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Become A Compensation Director

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Working As A Compensation Director

  • Communicating with Supervisors, Peers, or Subordinates
  • Getting Information
  • Analyzing Data or Information
  • Making Decisions and Solving Problems
  • Establishing and Maintaining Interpersonal Relationships
  • Mostly Sitting

  • Make Decisions

  • $111,009

    Average Salary

What Does A Compensation Director Do

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.

Duties

Compensation and benefits managers typically do the following:

  • Set the organization’s pay structure and benefits offerings
  • Determine competitive wage rates and develop or modify compensation plans
  • Evaluate employee benefits policies to assess whether they are current, competitive, and legal
  • Choose and manage outside partners, such as benefits vendors, insurance brokers, and investment managers 
  • Coordinate and supervise the work activities of specialists and support staff
  • Oversee the distribution of pay and benefits information to the organization’s employees
  • Ensure that pay and benefits plans comply with federal and state regulations
  • Prepare a program budget and keep operations within budget

Although some managers administer both the compensation and benefits programs in an organization, other managers—particularly at large organizations—often specialize and oversee one or the other. All managers, however, routinely meet with senior staff, managers of other human resources departments, and the financial officers of their organization. They provide expertise and make recommendations on compensation and benefits policies, programs, and plans.

In addition to their administrative responsibilities, compensation and benefits managers also have technical and analytical duties. For example, they may perform complex data analysis to determine the best pay and benefits plans for an organization. They may also monitor trends affecting pay and benefits and assess how their organization can improve its practices or policies. Using a variety of analytical, database, and presentation software, managers draw conclusions, present their findings, and make recommendations to other managers in the organization.

Compensation managers are responsible for managing an organization’s pay structure. They monitor market conditions and government regulations to ensure their pay rates are current and competitive. They analyze data on wages and salaries, and they evaluate how their organization’s pay structure compares with that of other companies. Compensation managers use this information to maintain or develop pay scales for an organization.

Some also design pay-for-performance plans, which include guidelines for bonuses and incentive pay. They also may help determine commission rates and other incentives for sales staff.

Benefits managers administer a company’s employee benefits program, which includes retirement plans, leave policies, wellness programs, and insurance policies such as health, life, and disability. They select benefits vendors and manage enrollment, renewal, and delivery of benefits to the organization’s employees. They must frequently monitor government regulations and market trends to ensure that their programs are current, competitive, and legal.

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How To Become A Compensation Director

Candidates need a combination of education and related work experience to become a compensation and benefits manager.

Education

Compensation and benefits managers need at least a bachelor’s degree for most positions, and some jobs require a master’s degree. Because not all undergraduate programs offer a degree in human resources, managers often have a bachelor’s degree in business administration, business management, finance, or a related field.

Some employers prefer to hire managers who have a master’s degree, particularly one with a concentration in human resources management, finance, or business administration (MBA).

Work Experience in a Related Occupation

Related work experience is essential for compensation and benefits managers. Managers often specialize in either compensation or benefits, depending on the type of experience they gain in previous jobs. For example, compensation and benefits managers often start out as compensation, benefits, and job analysis specialists. Work experience in other human resource fields, finance, or management is also helpful for getting a job as a compensation and benefits manager.

Licenses, Certifications, and Registrations

Although compensation and benefits managers are not legally required to be certified, certification can show expertise and credibility. Many employers prefer to hire certified candidates, and some positions may require certification.

Certification programs for management positions often require several years of related work experience to qualify for the certifying exam. Many professional associations for human resources workers offer certifications. Some associations, including the International Foundation of Employee Benefit Plans and WorldatWork, offer certification programs that specialize in compensation and benefits. Others, including the HR Certification Institute, offer general human resources credentials.  

Important Qualities

Analytical skills. Compensation and benefits managers must analyze data on salaries and the cost of benefits, and assess and devise programs that best fit an organization and its employees.

Business acumen. Compensation and benefits managers must manage a budget, build a case for their recommendations, and understand how compensation and benefits plans affect the company’s finances.

Communication skills. Compensation and benefits managers must direct staff, give presentations, and work with colleagues. For example, they may present the advantages of a certain pay scale to management and address any concerns.

Decisionmaking skills. Compensation and benefits managers must weigh the strengths and weaknesses of different pay structures and benefits plans and choose the best options for an organization. 

Leadership skills. Compensation and benefits managers must coordinate the work activities of their staff and properly administer compensation and benefits programs, ensuring work is completed accurately and on schedule.

Writing skills. Compensation and benefits managers must prepare clearly written informational materials on compensation and benefits plans for an organization’s employees. They must also clearly convey recommendations in written reports.

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Compensation Director Demographics

Gender

Male

53.6%

Female

45.8%

Unknown

0.6%
Ethnicity

White

65.7%

Hispanic or Latino

12.8%

Black or African American

11.3%

Asian

7.1%

Unknown

3.1%
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Foreign Languages Spoken

Spanish

25.0%

French

25.0%

Portuguese

12.5%

German

12.5%

Dutch

12.5%

Italian

12.5%
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Compensation Director Education

Schools

Villanova University

9.4%

Temple University

8.2%

Pennsylvania State University

7.1%

Michigan State University

7.1%

University of Illinois at Urbana-Champaign

5.9%

Loyola University of Chicago

4.7%

New York University

4.7%

Drexel University

4.7%

American University

4.7%

University of Louisville

4.7%

DePaul University

4.7%

Texas A&M University

4.7%

Cornell University

4.7%

Ramapo College of New Jersey

3.5%

University of Nebraska at Omaha

3.5%

Iona College

3.5%

San Jose State University

3.5%

University of Pennsylvania

3.5%

Boston University

3.5%

Ohio State University

3.5%
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Majors

Business

33.2%

Human Resources Management

17.4%

Finance

10.1%

Management

6.2%

Counseling Psychology

4.9%

Accounting

4.4%

Psychology

3.6%

Law

3.1%

Communication

2.1%

Sociology

1.8%

Political Science

1.8%

Mathematics

1.6%

General Education, Specific Areas

1.6%

Economics

1.6%

English

1.3%

School Counseling

1.0%

Marketing

1.0%

Health Care Administration

1.0%

Project Management

1.0%

Public Administration

1.0%
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Degrees

Masters

49.8%

Bachelors

35.9%

Other

5.8%

Doctorate

3.8%

Certificate

2.5%

Associate

1.8%

License

0.2%

Diploma

0.2%
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How Would You Rate The Salary Of a Compensation Director?

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Top Skills for A Compensation Director

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  1. Benefits Administration
  2. Hris
  3. Compliance
You can check out examples of real life uses of top skills on resumes here:
  • Implemented a new Benefits Administration Platform, Empyrean, providing new system functionality and providing a better employee self-service enrollment experience.
  • Redesigned sales incentive program and transitioned job classification and evaluation coding for new HRIS program.
  • Overhauled and re-launched stock option program including operational and global compliance review; outsourcing administration; redesign of communications strategy.
  • Developed documentation for Executive Compensation Programs.
  • Provided corporate compensation management for 18,000 employees worldwide, including the administration of management incentive compensation plans and expatriate compensation programs.

How Would You Rate Working As a Compensation Director?

Are you working as a Compensation Director? Help us rate Compensation Director as a Career.

Top Compensation Director Employers

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Jobs From Top Compensation Director Employers

Compensation Director Videos

Jeunesse Compensation Plan Overview with Diamond Director Kathleen Deggelman

Career Advice on becoming a Human Resources Manager by Jennifer C (Full Version)

CAREERS IN MBA HUMAN RESOURCE – BBM, CAT,Business Schools,Top Recruiters,Salary Package

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