How to hire a compensation and benefits manager

How to hire a compensation and benefits manager, step by step

Here's a step-by-step compensation and benefits manager hiring guide:

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

What does a compensation and benefits manager do?

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1. Identify your hiring needs

   First, determine the employments status of the compensation and benefits manager you need to hire. Certain compensation and benefits manager 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

   A compensation and benefits manager's background is also an important factor in determining whether they'll be a good fit for the position. For example, compensation and benefits managers from different industries or fields will have radically different experiences and will bring different viewpoints to the role. You also need to consider the candidate's previous level of experience to make sure they'll be comfortable with the job's level of seniority.

   The following list breaks down different types of compensation and benefits managers and their corresponding salaries.

   Type of Compensation And Benefits Manager	Description	Hourly rate
   Compensation And Benefits Manager	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.	$31-71
   Plan Administrator	A plan administrator's duties depend on their line of work or place of employment. Still, they typically include understanding the client or the project's needs, developing plans, performing research and analysis, liaising with internal and external parties, setting goals, establishing guidelines and timelines, and developing strategies to optimize procedures... Show more	$21-49
   Benefit Director	Benefits directors are professionals who plan and direct the overall design, implementation, and administration of an organization's health and welfare benefits programs. To support the decision making of the management, these directors are required to analyze benefit options and predict future costs... Show more	$35-79

   Show more

2. Create an ideal candidate profile

   Common skills:

   • HRIS
   • Human Resources
   • Compensation Programs
   • Open Enrollment
   • Life Insurance
   • HIPAA
   • ERISA
   • FLSA
   • Cobra
   • Salary Surveys
   • FMLA
   • Benefit Programs
   • Government Regulations
   • Executive Compensation

   Check all skills

   Responsibilities:

   • Recommend and lead critical HRIS initiatives including database integrity, verification, and efficiency efforts.
   • Manage payroll deductions, responsible for monthly insurance premium payments, and coordinate/communicate annual open enrollment.
   • Lead departmental PeopleSoft projects and initiatives; involve in systems testing when additional system upgrades are implemented.
   • Execute employee enrollments, terminations, membership changes, cobra and handle claim resolution.
   • Respond to any queries from sales people regarding their commission statements or any other question relating to the commission calculation process.
   • Prepare incentive calculation for management and staff programs.

   More compensation and benefits manager duties

3. Make a budget

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

   • Location. For example, compensation and benefits managers' average salary in tennessee is 38% less than in new york.
   • Seniority. Entry-level compensation and benefits managers earn 55% less than senior-level compensation and benefits managers.
   • Certifications. A compensation and benefits manager 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 compensation and benefits manager's salary.

   Average compensation and benefits manager salary

   $99,051yearly

   $47.62 hourly rate

   ---

   Entry-level compensation and benefits manager salary

   $66,000 yearly salary

   Updated January 23, 2026

   Average compensation and benefits manager salary by state

   Rank	State	Avg. salary	Hourly rate
   1	New York	$129,242	$62
   2	California	$124,844	$60
   3	Oregon	$124,088	$60
   4	Idaho	$121,713	$59
   5	Connecticut	$121,331	$58
   6	Massachusetts	$120,297	$58
   7	Washington	$118,519	$57
   8	New Jersey	$116,850	$56
   9	Virginia	$108,926	$52
   10	Maryland	$108,107	$52
   11	Michigan	$106,448	$51
   12	Illinois	$105,020	$50
   13	District of Columbia	$98,789	$47
   14	Ohio	$95,736	$46
   15	North Carolina	$94,680	$46
   16	Minnesota	$92,211	$44
   17	Florida	$89,616	$43
   18	Missouri	$88,794	$43
   19	Georgia	$88,223	$42
   20	Texas	$86,213	$41

   Average compensation and benefits manager salary by company

   Company

   Rank	Company	Average salary	Hourly rate	Job openings
   1	Novartis	$130,940	$62.95
   2	Unisys	$122,553	$58.92
   3	BDO USA	$117,605	$56.54	1
   4	ConocoPhillips	$110,816	$53.28
   5	PepsiCo	$109,879	$52.83
   6	Children's National Medical Center	$108,841	$52.33	6
   7	Ernst & Young	$107,879	$51.86
   8	Univest Financial Corporation	$106,829	$51.36
   9	Cisco	$106,762	$51.33
   10	Booz Allen Hamilton	$103,025	$49.53
   11	American Outdoor Brands	$102,770	$49.41
   12	Microdesk	$100,514	$48.32
   13	IntelliPro	$99,853	$48.01
   14	Heniff	$99,775	$47.97
   15	Wise Foods	$99,422	$47.80
   16	Bear Robotics	$95,221	$45.78
   17	Buckeye Partners	$94,810	$45.58
   18	Ricoh	$94,790	$45.57
   19	Feedzai	$94,553	$45.46
   20	Deceuninck North America	$93,258	$44.84

4. Writing a compensation and benefits manager job description

   A job description for a compensation and benefits manager role includes a summary of the job's main responsibilities, required skills, and preferred background experience. Including a salary range can also go a long way in attracting more candidates to apply, and showing the first name of the hiring manager can also make applicants more comfortable. As an example, here's a compensation and benefits manager job description:

   Compensation and benefits manager job description example

   Leading the future in luxury electric and mobility
   At Lucid, we set out to introduce the most captivating, luxury electric vehicles that elevate the human experience and transcend the perceived limitations of space, performance, and intelligence. Vehicles that are intuitive, liberating, and designed for the future of mobility.
   
   We plan to lead in this new era of luxury electric by returning to the fundamentals of great design - where every decision we make is in service of the individual and environment. Because when you are no longer bound by convention, you are free to define your own experience.
   
   Come work alongside some of the most accomplished minds in the industry. Beyond providing competitive salaries, we're providing a community for innovators who want to make an immediate and significant impact. If you are driven to create a better, more sustainable future, then this is the right place for you.
   
   About the Position
   The position is responsible for supporting the development, management and execution of compensation, benefits, and wellbeing programs across the EMEA region in line with the overall global total rewards strategy. This is a hands-on role that requires proactive management, attention to detail, analytics, administration capabilities and an in-depth knowledge of compensation & benefits practices across EMEA. This position provides a great opportunity to work independently and evolve the scope of the compensation & benefits programs while being part of a dedicated team in a fast-paced, mission-driven environment.
   The Compensation RoleCollaborate with the Head of Compensation on the execution, communication and education of the Total Rewards philosophy and compensation policies and programs.Partner with department leaders, HR Business Partners and recruiters on compensation related matters such as offers, promotions, and internal transfers Assist the Head of Compensation with the design and implementation of compensation policies, guidelines, programs, and tools.Develop education and training materials related to compensation policies, tools and programs.Partner with other compensation partners on compensation issues, and work on a variety of special compensation projects as needed, specifically as it relates to new product lines or roles in the organization.Manage the annual compensation review process, as well as provide off-cycle support to managers as needed.Manage job evaluation and market analysis processes along with the company's participation in applicable compensation surveys.Ensures compliance with local/country wage and employment laws.
   The Benefits RoleCollaborate with the Head of Benefits on benefits programs (Health, Risk, Wellbeing, and Pension) in various countries in line with the overall global benefits strategy Play a key role in ensuring the benefit offerings are competitive and work with local regulations and practices Designs programs and recommends changes to existing programs by evaluating trends in benefit elections, market trends, and employee engagement Provides top tier escalation support for benefits inquiries and works closely with HR business partners and local leadership to ensure resolution Partners with Compliance and Legal functions to ensure understanding of new legislative requirements, and evaluates and recommends the need for new or revised benefit plans to ensure compliance Develops benefit plan documents and procedures Partners with Finance to ensure proper budgeting and forecasting of benefit program costs Develops and distributes communications materials for implementation of new or revised plans Assists with the maintenance and updating of the benefits dashboards, benefits brochures, communication campaigns, and benefits process documentation, including standard operating procedures Collaborates across the HR team in EMEA to keep everyone informed and understand employee needs May provide expertise or guidance on the design and execution of global or local programs in regions outside EMEAManages new hire benefit induction meeting process and ensure seamless benefits onboarding for new hires Oversee administration of benefit processes such as: participant enrollment, regular audit and invoicing and benefit deductions and subsidies Maintains relationships with benefits consultants, vendors, providers; ensures vendors meet our high customer service standards Performs benefit analysis and process transactions related to various payroll changes (benefit deductions, benefit funding, and benefit reconciliation) and conduct data integrity audits in WorkdayManages the submission of reports to insurance carriers and pension vendors Coordinates on-site and virtual benefit events throughout the year that align with benefits strategy
   QualificationsBachelors' Degree, Master's degree a plus.8+ years of broad-based compensation experience Experience working in a similar capacity managing EMEA Benefits or Global Benefits for a 5+ years Strong working knowledge of global benefits and employer legal requirements Experience with pension structures and administration across EMEAExcellent communication and relationship skills interacting with internal stakeholders and outside consultants to achieve results.Ability to present information in a concise and meaningful manner to leadership.Strong project management skills and attention to detail with the ability to prioritize and manage multiple assignments.Must be able to problem solve and work under pressure in a deadline driven, rapidly changing organization.Ability to exercise judgment and discretion in maintaining confidential and sensitive information.
   At Lucid, we don't just welcome diversity - we celebrate it! Lucid Motors is proud to be an equal opportunity workplace. We are committed to equal employment opportunity regardless of race, color, national or ethnic origin, age, religion, disability, sexual orientation, gender, gender identity and expression, marital status, and any other characteristic protected under applicable State or Federal laws and regulations.
   
   Notice regarding COVID-19 protocols
   At Lucid, we prioritize the health and wellbeing of our employees, families, and friends above all else. In response to the novel Coronavirus all new Lucid employees, whose job will be based in the United States may or may not be required to provide original documentation confirming status as having received the prescribed inoculation (doses). Vaccination requirements are dependent upon location and position, please refer to the job description for more details.
   
   Individuals in positions requiring vaccinations may seek a medical and/or religious exemption from this requirement and may be granted such an accommodation after submitting a formal request to and the subsequent review and approval thereof by our dedicated Covid-19 Response team.
   
   To all recruitment agencies: Lucid Motors does not accept agency resumes. Please do not forward resumes to our careers alias or other Lucid Motors employees. Lucid Motors is not responsible for any fees related to unsolicited resumes.

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5. Post your job

   There are a few common ways to find compensation and benefits managers 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 compensation and benefits manager job on Zippia to find and recruit compensation and benefits manager candidates who meet your exact specifications.
   • Use field-specific websites such as hrcrossing, ihirehr, hrjobs, shrm hr jobs.
   • Post a job on free websites.

6. Interview candidates

   During your first interview to recruit compensation and benefits managers, engage with candidates to learn about their interest in the role and experience in the field. During the following interview, you'll be able to go into more detail about the company, the position, and the responsibilities.

   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 compensation and benefits manager

   Once you have selected a candidate for the compensation and benefits manager position, it is time to create an offer letter. In addition to salary, the offer letter should include details about benefits and perks that are available to the employee. Ensuring your offer is competitive is vital, as qualified candidates may be considering other job opportunities. The candidate may wish to negotiate the terms of the offer, and it is important to be open to discussion and reach a mutually beneficial agreement. After the offer has been accepted, it is a good idea to formalize the agreement with a contract.

   It's also good etiquette to follow up with applicants who don't get the job by sending them an email letting them know that the position has been filled.

   After that, you can create an onboarding schedule for a new compensation and benefits manager. 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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