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Summary Report for:
11-3111.00 - Compensation and Benefits Managers

Plan, direct, or coordinate compensation and benefits activities of an organization.

The occupation code you requested, 11-3041.00 (Compensation and Benefits Managers), is no longer in use. In the future, please use 11-3111.00 (Compensation and Benefits Managers) instead.

Sample of reported job titles: Benefits Coordinator, Benefits Manager, Business Manager, Compensation and Benefits Manager, Compensation Director, Compensation Manager, Corporate Controller, Director of Compensation, Human Resources Director, Office Manager

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Tasks  |  Technology Skills  |  Tools Used  |  Knowledge  |  Skills  |  Abilities  |  Work Activities  |  Detailed Work Activities  |  Work Context  |  Job Zone  |  Education  |  Credentials  |  Interests  |  Work Styles  |  Work Values  |  Related Occupations  |  Wages & Employment  |  Job Openings  |  Additional Information

Tasks

  • 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.
  • Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations.
  • Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions.
  • Develop methods to improve employment policies, processes, and practices, and recommend changes to management.
  • Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends.
  • Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates.
  • Negotiate bargaining agreements.
  • Conduct exit interviews to identify reasons for employee termination.
  • Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives.
  • Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination.
  • Investigate and report on industrial accidents for insurance carriers.
  • Prepare personnel forecasts to project employment needs.
  • Analyze statistical data and reports to identify and determine causes of personnel problems and develop recommendations for improvement of organization's personnel policies and practices.

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Technology Skills

  • Accounting software — Deltek Costpoint; Intuit QuickBooks Hot technology
  • Analytical or scientific software — Business analysis software; Relex Weibull
  • Data base reporting software — AdRelevance
  • Data base user interface and query software — Microsoft Access Hot technology ; Microsoft Dynamics Marketing; PaloAlto Advertising Plan Pro; Structured query language SQL Hot technology
  • Desktop publishing software — Adobe Systems Adobe PageMaker; Quark
  • Document management software — Atlas Business Solutions Staff Files; Document management system software
  • Electronic mail software — IBM Notes Hot technology ; Microsoft Outlook Hot technology
  • Enterprise resource planning ERP software Hot technology — Brainworks; Microsoft Dynamics GP Hot technology ; Oracle Hyperion Hot technology ; SAP Hot technology (see all 7 examples)
  • Graphics or photo imaging software — Adobe Systems Adobe Illustrator Hot technology ; Adobe Systems Adobe Photoshop Hot technology ; Microsoft Visio Hot technology
  • Human resources software — ADP Workforce Now Hot technology ; Human resource management software HRMS Hot technology ; Ultimate Software UltiPro; Vantage Point Software HRA (see all 44 examples)
  • Internet browser software — Web browser software
  • Medical software — e-MDs Bill
  • Office suite software — Microsoft Office
  • Presentation software — Microsoft PowerPoint Hot technology
  • Project management software — Experience in Software Webplanner; Microsoft Project Hot technology ; Microsoft SharePoint Hot technology
  • Spreadsheet software — Microsoft Excel Hot technology
  • Video creation and editing software — Apple iMovie
  • Web page creation and editing software — Adobe Systems Adobe Dreamweaver Hot technology ; Adobe Systems Adobe Flash Player
  • Word processing software — Microsoft Word

Hot technology Hot Technology — a technology requirement frequently included in employer job postings.

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Tools Used

  • Desktop calculator — 10-key calculators
  • Desktop computers
  • High capacity removable media drives — Universal serial bus USB flash drives
  • Liquid crystal display projector — Liquid crystal display LCD video projectors
  • Notebook computers — Laptop computers
  • Personal computers
  • Personal digital assistant PDAs or organizers — Personal digital assistants PDA
  • Photocopiers — Photocopying equipment
  • Read write digital versatile disc DVD — Optical disk drives
  • Scanners
  • Tablet computers

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Knowledge

  • 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.
  • Law and Government — Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.
  • Economics and Accounting — Knowledge of economic and accounting principles and practices, the financial markets, banking and the analysis and reporting of financial data.
  • 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.

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Skills

  • 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.
  • Monitoring — Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action.
  • Systems Analysis — Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes.
  • Complex Problem Solving — Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions.
  • Management of Financial Resources — Determining how money will be spent to get the work done, and accounting for these expenditures.
  • Systems Evaluation — Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system.
  • Coordination — Adjusting actions in relation to others' actions.
  • Instructing — Teaching others how to do something.
  • Negotiation — Bringing others together and trying to reconcile differences.
  • Persuasion — Persuading others to change their minds or behavior.
  • Service Orientation — Actively looking for ways to help people.
  • Mathematics — Using mathematics to solve problems.
  • Operations Analysis — Analyzing needs and product requirements to create a design.

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Abilities

  • 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.
  • Number Facility — The ability to add, subtract, multiply, or divide quickly and correctly.
  • Inductive Reasoning — The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events).

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Work Activities

  • 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.
  • Developing Objectives and Strategies — Establishing long-range objectives and specifying the strategies and actions to achieve them.
  • Interpreting the Meaning of Information for Others — Translating or explaining what information means and how it can be used.
  • Provide Consultation and Advice to Others — Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics.
  • Communicating with Persons Outside Organization — Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail.
  • Resolving Conflicts and Negotiating with Others — Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others.
  • Guiding, Directing, and Motivating Subordinates — Providing guidance and direction to subordinates, including setting performance standards and monitoring performance.
  • Identifying Objects, Actions, and Events — Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events.
  • Monitoring and Controlling Resources — Monitoring and controlling resources and overseeing the spending of money.
  • Coordinating the Work and Activities of Others — Getting members of a group to work together to accomplish tasks.
  • Coaching and Developing Others — Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills.
  • Developing and Building Teams — Encouraging and building mutual trust, respect, and cooperation among team members.
  • Judging the Qualities of Things, Services, or People — Assessing the value, importance, or quality of things or people.
  • Scheduling Work and Activities — Scheduling events, programs, and activities, as well as the work of others.
  • Documenting/Recording Information — Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form.
  • Thinking Creatively — Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions.
  • Monitor Processes, Materials, or Surroundings — Monitoring and reviewing information from materials, events, or the environment, to detect or assess problems.

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Detailed Work Activities

  • Administer compensation or benefits programs.
  • Analyze data to inform personnel decisions.
  • Evaluate program effectiveness.
  • Monitor external affairs or events affecting business operations.
  • Negotiate labor disputes.
  • Prepare reports related to compliance matters.
  • Maintain regulatory or compliance documentation.
  • Prepare financial documents, reports, or budgets.
  • Manage human resources activities.
  • Supervise employees.
  • Document organizational or operational procedures.
  • Prepare operational budgets.
  • Interview employees, customers, or others to collect information.
  • Conduct employee training programs.
  • Develop operating strategies, plans, or procedures.
  • Develop organizational policies or programs.
  • Advise others on legal or regulatory compliance matters.
  • Liaise between departments or other groups to improve function or communication.
  • Investigate industrial or transportation accidents.
  • Recommend organizational process or policy changes.
  • Maintain knowledge of current developments in area of expertise.
  • Estimate labor requirements.
  • Compile operational data.
  • Maintain personnel records.
  • Represent the organization in external relations.
  • Negotiate sales or lease agreements for products or services.

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Work Context

  • Electronic Mail — 100% responded “Every day.”
  • Telephone — 100% responded “Every day.”
  • Face-to-Face Discussions — 76% responded “Every day.”
  • Duration of Typical Work Week — 81% responded “More than 40 hours.”
  • Spend Time Sitting — 57% responded “Continually or almost continually.”
  • Structured versus Unstructured Work — 62% responded “A lot of freedom.”
  • Freedom to Make Decisions — 57% responded “A lot of freedom.”
  • Importance of Being Exact or Accurate — 48% responded “Extremely important.”
  • Contact With Others — 62% responded “Contact with others most of the time.”
  • Indoors, Environmentally Controlled — 76% responded “Every day.”
  • Letters and Memos — 43% responded “Every day.”
  • Work With Work Group or Team — 62% responded “Very important.”
  • Time Pressure — 48% responded “Once a week or more but not every day.”
  • Frequency of Decision Making — 33% responded “Once a week or more but not every day.”
  • Impact of Decisions on Co-workers or Company Results — 43% responded “Important results.”
  • Responsibility for Outcomes and Results — 38% responded “Moderate responsibility.”
  • Frequency of Conflict Situations — 57% responded “Once a month or more but not every week.”
  • Coordinate or Lead Others — 43% responded “Important.”

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Job Zone

Title Job Zone Four: Considerable Preparation Needed
Education Most of these occupations require a four-year bachelor's degree, but some do not.
Related 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.
Job Training Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training.
Job Zone Examples Many of these occupations involve coordinating, supervising, managing, or training others. Examples include accountants, sales managers, database administrators, graphic designers, chemists, art directors, and cost estimators.
SVP Range (7.0 to < 8.0)

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Education


Percentage of Respondents
Education Level Required
71   Bachelor's degree
19   Post-baccalaureate certificate Help
5   Some college, no degree

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Credentials

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Interests

Interest code: ECS

  • 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.

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Work Styles

  • 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.
  • Independence — Job requires developing one's own ways of doing things, guiding oneself with little or no supervision, and depending on oneself to get things done.
  • Adaptability/Flexibility — Job requires being open to change (positive or negative) and to considerable variety in the workplace.
  • Achievement/Effort — Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks.
  • Concern for Others — Job requires being sensitive to others' needs and feelings and being understanding and helpful on the job.
  • Innovation — Job requires creativity and alternative thinking to develop new ideas for and answers to work-related problems.
  • Social Orientation — Job requires preferring to work with others rather than alone, and being personally connected with others on the job.

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Work Values

  • Relationships — Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment. Corresponding needs are Co-workers, Moral Values and Social Service.
  • Support — Occupations that satisfy this work value offer supportive management that stands behind employees. Corresponding needs are Company Policies, Supervision: Human Relations and Supervision: Technical.
  • Independence — Occupations that satisfy this work value allow employees to work on their own and make decisions. Corresponding needs are Creativity, Responsibility and Autonomy.

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Related Occupations

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Wages & Employment Trends

Median wages (2016) $55.89 hourly, $116,240 annual
State wages Local Salary Info
 
Employment (2014) 17,000 employees
Projected growth (2014-2024) Average (5% to 8%) Average (5% to 8%)
Projected job openings (2014-2024) 6,000
State trends Employment Trends
 
Top industries (2014)

Source: Bureau of Labor Statistics 2016 wage data external site and 2014-2024 employment projections external site. "Projected growth" represents the estimated change in total employment over the projections period (2014-2024). "Projected job openings" represent openings due to growth and replacement.

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Job Openings on the Web

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Sources of Additional Information

Disclaimer: Sources are listed to provide additional information on related jobs, specialties, and/or industries. Links to non-DOL Internet sites are provided for your convenience and do not constitute an endorsement.

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