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The differences between compensation consultants and compensation directors 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 consultant and a compensation director. Additionally, a compensation director has an average salary of $117,485, which is higher than the $90,436 average annual salary of a compensation consultant.
The top three skills for a compensation consultant include human resources, project management and data analysis. The most important skills for a compensation director are human resources, healthcare, and HRIS.
| Compensation Consultant | Compensation Director | |
| Yearly salary | $90,436 | $117,485 |
| Hourly rate | $43.48 | $56.48 |
| Growth rate | 2% | 2% |
| Number of jobs | 11,745 | 18,492 |
| Job satisfaction | - | - |
| Most common degree | Bachelor's Degree, 71% | Bachelor's Degree, 74% |
| Average age | 46 | 46 |
| Years of experience | 6 | 6 |
A compensation consultant is responsible for supporting the human resources department's operations by reviewing the organization's compensation policies and programs, ensuring that the guidelines adhere to state regulations and requirements. Compensation consultants conduct market research analysis to identify salary grades according to job positions and financial stability. They also study benefit plans and facilitate the dissemination of information by organizing orientations and utilizing the company's media platforms. A compensation consultant should have excellent knowledge of the payroll processes to respond to employees' inquiries and concerns and settle salary discrepancies.
A compensation director spearheads and oversees an organization or company's compensation programs, ensuring they adhere to state and federal standards. They primarily set objectives and guidelines among their staff, delegate responsibilities, facilitate research and assessments, and develop strategies to optimize compensation operations. They also lead the development of employee benefits, including salary structures, retirement plans, and insurance policies. Additionally, as a director, it is essential to empower staff to reach goals while implementing the company's policies and regulations.
Compensation consultants and compensation directors have different pay scales, as shown below.
| Compensation Consultant | Compensation Director | |
| Average salary | $90,436 | $117,485 |
| Salary range | Between $65,000 And $124,000 | Between $85,000 And $160,000 |
| Highest paying City | Berkeley, CA | Beaverton, OR |
| Highest paying state | Washington | Idaho |
| Best paying company | Microsoft | Milbank |
| Best paying industry | Finance | Professional |
There are a few differences between a compensation consultant and a compensation director in terms of educational background:
| Compensation Consultant | Compensation Director | |
| Most common degree | Bachelor's Degree, 71% | Bachelor's Degree, 74% |
| Most common major | Business | Business |
| Most common college | University of Pennsylvania | University of Pennsylvania |
Here are the differences between compensation consultants' and compensation directors' demographics:
| Compensation Consultant | Compensation Director | |
| Average age | 46 | 46 |
| Gender ratio | Male, 37.1% Female, 62.9% | Male, 53.8% Female, 46.2% |
| Race ratio | Black or African American, 11.2% Unknown, 3.4% Hispanic or Latino, 10.0% Asian, 8.4% White, 66.6% American Indian and Alaska Native, 0.4% | Black or African American, 11.1% Unknown, 3.4% Hispanic or Latino, 9.9% Asian, 8.3% White, 66.9% American Indian and Alaska Native, 0.4% |
| LGBT Percentage | 35% | 35% |