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The differences between compensation consultants and senior human resources consultants 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 senior human resources consultant. Additionally, a compensation consultant has an average salary of $90,436, which is higher than the $81,131 average annual salary of a senior human resources consultant.
The top three skills for a compensation consultant include human resources, project management and data analysis. The most important skills for a senior human resources consultant are healthcare, employee engagement, and workforce planning.
| Compensation Consultant | Senior Human Resources Consultant | |
| Yearly salary | $90,436 | $81,131 |
| Hourly rate | $43.48 | $39.01 |
| Growth rate | 2% | 7% |
| Number of jobs | 11,745 | 62,899 |
| Job satisfaction | - | - |
| Most common degree | Bachelor's Degree, 71% | Bachelor's Degree, 71% |
| Average age | 46 | 47 |
| 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 senior human resources consultant specializes in recommending solutions to optimize a company's human resource operations. Their responsibilities typically revolve around performing research and analysis to identify the strengths and weaknesses of existing procedures, devising strategies to attain the best employment practices, and developing programs for the benefit of employees. They may also implement the company's policies and regulations, creating new ones as needed. Furthermore, as a senior human resources consultant, it is essential to lead and encourage junior consultants and managers to accomplish goals in adherence to the vision and mission of the company.
Compensation consultants and senior human resources consultants have different pay scales, as shown below.
| Compensation Consultant | Senior Human Resources Consultant | |
| Average salary | $90,436 | $81,131 |
| Salary range | Between $65,000 And $124,000 | Between $60,000 And $108,000 |
| Highest paying City | Berkeley, CA | San Francisco, CA |
| Highest paying state | Washington | New York |
| Best paying company | Microsoft | Santander Private Banking International |
| Best paying industry | Finance | Technology |
There are a few differences between a compensation consultant and a senior human resources consultant in terms of educational background:
| Compensation Consultant | Senior Human Resources Consultant | |
| Most common degree | Bachelor's Degree, 71% | Bachelor's Degree, 71% |
| Most common major | Business | Business |
| Most common college | University of Pennsylvania | Northwestern University |
Here are the differences between compensation consultants' and senior human resources consultants' demographics:
| Compensation Consultant | Senior Human Resources Consultant | |
| Average age | 46 | 47 |
| Gender ratio | Male, 37.1% Female, 62.9% | Male, 36.3% Female, 63.7% |
| 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, 7.7% Unknown, 5.1% Hispanic or Latino, 11.1% Asian, 5.7% White, 70.0% American Indian and Alaska Native, 0.4% |
| LGBT Percentage | 35% | 18% |