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* ELMI Occupation Report *
 
Compensation and Benefits Managers

Plan, direct, or coordinate compensation and benefits activities of an organization.   (O'Net 11-3111.00)

 
Reported job titles:   Benefit Director, Benefits Administrator, Benefits Coordinator, Benefits Manager, Business Manager, Compensation and Benefits Manager   (view all job titles)
 
  • Career Video
  • Wages
  • Employment Trends
  • Industries of Employment
  • Tasks
  • Knowledge
  • Skills
  • Abilities
  • Work Activities
  • Interests
  • Work Styles
  • License Information
  • Education & Training Requirements
  • Schools
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    Career Video
    related to Compensation and Benefits Managers
    Business, Management and Administration photo Business, Management and Administration
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    Wages
    for Compensation and Benefits Managers
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     Location Pay
    Period
    2016
    Percentile Wages Average
    Wage
    10% 25% 50%
    Median
    75% 90%
     Vermont Hourly $ 32.87   $ 36.86   $ 43.01   $ 49.80   $100.00+   $ 58.19  
    Yearly $68,380   $76,660   $89,460   $103,580   $208,000+   $121,020  
     
    What are Percentile Wages?
    source: Occupational Employment Statistics, Vermont Labor Market Information, U.S. Bureau of Labor Statistics, released April 2017.
    + This wage is equal to or greater than $100.00 per hour or $208,000 per year.
     


    Employment Trends
    for Compensation and Benefits Managers
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    No trend data for this occupation.
     


    Industries of Employment
    for Compensation and Benefits Managers
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    Industry Percent of Total
    2014
    Management of companies and enterprises 22.6%
    Insurance carriers and related activities 8.6%
    Local government, excluding education and hospitals 6.5%
    Educational services; state, local, and private 4.8%
    Hospitals; state, local, and private 4.7%
    source: Employment Projections, U.S. Bureau of Labor Statistics, National Employment Matrix, released July 2016.
     


    Tasks
    for Compensation and Benefits Managers
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  • Design, evaluate and modify benefits policies to ensure that programs are current, competitive and in compliance with legal requirements.
     
  • Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan.
     
  • Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA).
     
  • Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies.
     
  • Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions.
     
  • Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations.
     
  • 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.
     
  • Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers.
     
  • Prepare budgets for personnel operations.
     
    source: Occupational Information Network: Compensation and Benefits Managers  updated June 2008
     


    Knowledge
    for Compensation and Benefits Managers
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  • Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems.
     
  • Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources.
     
  • English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar.
     
  • Mathematics - Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
     
  • Clerical - Knowledge of administrative and clerical procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and other office procedures and terminology.
     
  • Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction.
     
  • Economics and Accounting - Knowledge of economic and accounting principles and practices, the financial markets, banking and the analysis and reporting of financial data.
     
  • Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
     
  • Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
     
  • Psychology - Knowledge of human behavior and performance; individual differences in ability, personality, and interests; learning and motivation; psychological research methods; and the assessment and treatment of behavioral and affective disorders.
     
    source: Occupational Information Network: Compensation and Benefits Managers  updated June 2008
     


    Skills
    for Compensation and Benefits Managers
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  • 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.
     
  • Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
     
  • Speaking - Talking to others to convey information effectively.
     
  • Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems.
     
  • Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one.
     
  • Time Management - Managing one's own time and the time of others.
     
  • Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making.
     
  • Management of Personnel Resources - Motivating, developing, and directing people as they work, identifying the best people for the job.
     
  • Social Perceptiveness - Being aware of others' reactions and understanding why they react as they do.
     
  • Writing - Communicating effectively in writing as appropriate for the needs of the audience.
     
    source: Occupational Information Network: Compensation and Benefits Managers  updated June 2010
     


    Abilities
    for Compensation and Benefits Managers
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  • Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
     
  • Oral Expression - The ability to communicate information and ideas in speaking so others will understand.
     
  • Written Comprehension - The ability to read and understand information and ideas presented in writing.
     
  • Written Expression - The ability to communicate information and ideas in writing so others will understand.
     
  • 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 there is a problem.
     
  • Speech Clarity - The ability to speak clearly so others can understand you.
     
  • Speech Recognition - The ability to identify and understand the speech of another person.
     
  • Deductive Reasoning - The ability to apply general rules to specific problems to produce answers that make sense.
     
  • Near Vision - The ability to see details at close range (within a few feet of the observer).
     
  • Mathematical Reasoning - The ability to choose the right mathematical methods or formulas to solve a problem.
     
    source: Occupational Information Network: Compensation and Benefits Managers  updated June 2008
     


    Work Activities
    for Compensation and Benefits Managers
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  • Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
     
  • Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources.
     
  • Analyzing Data or Information - Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
     
  • Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems.
     
  • Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time.
     
  • Interacting With Computers - Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
     
  • Updating and Using Relevant Knowledge - Keeping up-to-date technically and applying new knowledge to your job.
     
  • Organizing, Planning, and Prioritizing Work - Developing specific goals and plans to prioritize, organize, and accomplish your work.
     
  • Processing Information - Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data.
     
  • 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.
     
    source: Occupational Information Network: Compensation and Benefits Managers  updated June 2008
     


    Interests
    for Compensation and Benefits Managers
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  • Enterprising - Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business.
     
  • Conventional - Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow.
     
  • Social - Social occupations frequently involve working with, communicating with, and teaching people. These occupations often involve helping or providing service to others.
     
    source: Occupational Information Network: Compensation and Benefits Managers  updated June 2008
     


    Work Styles
    for Compensation and Benefits Managers
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  • Integrity - Job requires being honest and ethical.
     
  • Attention to Detail - Job requires being careful about detail and thorough in completing work tasks.
     
  • Analytical Thinking - Job requires analyzing information and using logic to address work-related issues and problems.
     
  • Cooperation - Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude.
     
  • Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations.
     
  • Initiative - Job requires a willingness to take on responsibilities and challenges.
     
  • Self Control - Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations.
     
  • Leadership - Job requires a willingness to lead, take charge, and offer opinions and direction.
     
  • Stress Tolerance - Job requires accepting criticism and dealing calmly and effectively with high stress situations.
     
  • Persistence - Job requires persistence in the face of obstacles.
     
    source: Occupational Information Network: Compensation and Benefits Managers  updated June 2008
     


    State of Vermont License Information
    that may be required for Compensation and Benefits Managers
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    No state licenses listed for this occupation.
     


    Education and Training Requirements
    for Compensation and Benefits Managers
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  • Job Zone Four: Considerable Preparation Needed
  •  
  • Education: Most of these occupations require a four-year bachelor's degree, but some do not.
  •  
  • Training: Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
  •  
  • Experience: A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified.
  •  
    source: Occupational Information Network: Compensation and Benefits Managers  updated June 2008
     


    Schools
    offering instructional programs related to Compensation and Benefits Managers
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      Related Instructional Programs
     
    • Human Resources Management/Personnel Administration, General.
     
     Search for schools offering these programs at
     
     
     
    source: National Center for Education Statistics 2000 Classification of Instructional Programs .
     


    Other Resources
    for Compensation and Benefits Managers
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  • Labor Exchange Information
  • A source for occupational characteristics, such as age, gender, race, and years of education and an alternative source for occupational wage rates. Limited to people looking for jobs and the jobs advertised through VDOL Vermont Job Link.
  • Look for statewide information over the latest 12 months for Compensation and Benefits Managers.
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  • Occupational Outlook Handbook
  • The Occupational Outlook Handbook is a nationally recognized source of career information, designed to provide valuable assistance to individuals making decisions about their future work lives. Revised every two years, the Handbook describes what workers do on the job, working conditions, the training and education needed, earnings, and expected job prospects in a wide range of occupations.
    Go to Occupational Outlook Handbook
    Handbook occupations related to Compensation and Benefits Managers :
  • Compensation and Benefits Managers
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    Related Occupations
    Occupations with skill requirements similar to Compensation and Benefits Managers
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  • Auditors
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  • Budget Analysts
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  • Compensation, Benefits, and Job Analysis Specialists
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  • First-Line Supervisors of Office and Administrative Support Workers
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  • Human Resources Managers
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  • Loan Officers
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  • Medical and Health Services Managers
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  • Regulatory Affairs Managers
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  • Risk Management Specialists
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  • Sales Agents, Securities and Commodities
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    source: Occupational Information Network: Compensation and Benefits Managers 
     

     
     
     
    Vermont.gov State of Vermont Department of Labor