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Job outlook for compensation/benefits specialists in the United States
Compensation/benefits specialist job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected compensation/benefits specialist job growth rate is 7% from 2018-2028.
About 6,600 new jobs for compensation/benefits specialists are projected over the next decade.
Compensation/benefits specialist salaries have increased 8% for compensation/benefits specialists in the last 5 years.
There are over 4,277 compensation/benefits specialists currently employed in the United States.
There are 38,011 active compensation/benefits specialist job openings in the US.
The average compensation/benefits specialist salary is $52,140.
Are compensation/benefits specialist jobs in demand?
Compensation/benefits specialist job and salary trends over time
Compensation/benefits specialist jobs over time
Compensation/benefits specialist job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 4,277 | 0.00% |
| 2020 | 4,282 | 0.00% |
| 2019 | 4,352 | 0.00% |
| 2018 | 4,072 | 0.00% |
| 2017 | 3,925 | 0.00% |
Average compensation/benefits specialist salary over time
Compensation/benefits specialist salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $52,140 | $25.07 | +4.1% |
| 2024 | $50,099 | $24.09 | +2.5% |
| 2023 | $48,889 | $23.50 | +0.5% |
| 2022 | $48,640 | $23.38 | +1.0% |
| 2021 | $48,175 | $23.16 | +2.0% |
Compensation/benefits specialist jobs by state
Most common states for compensation/benefits specialists
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 160 | 23% |
| 2 | Wyoming | 579,315 | 51 | 9% |
| 3 | Iowa | 3,145,711 | 242 | 8% |
| 4 | Delaware | 961,939 | 75 | 8% |
| 5 | Alaska | 739,795 | 62 | 8% |
| 6 | Massachusetts | 6,859,819 | 476 | 7% |
| 7 | Nebraska | 1,920,076 | 130 | 7% |
| 8 | Montana | 1,050,493 | 70 | 7% |
| 9 | Vermont | 623,657 | 44 | 7% |
| 10 | Georgia | 10,429,379 | 580 | 6% |
| 11 | Virginia | 8,470,020 | 524 | 6% |
| 12 | Utah | 3,101,833 | 179 | 6% |
| 13 | North Dakota | 755,393 | 43 | 6% |
| 14 | Pennsylvania | 12,805,537 | 594 | 5% |
| 15 | Washington | 7,405,743 | 366 | 5% |
| 16 | Maryland | 6,052,177 | 327 | 5% |
| 17 | Minnesota | 5,576,606 | 294 | 5% |
| 18 | Oregon | 4,142,776 | 225 | 5% |
| 19 | Idaho | 1,716,943 | 85 | 5% |
| 20 | Rhode Island | 1,059,639 | 57 | 5% |
Most common cities for compensation/benefits specialists
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Colleyville | 1 | 4% | $44,454 |
| 2 | Danvers | 1 | 4% | $64,153 |
| 3 | Coeur dAlene | 1 | 2% | $51,761 |
| 4 | Santa Cruz | 1 | 2% | $66,654 |
| 5 | Cambridge | 1 | 1% | $64,660 |
| 6 | Carrollton | 1 | 1% | $44,360 |
| 7 | Grand Rapids | 1 | 1% | $44,719 |
| 8 | Richardson | 1 | 1% | $44,325 |
| 9 | Dallas | 2 | 0% | $44,418 |
Compensation/Benefits Specialist job outlook: Expert opinions
Our panel of compensation/benefits specialist experts
University of Arizona
University of Scranton
Carthage College
Indiana University Southeast
Neumann University
Land O Lakes
Grand Valley State University
University of Idaho
LIU-Brooklyn
DePaul University
SHRM
HRCI
What general advice would you give to a Compensation/Benefits Specialist?
Dr. Ale Kennedy: As long as there are humans working, Human Resources is needed. This is a great time to enter the Human Resources field because Human Resources is the nucleus to many initiatives- the people. There are also so many different areas of Human Resources, which require different skill sets… ranging form project management, strategic planning, talent acquisition, compensation, records, customer service , training, to conflict management.
What Compensation/Benefits Specialist skills would you recommend for someone trying to advance their career?
Dr. Ale Kennedy: The majority of time is spent listening to customers and providing service, whether it is hiring, classification, training, and/or a difficult employee. Human Resources is relied on heavily to provide guidance during difficult situations and through processes.
What will help Compensation/Benefits Specialists increase their earning potential?
Dr. Ale Kennedy: Customers enjoy the service and expertise they receive from Human Resources; however, at times many may be frustrated because Human Resources provides guidance on policies, which at times is not what some want to hear.
What Compensation/Benefits Specialist skills would you recommend for someone trying to advance their career?
Timothy Ottusch Ph.D.: I think the skills needed now and similar to what will be important soon. So much of it comes down to a foundational mix of accurate understanding of human development (as opposed to misunderstandings through myths, etc.), good critical thinking skills, and communication skills.
What general advice would you give to a Compensation/Benefits Specialist?
Dr. Paul Datti PhD, CRC, HS-BCP: In my experience as Program Director of Scranton’s Counseling and Human Services Program, as well as being a board member of the Council for Standards in Human Services Education (the only accrediting body for human services educational programs), I can tell you that it's really about helping others. That’s what we do! Our students tend to gravitate towards the care of others, and they appreciate that they have been trained well. Part of our program’s mission is to train self-reflective practitioners, competent caregivers, and community leaders, and we believe we are successful at that. Some potential downsides can include long and/or unpredictable work hours, large caseloads, and potential for burn out. For the latter, however, it should be noted that our program (as well as others), train students on how to not only help others to recognize, prevent, and address burnout, but themselves as well.
What Compensation/Benefits Specialist skills would you recommend for someone trying to advance their career?
Dr. Paul Datti PhD, CRC, HS-BCP: Human services practitioners provide services to clients in a wide variety of settings, such community mental health agencies, rehabilitation programs, adoption agencies, and residential programs (including for individuals with disabilities, homeless shelters, and those for at-risk youth), among others. They often assist clients and families in identifying and obtaining monetary and other benefits, social and community services, and other resources, as well as assist with developing and implementing programs to prevent and address social issues and individual client problems. Depending on the job and site, they may assess clients' psychosocial and/or physical needs, determine appropriate interventions, visit individuals and families in their homes, or assist in group settings, among other things.
What will help Compensation/Benefits Specialists increase their earning potential?
Dr. Paul Datti PhD, CRC, HS-BCP: Graduates of The University of Scranton’s Counseling and Human Services program, as well as other similar educational programs, tend to have significant success upon graduation. At Scranton, typically about half to two-thirds of our graduates go on to graduate school, mainly in professional counseling or social work, but some also go on to programs in public administration, applied behavior analysis, child life care, and even law school. The remainder tend to soon get jobs in the field, in positions such as behavioral health technician, community health assistant, rehabilitation aide, child advocate, psychiatric or mental health technician, social work assistant, and more. According to OnetOnline and the Bureau of Labor Statistics, jobs in this area are expected to exponentially grow over the years and are considered “bright outlook” occupations.
Dr. Stephanie Mitchell
Professor of HistoryCarthage College
History
What will help Compensation/Benefits Specialists increase their earning potential?
Dr. Stephanie Mitchell: When I talk with Carthage students about vocational exploration and discernment, I think the most important thing for them to know is that most people's paths aren't straight. Everyone will have at least three vocations over the course of their lives, corresponding to three separate spheres: domestic, economic, and civic. The best way to seek these vocations with integrity is through experience, with confidence. Start anywhere, form meaningful relationships with people who have jobs you find interesting, and check in with yourself from time to time to see if you like the path you're on, or whether you should make a change.
Dr. Toni Whitfield
ProfessorWhat general advice would you give to a Compensation/Benefits Specialist?
Dr. Toni Whitfield: Make sure you have done your research and know what the industry standard is. Be confident and assertive about talking about pay. Too many students are hoping they will get a good deal. Negotiation is critical. You must know your worth and know ask for a negotiation—even if it isn’t just salary—work from home a few days a week ? Get a stipend for driving? Any other bennies?
What will help Compensation/Benefits Specialists increase their earning potential?
Dr. Toni Whitfield: I cover a great deal of tips and specifics about prep for the world of work in several of my classes. The most important is to find a mentor (formal and informal), pay attention to what is going on around you and find a colleague you can ask questions that relate to everyday life and the culture of the organization. Show up! Be seen! Let your supervisor know what you are doing and especially when you are doing things well. Be curious. Dress for the job you want next. Build relationships inside and outside of the organization—this is critical everything is about relationship building. Create a I Love Me file that you can add to all year to prepare for your evaluations and to update your resume.
Michigan State University
Genetics
What general advice would you give to a Compensation/Benefits Specialist?
: To maximize salary potential, it is essential for people on the job market to do their research. You have to have an updated and reasonable expectation of the salary ranges in your field, also factoring in overall benefits packages, cost of living in a specific geographical location, opportunity for remote work, and other factors that influence compensation. Going into a salary negotiation and only caring about one part of the benefits discussion-salary-can close a negotiation prematurely if you can't find common ground. But if you enter into such conversations with data on your side, and some creative problem-s0lving, you can work collaboratively with a recruiter to come up with a total compensation package that satisfies all parties: an employer excited to bring you onto their team, and a job seeker excited to bring their talents to a new environment.
What general advice would you give to a Compensation/Benefits Specialist?
Dr. Magdy Akladios Ph.D., PE, CSP, CPE, CSHM: Be a people person. Soft skills are extremely important.
What will help Compensation/Benefits Specialists increase their earning potential?
Dr. Magdy Akladios Ph.D., PE, CSP, CPE, CSHM: Learn as much as you can about the field and the work you are about to embark on.
Dr. Gregory Kordsmeier
Director, Institute for Learning and TeachingIndiana University Southeast
Sociology
What Compensation/Benefits Specialist skills would you recommend for someone trying to advance their career?
Dr. Gregory Kordsmeier: Many employers are looking for the skills that sociology majors have developed over the course of their major, but many of these employers will not phrase it as looking for a sociology major. Skills like working in teams, data analysis and communication, written and oral visualization, and an ability to work with diverse populations are all prized by employers and common among sociology majors. Your job as a recent graduate is helping translate the work that you did and the skills you developed in college into terms that prospective employers can understand.
Robert Till Ph.D.
Professor EmeritusNeumann University
Management Department
What hard/technical skills are most important for Compensation/Benefits Specialists?
Robert Till Ph.D.: Employers expect that you will be proficient in Microsoft office, plus exposure to other HR-related software is important. Another hard skill that is highlighted frequently is familiarity with the employment law: HR professionals must be aware of EEO laws, ERISA, FMLA, Fair pay, and healthcare regulations. Finally, a few graduates highlighted the importance of basic financial skills, such as budgeting, forecasting, and basic statistics.
What skills will help Compensation/Benefits Specialists earn the most?
Robert Till Ph.D.: When considering what areas of HR offer the greatest compensation, you need to think about supply and demand. Typically, if you have quantitative or computer skills, your value increases. A simple search of HR jobs suggests that Compensation and Benefits is an area that does pay well.
The graduates felt their CIS course and their HR Courses were helpful to their success, but they would have liked exposure to HR software currently being used in the field and greater exposure to forms typically used in HR departments.
Philomena Morrissey Satre
Director of Diversity Equity & Inclusion and External Strategic PartnershipsLand O Lakes
What hard/technical skills are most important for Compensation/Benefits Specialists?
Philomena Morrissey Satre: Ability to learn and work with HR Systems like payrolls systems: HRIS and Learning and Development Platforms. Can work effectively with data, understanding and applying knowledge, juggling multiple priorities, and problem-solving.
What skills will help Compensation/Benefits Specialists earn the most?
Philomena Morrissey Satre: Coachability: listen and receive feedback, communicate effectively, draw on Internship or prior job experience, show that you can manage multiple priorities, and willingness to learn and continue developing skills and manage multiple priorities. Additionally, care and compassion for all. Willingness to do what it takes to get the job done even when it may not be your favorite task or responsibility. Lastly, an innovative mindset!
Dan Wiljanen Ph.D.
Affiliate of Practice Professor, SHRM Student Chapter AdviserGrand Valley State University
Seidman College of Business
What hard/technical skills are most important for Compensation/Benefits Specialists?
Dan Wiljanen Ph.D.: Knowledge of the HR Discipline
-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.
-Law and Government - Knowledge of laws, government regulations, and executive orders.
-Education and Training - Knowledge of principles and methods for training design, implementation, and evaluation.
Technology Skills
-Enterprise resource planning ERP software
-Human resources software - Human Resource Information Systems (HRIS)
-Office suite software
-Project management software
-Web page creation and editing software
-Word processing software
Daniel Eveleth Ph.D.
Professor of Management and Human ResourcesUniversity of Idaho
Department of Business
What skills stand out on Compensation/Benefits Specialist resumes?
Daniel Eveleth Ph.D.: Given this emphasis on the candidate, employee, and manager experiences, what skills are needed:
-Empathy skill - able to look at "our processes" through the eyes of the candidate, employee, manager. It is their journey, not our process.
-Relationship building - given the demand for talent, we often need to play the long game; rather than posting a job announcement and praying for applications to "process," we may need to develop connections with passive job seekers, for example, who may not be ready to apply; we need to think about how we reject candidates so that they pass on positive word of mouth to others and possibly reply/apply when a better fit appears. We may need to develop our relationships with hiring managers to help them make quicker hiring decisions, help them avoid biases when interviewing, learn more from them about their talent needs and preferences.
-Ability and willingness to search for talent. There are excellent job seekers who don't know your organization exists or that you have a culture, positions, etc., that would be a good fit. This is particularly critical for helping a company meet its DEI goals.
-Interpersonal communication skills:
-Job candidates prefer recruiters who are both warm/approachable and knowledgeable about the jobs and the company.
-Hiring managers and other business partners often have varying degrees of experience with recruiting, selection, onboarding, development practices and have unique needs and often unique personalities, work styles, etc. Communication with them is critical and sometimes includes having challenging conversations.
-Tools-oriented skills:
-Data analysis skills
-Journey/Experience mapping
-Data visualization (e.g., Tableau)
-Knowledge of applicant tracking systems
-Success using social media to engage followers (e.g., managed a fraternity's social media sites to engage alumni)
-Familiarity with managing conversations via remote technology.
-Interest in the company/industry.
Will there be an enduring impact of the coronavirus pandemic on Compensation/Benefits Specialists?
Herbert Sherman Ph.D.: The coronavirus has changed the way in which people work as well as the type of work that people will be performing by accelerating the use of technology to facilitate more employees working in a virtual setting and therein reducing the need for traditional office space or even shared workspace. Graduates with a degree in human resource management will need to not only be comfortable working remotely in a non-office environment but need to truly find a balance between work demands (which are now 24/7) and the ability to lose oneself within the comforts of one's home surroundings. Work-life balance will not only be of the utmost import for employees but for HR professionals as well.
Secondly, HR graduates, even if working in a traditional office setting, will be expected to be well versed in the use of HR analytics and HRIS packages (i.e. UKG Pro, TriNet, BambooHR, UKG Ready, Workday Human Capital Management, Ceridian Dayforce, Oracle Cloud HCM, ADP Workforce Now, Oracle PeopleSoft HCM, Paychex Flex, and Zenefits) which integrate HR functions including job analysis and job design, recruitment and selection of employees, training and development, performance management, compensation and benefits, and employee retention. HR graduates should also be quite comfortable using computer hardware and software that facilitate virtual meetings and conferences - in person job interviews may become the thing of the past and replaced with Zoom, Google Hangouts, Cisco Webex Meetings and even Skype or WhatsApp.
What Compensation/Benefits Specialist skills would you recommend for someone trying to advance their career?
Dr. Martha Martinez- Firestone Ph.D.: I think a gap year is great to transform passions into expertise. Cultivate knowledge and networks in areas where you would eventually like to get a job. Research the industry that interests you, attend industry events, make zoom connections, and get the skills that people are talking about. If possible, volunteer in those industries to enhance your knowledge, contacts, and resume.
What are the biggest trends we'll see in the Compensation/Benefits Specialist job market given the pandemic?
Regan Gross: There has been, and will continue to be, a shift in the way we do work. Employers are realizing that they can minimize overhead and leverage technology by adopting remote workforces. There will still be some employers who are resistant to this change and will continue to do things the traditional way. E-commerce jobs, such as those in online retail, will continue to increase, while jobs that require in-person social interaction, such as in the restaurant industry, will continue to evolve into contactless alternatives, reducing the number of positions available for employment. While hospitality and restaurants have been among the hardest hit, for many, still being able to dine-out and stay away from home, is important to their mental health.
Job interviews will continue to be virtual as much as feasible. Job seekers will be well advised to brush up on their on-camera interviewing skills, including dressing appropriately as with in-person job interviews, avoiding any background noise and being cognizant of the appearance of their on-camera surroundings/background. Practice virtual interviews with friends and family if possible.
Are there any particularly good places in the United States for Compensation/Benefits Specialists to find work opportunities?
Dr. Amy Dufrane: Attractive locations for graduates to work are larger cities with manufacturing and service-driven economies using shared resources and supply chains with technological and virtual service delivery. However, as more companies have relaxed their remote work policies, where someone lives is becoming less and less important. What is becoming more important to graduates are the certifications and learning experiences that will differentiate them from others seeking employment.