate at the bottom of this section, the median (middle) salary for all full-time male workers in the US exceeds the full-time median salary for women by 20%, and the difference for compensation and benefits managers tops that, with the median salary for men 35% higher than the median salary for women. This chart shows you the salary range for most workers by gender.

$67K$90K$0$50K$100K$150K$200KWomenMen
Context: Salary Inequity

Nationwide there are twenty careers for which men do not have a higher median (middle) salary than women. The chart below shows the salary inequity, the percentage by which the median men's salary is higher than the median women's salary, for most jobs. Compensation and benefits managers have one of the higher percentage increases for men's salary, with the increase for the men's median salary over the women's median salary in this job even higher than that for 85% of other jobs.

35%0%20%40%60%80%100%

Our only sources for career data containing age, gender, or origin/race come from the Census Bureau. To provide these breakdowns, we have aggregated ACS person-level career survey responses by career, gender, race, and age. These graphics reflect the results of our aggregations, and are useful for identifying trends. A careful statistical study of the impact of age, gender, and race on salaries would correct for other factors that could be contributing to salary differences.

Race/Origin
Race and origin of compensation and benefits managers

The representation of minority and foreign-born workers is quite different between careers, and the relative pay of those workers also varies significantly between careers. There is a smaller percentage of minority compensation and benefits managers than for 60% of other careers. As with minority workers, there is also a smaller percentage of foreign-born workers in this career than in most other careers.

Race/origin of compensation and benefits managers
White (81% )
Black (11% )
Asian (3% )
Multiracial (3% )
Other (2% )
Hispanic (1% )
American Indian (0% )
Context: Representation of minorities in the workforce
17%0%20%40%60%80%100%
Context: Representation of foreign-born workers
6%0%20%40%60%80%100%
Distribution: Salaries for compensation and benefits managers by race/origin

For some careers, there is a pay disparity depending on race or origin, though this is not prevalent. We calculate standard errors for all of our calculations, and when the error is high we do not show results. Therefore, for some jobs will have omitted race/origin categories.

$52K$57K$76K$0$50K$100K$150KOtherBlackWhite
Distribution: Salaries for compensation and benefits managers by nativity
$65K$72K$0$50K$100K$150KAll foreign-bornAll native citizens

Our only sources for career data containing age, gender, or origin/race come from the Census Bureau. To provide these breakdowns, we have aggregated ACS person-level career survey responses by career, gender, race, and age. These graphics reflect the results of our aggregations, and are useful for identifying trends. A careful statistical study of the impact of age, gender, and race on salaries would correct for other factors that could be contributing to salary differences.

Pathways to this career
Education requirements and salary
Education attained by compensation and benefits managers

According to the Bureau of Labor Statistics (BLS), compensation and benefits managers typically hold a bachelor's degree.

Sometimes the typical education identified by the BLS differs a bit from the reality of the how much education current workers actually have. The donut shows the education level held by people currently working as compensation and benefits managers as reported in responses to the American Community Survey. Following, we investigate whether education level influences salary for compensation and benefits managers.

Education attained by compensation and benefits managers
None
High School
Some College
Associate's Degree
Bachelor's Degree
Master's Degree
Professional Deg/Doct
Doctorate
Details: Education and training recommended for compensation and benefits managers

Compensation and benefits managers typically need a bachelor’s degree for most positions. Managers usually need a bachelor’s degree in human resources, business administration, business management, finance, or a related field.

Details: Licensing and certification recommended for compensation and benefits managers

Although compensation and benefits managers are not legally required to be certified, certification can show expertise and credibility. Employers may prefer to hire candidates who are certified, and some positions may require certification.

Certification programs for management positions often require several years of related work experience to qualify for the certifying exam. Many professional associations for human resources workers offer certifications. 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, offer general human resources credentials.

Distribution: Salary by education level

What level of education is truly needed for compensation and benefits managers? Below we see the distribution of compensation and benefits managers salaries based on the education attained. These comparisons are based on all survey responses by those who identified themselves as compensation and benefits managers, and are not intended as a statistical analysis of salary differences that would correct for non-educational factors that could contribute to high or low earnings.

$58K$58K$58K$76K$94K$0$50K$100K$150K$200KHigh School (7%)Some College (17%)Associate's Degree (8%)Bachelor's Degree (47%)Master's Degree (20%)
Bachelor's degree pathways
College majors held by compensation and benefits managers

This table shows the college majors held by people working as compensation and benefits managers. Select any degree to see detailed information. We are able to connect careers to degrees using the American Community Survey (ACS), and their degrees are defined a little differently from our programs, which are based on standard CIP classifications. Therefore, selecting some degrees will lead to a selection of CIP-level programs from which to choose.

If you see "**" before the name of a degree/program, that means this field is one that the Department of Education believes is preparatory for this career. However, you can see from this list that those recommendations are far from your only path to this job!

Degree
Select any title to learn more about that degree
Percentage of Compensation and benefits managers with this degree
Salary for all majors
Salary distribution (across jobs). Showing 0-$200,000.
Median
Middle 50%
Middle 80%
Education
Final education level of all people with this major
Bachelor's Degree
Master's Degree
Doctorate
Gender
Gender of people this bachelor's degree
Men
Women
8.3%
$0$200K$53K
5.5%
$0$200K$63K
5.2%
$0$200K$72K
4.4%
$0$200K$67K
4.3%
$0$200K$60K
3.4%
$0$200K$56K
2.9%
$0$200K$60K
2.6%
$0$200K$73K
2.5%
$0$200K$73K
2.5%
$0$200K$54K
2.0%
$0$200K$63K
1.8%
$0$200K$50K
1.3%
$0$200K$55K
The link between degrees and careers
The link between degrees and careers

With the following "sankey" diagram, you can follow the top ten bachelor's degrees held by people working as compensation and benefits managers, and then, in turn, you can see the 10 occupations that hire the most of each degree's graduates. This visualization links fields of studies and careers, suggesting both similar careers and options for degrees. The full list of bachelor's degrees held by compensation and benefits managers given in the previous section reminds us that there are many paths to these careers beyond what we can summarize here.

This job
Top 10 majors
Each major's top ten jobs
Managers (specialized areas)Accountants and auditorsFirst-line supervisors of retail sales workersFinancial managersWholesale and manufacturing sales representativesChief executives and legislatorsSecretaries and administrative assistantsHuman resources workersFirst-line supervisors of non-retail sales workersMarketing and sales managersCounselorsSocial workersElementary and middle school teachersPsychologistsPostsecondary teachersLawyers, judges, and magistratesPhysicians and surgeonsEducation administratorsHuman resources managersRetail salespersonsPersonal financial advisorsFinancial analystsSecurities, commodities, and financial services sales agentsCredit counselors and loan officersBookkeeping, accounting, and auditing clerksFirst-line supervisors of office and administrative support workersManagement analystsMarket research analysts and marketing specialistsCustomer service representativesService sales representativesSecondary school teachersBusiness Management andAdministrationPsychologyHuman Resources andPersonnel ManagementGeneral BusinessFinanceAccountingMarketingCommunicationsHistoryEconomicsAll other degrees
Switching Careers
Most common new jobs
The most common next careers for compensation and benefits managers

What jobs will most compensation and benefits managers hold next year?

The data in this chart comes from person interviews for the Census Bureau's Current Population Survey. The survey interviews households eight times over a two-year period, allowing us a glimpse into how people move from job to job. You can see more details from the results of the survey in our last tab in this section, and you can read about our methodology in our source descriptions.

Here we see all of the jobs that at least 1% of compensation and benefits managers reported holding in their second year's survey. Is your future job on this list?

Compensation and benefits managersCompensation, benefits, and job analysis specialistsComputer systems analystsHuman resources assistantsRoofersFirst-line supervisors of non-retail sales workersSocial and human service assistantsEnvironmental scientists and geoscientistsSecretaries and administrative assistantsEligibility interviewers for government programsManagers (specialized areas)First-line supervisors of office and administrative support workersHuman resources workersChief executives and legislatorsFinancial managersMeeting, convention, and event plannersInsurance sales agentsManagement analystsMedical and health services managersCompliance officersPayroll and timekeeping clerks
Lateral career moves
Lateral job transitions for compensation and benefits managers

A lateral career transition is a move to a job with similar pay and responsibilities. A move to such a job can offer a change of pace without an increase in stress or a decrease in pay. The following table simply identifies all 6 jobs which were held by at least 1% of survey respondents before working as compensation and benefits managers as well as 1% of respondents after working as compensation and benefits managers. Select a row to investigate the job's full description and determine if it truly offers an opportunity for a lateral transition.

Lateral-move careers for compensation and benefits managers
Annual openings
How many openings are expected each year?
Salary
Salary distribution for people in this occupation. Range is 0-$200,000.
Median
Middle 50%
Middle 80%
Education
High School
Some College
Bachelor's Degree
Master's Degree
Doctorate
Gender
Men
Women
Secretaries and administrative assistants
395,200
$0$200K$36K
First-line supervisors of office and administrative support workers
153,100
$0$200K$48K
Human resources workers
64,700
$0$200K$54K
Financial managers
56,900
$0$200K$68K
First-line supervisors of non-retail sales workers
39,600
$0$200K$59K
Compensation, benefits, and job analysis specialists
7,700
$0$200K$51K
Full prior and next career listings
Prior and next careers for compensation and benefits managers: full listings

What do people typically do before and after they work as compensation and benefits managers? Here are the full lists of all jobs that at least 1% of compensation and benefits managers surveyed reported as holding a year earlier or later.

Choose which type of transition to view
Prior jobs
Next jobs
Prior careers for compensation and benefits managers
Annual openings
How many openings are expected each year?
Salary
Salary distribution for people in this occupation. Range is 0-$200,000.
Median
Middle 50%
Middle 80%
Education
High School
Some College
Bachelor's Degree
Master's Degree
Doctorate
Gender
Men
Women
Percentage Transitioning
What percentage worked in this job the previous year?
Secretaries and administrative assistants
395,200
$0$200K$36K
1.2%
Customer service representatives
373,800
$0$200K$32K
3.4%
Bookkeeping, accounting, and auditing clerks
188,400
$0$200K$38K
3.2%
First-line supervisors of office and administrative support workers
153,100
$0$200K$48K
4.8%
Medical assistants
95,000
$0$200K$30K
3.0%
Human resources workers
64,700
$0$200K$54K
13.5%
Licensed practical and licensed vocational nurses
62,800
$0$200K$38K
3.1%
Billing and posting clerks
59,700
$0$200K$34K
2.0%
Marketing and sales managers
57,800
$0$200K$74K
2.6%
Financial managers
56,900
$0$200K$68K
3.6%
First-line supervisors of non-retail sales workers
39,600
$0$200K$59K
5.1%
Insurance claims and policy processing clerks
35,700
$0$200K$37K
1.1%
File clerks
14,200
$0$200K$32K
2.1%
Human resources managers
12,400
$0$200K$69K
4.1%
Compensation, benefits, and job analysis specialists
7,700
$0$200K$51K
16.1%
Compensation and benefits managers
1,200
$0$200K$72K
27.6%
No occupation
2.0%
Read about compensation and benefits managers
Responsibilities and activities
Responsibilities and activities

Compensation and benefits managers typically do the following:

  • Coordinate and supervise the work activities of specialists and support staff
  • Set the organization’s pay and benefits structure
  • Determine 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 keep operations 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. All managers, however, routinely meet with senior staff, managers of other human resources departments, and the financial officers of their organization. They provide expertise and make recommendations on compensation and benefits policies, programs, and plans.

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

Compensation managers are responsible for managing an organization’s pay structure. They monitor market conditions and government regulations to ensure 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 companies. Compensation managers use this information to maintain or develop pay scales 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 a company’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 manage 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.

Personality and skills
Personality and skills

Can you see yourself in the ranks of compensation and benefits managers? Here are the skills and traits that could lead to success.

Analytical skills
Compensation and benefits managers analyze data on salaries and the cost of benefits, and assess and devise programs that best fit an organization and its employees.
Business skills
Compensation and benefits managers administer a budget, build a case for their recommendations, and understand how compensation and benefits plans affect the company’s finances.
Communication skills
Compensation and benefits managers direct staff, give presentations, and work with colleagues. For example, they may write about and present the advantages of a certain pay scale to management and address any concerns.
Decisionmaking skills
Compensation and benefits 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 work activities of their staff and properly administer compensation and benefits programs, ensuring work is completed accurately and on schedule.
Trends in employment
Salary trends
Distribution and trends: Salaries for compensation and benefits managers
Choose actual dollars or inflation-adjusted dollars to view
Adjusted for inflation
Historic dollars

In 2018, the median (middle) salary for compensation and benefits managers was higher than 96% of all other jobs' middle salaries. This graphic shows how the salary distribution (adjusted for inflation) has changed for this job over recent years. The gray line, as a comparison, shows the median salary of all US workers.

This job's median $121KAll jobs' median $39K$103K$39K201020112012201320142015201620172018$0$50K$100K$150K$200K$250K
Projected versus actual employment
Exploring actual employment trends versus projected trends

Currently, jobs for compensation and benefits managers are anticipated to grow by 5% over the next decade; 62% of jobs are projected to grow more.

The projected employment for compensation and benefits managers is the best guess created by talented economists and statisticians at the Bureau of Labor Statistics (BLS). However, as you look through several careers you'll notice that the projections are heavily influenced by past performance and may miss current trends. No one can tell the future, and as new information and better techniques are developed, actual counts and future projections may change. Here's a glimpse at the actual counts versus the projections over time.

20102015202020252030010,00020,00030,00040,000
Employment counts
Actual measured employment
BLS 10-year predictions
Variation by state
Employment
State-by-state employment numbers

Some careers tend to be centered in specific parts of the country. For example, most jobs in fashion are in New York or California. Let's see if your dream job is easy to find in your dream location! We have a few choices for viewing the data that can help you get a full employment picture.

Job density versus job count

Which states hire the most compensation and benefits managers? We wonder if that's a fair question since states come in all sizes, so instead let's start with the question of which states have the highest density of people working as compensation and benefits managers. You can choose to view the number of jobs per state if you prefer.

BLS vs ACS data

This map defaults to employment information from the Bureau of Labor Statistics (BLS), which provides job totals carefully compiled for accuracy and with a primary focus on how employers describe their workers. The BLS job totals do not count self-employed workers. We've also compiled totals using the Census Bureau's American Community Survey (ACS) which are based on how workers describe themselves. Sometimes ACS results are quite a bit different from the employer-based BLS data.

Choose the metric to review
Jobs per 1000 working
Number of jobs
Use this data source
BLS
Number of Compensation and Benefits Managers per 1,000 workers (BLS)
Select a state to see local area details
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0.00.10.10.10.20.3
Salary
Salaries by state
Let's get a feel for where compensation and benefits managers earn the highest salaries. There are several choices for which data we consider and how we view that data, and each can lead to different conclusions, so please read on...
Median salary versus state ratio

We use two methods to compare salaries across states:

  • In-state comparisons: the ratio of median (middle) salaries for compensation and benefits managers compared to the median salary for all people working in each state, or
  • Median salary: the unaltered median salaries for compensation and benefits managers.

We hope the ratio allows perspective about how salaries may compare to the regional cost-of-living.

BLS vs ACS data

We have two sources for statewide salary information with important distinctions. The BLS data is created by surveying companies, missing individuals who are self-employed or work for smaller companies. The ACS data is compiled from multi-faceted household surveys and may reflect the inconsistencies that people may have in reporting information.

Choose the metric to review
In-state comparisions
Median salary
Use this data source
BLS
Median salary ratio: Compensation and Benefits Managers to all workers (BLS)
The darkest shading corresponds to states in which compensation and benefits managers earn the highest salary when compared to other jobs in the state. We think this ratio might be a better indicator than the actual salary for your buying power as a state resident.
Select a state to see local area details
AKMEVTNHWAIDMTNDMNMINYMARIORUTWYSDIAWIINOHPANJCTCANVCONEMOILKYWVVAMDDEAZNMKSARTNNCSCDCOKLAMSALGAHITXFLPR
0.01.02.03.04.05.0
Compare to similar jobs

If this job interests you, then use the dots below to find other jobs you might like. The dots closer to the top represent jobs that are like Compensation and benefits managers (shown with a blue star). Look for the dots to the right to find the best salaries! (We pulled salary data from BLS, and they give a top salary value of just over $200K to protect privacy, so our graph would go much higher if the salaries were not top coded.)

How should the career similarity be computed

There are a number of ways to measure the similarity of jobs, here are a few we provide:

  • Interests: Also known as a Holland Code - Are you a thinker? A helper? What fits your personality?
  • Environment: Are there hazards? Will you be comfortable? Will it be stressful?
  • Knowledge: What do you need to know the most about?
  • Physical Abilities: Do you need to especially strong or coordinated?
Choose the similarity measure to compare careers
Interests
Environment
Knowledge
Physical Abilities
Jobs that are similar by Interests and Salary (All education levels)
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