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The differences between compensation consultants and employee benefits coordinators 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 an employee benefits coordinator. Additionally, a compensation consultant has an average salary of $90,436, which is higher than the $42,484 average annual salary of an employee benefits coordinator.
The top three skills for a compensation consultant include human resources, project management and data analysis. The most important skills for an employee benefits coordinator are human resources, OSHA, and workers compensation.
| Compensation Consultant | Employee Benefits Coordinator | |
| Yearly salary | $90,436 | $42,484 |
| Hourly rate | $43.48 | $20.43 |
| Growth rate | 2% | 2% |
| Number of jobs | 11,745 | 22,910 |
| Job satisfaction | - | - |
| Most common degree | Bachelor's Degree, 71% | Bachelor's Degree, 56% |
| 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.
An employee benefits coordinator works at a company's human resources department, where they are in charge of overseeing benefits programs and assisting employees in its enrollment procedures. Their responsibilities usually include answering inquiries, discussing benefits and retirement plans, helping employees process their requirements, and updating employees with any changes related to their applications. They must also liaise with benefits and insurance providers, assist the human resources staff in maintaining and updating employee records, and conduct regular reviews and assessments to ensure that all procedures adhere to standards and regulations.
Compensation consultants and employee benefits coordinators have different pay scales, as shown below.
| Compensation Consultant | Employee Benefits Coordinator | |
| Average salary | $90,436 | $42,484 |
| Salary range | Between $65,000 And $124,000 | Between $30,000 And $59,000 |
| Highest paying City | Berkeley, CA | - |
| Highest paying state | Washington | - |
| Best paying company | Microsoft | - |
| Best paying industry | Finance | - |
There are a few differences between a compensation consultant and an employee benefits coordinator in terms of educational background:
| Compensation Consultant | Employee Benefits Coordinator | |
| Most common degree | Bachelor's Degree, 71% | Bachelor's Degree, 56% |
| Most common major | Business | Business |
| Most common college | University of Pennsylvania | University of Pennsylvania |
Here are the differences between compensation consultants' and employee benefits coordinators' demographics:
| Compensation Consultant | Employee Benefits Coordinator | |
| Average age | 46 | 46 |
| Gender ratio | Male, 37.1% Female, 62.9% | Male, 17.5% Female, 82.5% |
| 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, 11.3% Unknown, 3.4% Hispanic or Latino, 10.0% Asian, 6.7% White, 68.0% American Indian and Alaska Native, 0.4% |
| LGBT Percentage | 35% | 35% |