Compensation analyst vs employee benefits supervisor

The differences between compensation analysts and employee benefits supervisors can be seen in a few details. Each job has different responsibilities and duties. It typically takes 4-6 years to become both a compensation analyst and an employee benefits supervisor. Additionally, a compensation analyst has an average salary of $66,487, which is higher than the $50,372 average annual salary of an employee benefits supervisor.

The top three skills for a compensation analyst include HR, compensation programs and HRIS. The most important skills for an employee benefits supervisor are HR, payroll, and customer service.

Compensation analyst vs employee benefits supervisor overview

	Compensation Analyst	Employee Benefits Supervisor
Yearly salary	$66,487	$50,372
Hourly rate	$31.96	$24.22
Growth rate	7%	7%
Number of jobs	19,344	11,390
Job satisfaction	5	-
Most common degree	Bachelor's Degree, 73%	Bachelor's Degree, 60%
Average age	45	45
Years of experience	6	6

What does a compensation analyst do?

Compensation analysts are responsible for managing company compensation programs by evaluating and analyzing employees' salaries, assist the planning and development of a new and modified sales compensation plan, as well as managing sales compensation short-term incentive programs. The compensation programs are used to improve hiring and boost employee retention. These analysts are skilled and knowledgeable about managing labor costs, benefits structures, and compensation analysis to determine if the employees are fairly compensated.

What does an employee benefits supervisor do?

An Employee Benefits Supervisor supervises, trains, and completes performance reviews for the staff they manage. They develop and update procedure manuals, analyze, note down company operations, and interact with company vendors, staff, officials, members, and other entities. They oversee all open enrollment aspects with the help of employee wellness and communications or marketing staff. They also manage vendor performance, review service agreements, lead staff calls, meetings, and lead vendor calls.

Compensation analyst vs employee benefits supervisor salary

Compensation analysts and employee benefits supervisors have different pay scales, as shown below.

	Compensation Analyst	Employee Benefits Supervisor
Average salary	$66,487	$50,372
Salary range	Between $48,000 And $90,000	Between $32,000 And $77,000
Highest paying City	Sacramento, CA	-
Highest paying state	Washington	-
Best paying company	Meta	-
Best paying industry	Technology	-

Differences between compensation analyst and employee benefits supervisor education

There are a few differences between a compensation analyst and an employee benefits supervisor in terms of educational background:

	Compensation Analyst	Employee Benefits Supervisor
Most common degree	Bachelor's Degree, 73%	Bachelor's Degree, 60%
Most common major	Business	Business
Most common college	University of Pennsylvania	University of Pennsylvania

Compensation analyst vs employee benefits supervisor demographics

Here are the differences between compensation analysts' and employee benefits supervisors' demographics:

	Compensation Analyst	Employee Benefits Supervisor
Average age	45	45
Gender ratio	Male, 36.2% Female, 63.8%	Male, 39.6% Female, 60.4%
Race ratio	Black or African American, 10.5% Unknown, 3.9% Hispanic or Latino, 15.0% Asian, 7.7% White, 62.3% American Indian and Alaska Native, 0.5%	Black or African American, 10.7% Unknown, 3.6% Hispanic or Latino, 15.7% Asian, 7.1% White, 62.5% American Indian and Alaska Native, 0.3%
LGBT Percentage	9%	9%

Differences between compensation analyst and employee benefits supervisor duties and responsibilities

Compensation analyst example responsibilities.

Manage vendor relationships with fiscal oversight, and ongoing cost management.
Manage long-term incentive plan administration including SARP and stock option granting programs (LTI).
Create and manage communication materials via PowerPoint publish to sales organization.
Report and manage company healthcare budget and direct all vendor relationships.
Manage special projects, develop senior level presentations and handle communications on behalf of SVP
Provide oversight of sales compensation short-term incentive programs.

Employee benefits supervisor example responsibilities.

Manage and provides all lab requests, orders or results to patients or providers following HIPPA protocol.
Manage payroll deductions, responsible for monthly insurance premium payments, and coordinate/communicate annual open enrollment.
Team maintain excellent HIPAA compliance guideline standards for patient privacy.
Update communication materials including new hire packets and HIPAA training.
Assist in developing HIPPA training and processes, ensuring organizational compliance.
Administer FMLA and workers compensation programs for both domestic and international employees.

Compensation analyst vs employee benefits supervisor skills

Common compensation analyst skills

HR, 12%
Compensation Programs, 7%
HRIS, 6%
PowerPoint, 5%
Data Analysis, 5%
Customer Service, 4%

Common employee benefits supervisor skills

HR, 10%
Payroll, 8%
Customer Service, 8%
HRIS, 7%
Cobra, 6%
HIPAA, 6%

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Compensation Analyst vs Employee Benefits Supervisor

Updated January 8, 2025

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