Explore jobs
Find specific jobs
Explore careers
Explore professions
Best companies
Explore companies
The differences between compensation directors 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 director and an employee benefits coordinator. Additionally, a compensation director has an average salary of $117,485, which is higher than the $42,484 average annual salary of an employee benefits coordinator.
The top three skills for a compensation director include human resources, healthcare and HRIS. The most important skills for an employee benefits coordinator are human resources, OSHA, and workers compensation.
| Compensation Director | Employee Benefits Coordinator | |
| Yearly salary | $117,485 | $42,484 |
| Hourly rate | $56.48 | $20.43 |
| Growth rate | 2% | 2% |
| Number of jobs | 18,492 | 22,910 |
| Job satisfaction | - | - |
| Most common degree | Bachelor's Degree, 74% | Bachelor's Degree, 56% |
| Average age | 46 | 46 |
| 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.
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 directors and employee benefits coordinators have different pay scales, as shown below.
| Compensation Director | Employee Benefits Coordinator | |
| Average salary | $117,485 | $42,484 |
| Salary range | Between $85,000 And $160,000 | Between $30,000 And $59,000 |
| Highest paying City | Beaverton, OR | - |
| Highest paying state | Idaho | - |
| Best paying company | Milbank | - |
| Best paying industry | Professional | - |
There are a few differences between a compensation director and an employee benefits coordinator in terms of educational background:
| Compensation Director | Employee Benefits Coordinator | |
| Most common degree | Bachelor's Degree, 74% | Bachelor's Degree, 56% |
| Most common major | Business | Business |
| Most common college | University of Pennsylvania | University of Pennsylvania |
Here are the differences between compensation directors' and employee benefits coordinators' demographics:
| Compensation Director | Employee Benefits Coordinator | |
| Average age | 46 | 46 |
| Gender ratio | Male, 53.8% Female, 46.2% | Male, 17.5% Female, 82.5% |
| 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, 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% |