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The differences between compensation directors and compensation analysts 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 director and a compensation analyst. Additionally, a compensation director has an average salary of $117,485, which is higher than the $66,487 average annual salary of a compensation analyst.
The top three skills for a compensation director include human resources, healthcare and HRIS. The most important skills for a compensation analyst are HR, compensation programs, and HRIS.
| Compensation Director | Compensation Analyst | |
| Yearly salary | $117,485 | $66,487 |
| Hourly rate | $56.48 | $31.96 |
| Growth rate | 2% | 7% |
| Number of jobs | 18,492 | 19,344 |
| Job satisfaction | - | 5 |
| Most common degree | Bachelor's Degree, 74% | Bachelor's Degree, 73% |
| Average age | 46 | 45 |
| Years of experience | 6 | 6 |
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 analysts are responsible for managing company compensation programs by evaluating and analyzing employees' salaries, assist the planning and development of a new and modified sales compensation plan, as well as managing sales compensation short-term incentive programs. The compensation programs are used to improve hiring and boost employee retention. These analysts are skilled and knowledgeable about managing labor costs, benefits structures, and compensation analysis to determine if the employees are fairly compensated.
Compensation directors and compensation analysts have different pay scales, as shown below.
| Compensation Director | Compensation Analyst | |
| Average salary | $117,485 | $66,487 |
| Salary range | Between $85,000 And $160,000 | Between $48,000 And $90,000 |
| Highest paying City | Beaverton, OR | Sacramento, CA |
| Highest paying state | Idaho | Washington |
| Best paying company | Milbank | Meta |
| Best paying industry | Professional | Technology |
There are a few differences between a compensation director and a compensation analyst in terms of educational background:
| Compensation Director | Compensation Analyst | |
| Most common degree | Bachelor's Degree, 74% | Bachelor's Degree, 73% |
| Most common major | Business | Business |
| Most common college | University of Pennsylvania | University of Pennsylvania |
Here are the differences between compensation directors' and compensation analysts' demographics:
| Compensation Director | Compensation Analyst | |
| Average age | 46 | 45 |
| Gender ratio | Male, 53.8% Female, 46.2% | Male, 36.2% Female, 63.8% |
| Race ratio | 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% | Black or African American, 10.5% Unknown, 3.9% Hispanic or Latino, 15.0% Asian, 7.7% White, 62.3% American Indian and Alaska Native, 0.5% |
| LGBT Percentage | 35% | 9% |