How to hire a benefit director

How to hire a benefit director, step by step

Here's a step-by-step benefit director hiring guide:

• Step 1: Identify your hiring needs
• Step 2: Create an ideal candidate profile
• Step 3: Make a budget
• Step 4: Write a benefit director job description
• Step 5: Post your job
• Step 6: Interview candidates
• Step 7: Send a job offer and onboard your new benefit director
• Step 8: Go through the hiring process checklist

What does a benefit director do?

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1. Identify your hiring needs

   First, determine the employments status of the benefit director you need to hire. Certain benefit director roles might require a full-time employee, whereas others can be done by part-time workers or contractors.

   Determine employee vs contractor status

   Is the person you're thinking of hiring a US citizen or green card holder?

   Yes

   No

   Hiring the perfect benefit director also involves considering the ideal background you'd like them to have. Depending on what industry or field they have experience in, they'll bring different skills to the job. It's also important to consider what levels of seniority and education the job requires and what kind of salary such a candidate would likely demand.

   Here's a comparison of benefit director salaries for various roles:

   Type of Benefit Director	Description	Hourly rate
   Benefit Director	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.	$35-79
   Hris Manager	An HRIS manager or commonly known as a human resource information system manager, is responsible for supporting and maintaining the company's HR systems. They primarily perform the complex task of making sure all HR systems are compliant with labor regulations and regularly updated... Show more	$36-70
   Human Resources Consultant	A human resources consultant is responsible for supporting the human resources management of an organization by advising on policies and procedures for effective employee relations. Human resources consultants analyze HR programs and current processes and initiate projects to maintain stable operations... Show more	$25-45

   Show more

2. Create an ideal candidate profile

   Common skills:

   • Human Resources
   • Oversight
   • ERISA
   • Open Enrollment
   • HIPAA
   • HRIS
   • Cobra
   • Life Insurance
   • Shared Services
   • Benefit Programs
   • Employee Engagement
   • DOL
   • Benefits Administration
   • Strategic Direction

   Check all skills

   Responsibilities:

   • Lead project to implement third-party ACA tax form processing for over 30,000 employee records.
   • Manage relate HRIS systems, software applications for benefit administration.
   • Lead departmental PeopleSoft projects and initiatives; involve in systems testing when additional system upgrades are implemented.
   • Implement HIPAA compliant wellness programs, including biometric testing.
   • Well verse with ERISA and HIPPA reporting.
   • Work with outside ERISA counsel on pension issues.

   More benefit director duties

3. Make a budget

   Including a salary range in your benefit director job description is a great way to entice the best and brightest candidates. A benefit director salary can vary based on several factors:

   • Location. For example, benefit directors' average salary in hawaii is 40% less than in new hampshire.
   • Seniority. Entry-level benefit directors earn 56% less than senior-level benefit directors.
   • Certifications. A benefit director with a few certifications under their belt will likely demand a higher salary.
   • Company. Working for a prestigious company or an exciting start-up can make a huge difference in a benefit director's salary.

   Average benefit director salary

   $110,567yearly

   $53.16 hourly rate

   ---

   Entry-level benefit director salary

   $73,000 yearly salary

   Updated January 23, 2026

   Average benefit director salary by state

   Rank	State	Avg. salary	Hourly rate
   1	Maine	$133,164	$64
   2	Oregon	$132,628	$64
   3	Washington	$127,072	$61
   4	California	$123,623	$59
   5	Massachusetts	$121,070	$58
   6	Illinois	$120,025	$58
   7	Michigan	$117,973	$57
   8	Pennsylvania	$111,295	$54
   9	New York	$110,463	$53
   10	Virginia	$108,765	$52
   11	District of Columbia	$106,144	$51
   12	Ohio	$106,125	$51
   13	New Mexico	$105,065	$51
   14	North Carolina	$104,759	$50
   15	Wisconsin	$102,757	$49
   16	Minnesota	$97,106	$47
   17	Missouri	$95,905	$46
   18	Florida	$92,996	$45
   19	Colorado	$92,345	$44
   20	Arkansas	$91,664	$44

   Average benefit director salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Cornerstone Research	$179,629	$86.36
   2	Children's Hospital New Orleans	$138,388	$66.53
   3	Bain & Company	$130,946	$62.95
   4	Intuit	$119,465	$57.44	1
   5	REV Group	$116,575	$56.05
   6	Cohen & Steers	$115,492	$55.52
   7	Mission Regional Medical Center	$110,343	$53.05
   8	Children's Hospital Los Angeles	$104,952	$50.46
   9	McKesson	$103,244	$49.64
   10	Snap	$101,042	$48.58	3
   11	Anthology	$98,983	$47.59
   12	Children's Hospital Colorado	$98,829	$47.51
   13	Stand Together	$95,848	$46.08
   14	Honeywell	$90,979	$43.74
   15	Flynn Restaurant Group	$90,247	$43.39
   16	E.s.i	$89,872	$43.21
   17	Schneider Electric Industrial Services	$87,513	$42.07	1
   18	Insurance	$85,647	$41.18
   19	AssuredPartners	$85,043	$40.89
   20	American Ballet Theatre	$84,991	$40.86

4. Writing a benefit director job description

   A benefit director job description should include a summary of the role, required skills, and a list of responsibilities. It's also good to include a salary range and the first name of the hiring manager. To help get you started, here's an example of a benefit director job description:

   Benefit director job description example

   Strategic Benefits Leader to support the ongoing world class benefits experience for the Marcus & Millichap employees in US and Canada! Use your creativity to roll out Wellness Programs and “Great Place to Work” Initiatives! In this role you will be responsible for design, implementation, administration, compliance, and communication of our benefits plans and related initiatives.
   
   Duties and Responsibilities Defines our benefits strategy and makes recommendations to enhance and maintain our competitive position. Responsible for working with broker on market analysis/benchmarking, design, compliance, and administration of employee benefit plans/programs to determine market competitiveness and to ensure that we have a robust benefits package that enhances and maintains our competitive position.Designs and provides financial oversight of all employee benefit programs which include health and welfare benefits, retirement benefits, wellness, disability programs, flexible spending accounts, and voluntary benefits.Partners with internal teams/stakeholders to forecast and manage the benefits budget. This includes identifying costs, risk, and legal implications to benefits programs and potential changes.Identifies and manages third party vendors through a robust vetting process that focuses on quality of services, cost effectiveness and ROI. Manage ongoing relationships to ensure they adhere to established processes, meet agreed upon service levels and promptly address any participant issues that may arise.Acts as a thought leader in employee wellness strategies and develop engaging and contemporary programs that inspire and meet the needs of a diverse and distributed workforce.Leads change management for transformation initiatives and process improvement projects in a fast-paced environment, to drive efficiency, compliance, and cost savings while maintaining a positive employee experience.Administer benefit plans (U.S. - Medical, Dental, Vision, Life and AD&D, EAP, STD, LTC, LTC, Accident, Critical Illness, Hospital Indemnity, FSA, Cancer Guardian, etc.; Canada - Extended Health Care, Health Care Online, Dental Care, Life and AD&D, LTD, etc.; COBRA TPA) and retirement plans [U.S. 401(k) and Deferred Compensation Plan (DCP)]. Track for ACA and 401(k) eligibility.Facilitate all annual Open Enrollments (Canada: Rate Renewal) from start to finish. Coordinate with benefits brokers.Facilitate all U.S. and Canada Open Enrollments (i.e. U.S. - Lenox disability insurance and Augeo Benefits for the open marketplace; Canada - EHC, HCO, and Life & AD&D).Provide employees with advice on eligibility, coverage and claim procedures and general plan-related information. Creates, generates, analyzes, and customizes simple and complex ad hoc and ongoing reports from HRIS.Manages, reconciles, and submits the monthly benefits invoices for timely and accurate processing by Accounts Payable.Administers 401(k) filings, discrimination testing and annual compliance audits, assists in 5500 filings, etc.Facilitates the preparation and timely filing of required benefits reporting.Creates and maintains company intranet benefits pages content, News Articles, and documents.Identify and implement Wellness programs, events, flu vaccination, etc.Creates monthly Wellness/benefits news articles.Review, edit, submit annual 1095-C & 1094-C FormsProduces all misc. monthly, quarterly and annual benefits-related reporting filings (state, city, and federal).
   
   Required QualificationsBachelor's Degree in Human Resources or a related field, or the equivalent combination of education, training and experience that provides the required knowledge skills and abilities. 10+ years of directly related experience that demonstrates increasing capability and responsibility; experience in a large, nationally disbursed company preferred. Previous experience as a Benefits Director preferred. Expert knowledge of benefit program practices, methodologies, and strategies. Strong understanding of HR processes and data, including eligibility and enrollment rules, and benefit procedures in order to ensure correct implementation. Thorough knowledge of MS Excel, Word, PowerPoint. Proficient with HR Information Systems (HRIS) ADP is preferred.Effective organizational and interpersonal skills including written and verbal communication skills. Experience building strong trusting relationships and using influencing strategies to gain support and achieve positive results.Impeccable follow-through and attention to detail. Ability to multi-task and work in a fast-paced environment, re-prioritize based on business demands coupled with a strong sense of urgency.Demonstrated ability to manage a high-volume workload and willingness to be collaborative and support team efforts. Strong interpersonal skills and good judgment to manage sensitive and confidential matters.
   
   Preferred QualificationsPHR or SPHR, SHRM-CP or SHRM-SCP certification or CEBS certification.Understanding of employment laws and practices in US (Canada is a plus) Previous experience with ADP Workforce Now.
   
   Our mission is to help our clients create and preserve wealth by providing the best real estate investment sales, financing, research, and advisory services available.
   
   Founded in 1971, Marcus & Millichap (NYSE: MMI) is a leading commercial real estate brokerage firm focusing exclusively on investment sales, financing, research, and advisory services, with nearly 2,000 investment sales and financing professionals in 80+ offices throughout the United States and Canada.
   
   Marcus & Millichap closes more transactions than any other real estate investment brokerage firm in the nation. In 2021, the firm closed 13,255 transactions with a sales volume of approximately $84.4 billion.
   
   The firm has perfected a powerful property marketing system that integrates broker specialization by property type and market area; the industry's most comprehensive investment research; a long-standing culture of information sharing; relationships with the largest pool of qualified investors; and state-of-the-art technology that matches buyers and sellers.
   Marcus & Millichap provides equal employment opportunities to all employees and applicants for employment without discrimination with regard to race, religious belief (including dress or grooming practices), color, sex, sex stereotype, pregnancy, childbirth or related medical conditions (including breast feeding), age, national origin, ancestry, sexual orientation, gender identification and expression, transgender status, physical or mental disability, medical condition, genetic characteristics, genetic information, family care, marital status, enrollment in any public assistance program, status as military, a veteran or qualified disabled veteran, status as an unpaid intern or volunteer, or any other classification protected by law. We also prohibit discrimination based on the perception that anyone has any of those characteristics, or is associated with a person who has or is perceived as having any of those characteristics. In addition to federal law requirements, Marcus & Millichap complies with applicable state and local laws governing nondiscrimination in employment in every location in which the company has facilities. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation and training.

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5. Post your job

   There are a few common ways to find benefit directors for your business:

   • Promoting internally or recruiting from your existing workforce.
   • Ask for referrals from friends, family members, and current employees.
   • Attend job fairs at local colleges to meet candidates with the right educational background.
   • Use social media platforms like LinkedIn, Facebook, and Twitter to recruit passive job-seekers.

   Post your job online:

   • Post your benefit director job on Zippia to find and attract quality benefit director candidates.
   • Use niche websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   Your first interview with benefit director candidates should focus on their interest in the role and background experience. As the hiring process goes on, you can learn more about how they'd fit into the company culture in later rounds of interviews.

   It's also good to ask about candidates' unique skills and talents to see if they match your ideal candidate profile. If you think a candidate is good enough for the next step, you can move on to the technical interview.

   The right interview questions can help you assess a candidate's hard skills, behavioral intelligence, and soft skills.

7. Send a job offer and onboard your new benefit director

   Once you've found the benefit director candidate you'd like to hire, it's time to write an offer letter. This should include an explicit job offer that includes the salary and the details of any other perks. Qualified candidates might be looking at multiple positions, so your offer must be competitive if you like the candidate. Also, be prepared for a negotiation stage, as candidates may way want to tweak the details of your initial offer. Once you've settled on these details, you can draft a contract to formalize your agreement.

   It's equally important to follow up with applicants who don't get the job with an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new benefit director. Human Resources and the hiring manager should complete Employee Action Forms. Human Resources should also ensure that onboarding paperwork is completed, including I-9s, benefits enrollment, federal and state tax forms, etc., and that new employee files are created.

8. Go through the hiring process checklist

   • Determine employee type (full-time, part-time, contractor, etc.)
   • Submit a job requisition form to the HR department
   • Define job responsibilities and requirements
   • Establish budget and timeline
   • Determine hiring decision makers for the role
   • Write job description
   • Post job on job boards, company website, etc.
   • Promote the job internally
   • Process applications through applicant tracking system
   • Review resumes and cover letters
   • Shortlist candidates for screening
   • Hold phone/virtual interview screening with first round of candidates
   • Conduct in-person interviews with top candidates from first round
   • Score candidates based on weighted criteria (e.g., experience, education, background, cultural fit, skill set, etc.)
   • Conduct background checks on top candidates
   • Check references of top candidates
   • Consult with HR and hiring decision makers on job offer specifics
   • Extend offer to top candidate(s)
   • Receive formal job offer acceptance and signed employment contract
   • Inform other candidates that the position has been filled
   • Set and communicate onboarding schedule to new hire(s)
   • Complete new hire paperwork (i9, benefits enrollment, tax forms, etc.)

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