Become A Compensation Specialist

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Working As A Compensation Specialist

Getting Information
Analyzing Data or Information
Communicating with Supervisors, Peers, or Subordinates
Interacting With Computers
Evaluating Information to Determine Compliance with Standards

Mostly Sitting
$73,310
Average Salary

What Does A Compensation Specialist Do At The City of Houston

* Maintains and updates the City's electronic job classification records.
* Conducts job analysis, analyzes data gathered and updates job descriptions.
* Conducts and participates in salary surveys, analyzes data collected and makes appropriate job grade recommendations.
* Conducts job classification audits as requested.
* Participates in complex compensation-related projects.
* Participates in training sessions for supervisors and human resources liaisons.
* Prepares management reports from the electronic employee information database.
* Prepares automated reports and provides staff support in developing programs related to compensation

What Does A Compensation Specialist Do At Tyson Foods

* Conducting audits, developing and enhancing solutions and tools that streamline Compensation process and systems.
* Conducting market and trend analyses through wage survey input and market intelligence/research on an ad hoc and annual basis.
* This position is responsible for analysis on large data sets and creating various reports using MS Access, SAP, Excel and other reporting tools.
* Other responsibilities include: Working with multiple levels of management for development and approval of wage proposals.
* Working with IS personnel and the compensation team to assist in providing forward thinking system, program and/or transactional solutions.
* Independently examining compensationpractices, compiling statistical data, analyzing data, and conducting other data audits.
* Maintaining and enhancing the department's databases and applications, creating various ad hoc and customized reports for both internal and external customers to include senior management.
* Responsibilities include the maintenance of highly confidential and sensitive information, and performing other responsibilities as the need arises

What Does A Compensation Specialist Do At CDM Smith

* Serves and performs advisory and day-to-day compensation direction.
* Reviews and processes planned and off cycle salary actions.
* Assists in the development of salary structures, annual budgets, and matrices.
* Providing advice and collaborates with managers and leaders in the firm using sound compensation theory in the design and development of compensation programs and incentive practices.
* Partners with HR Colleagues (Total Rewards, HRBPs and Human Resource Information System team (HRIS)) to ensure the integrity of data.
* Interprets applicable laws regulating compensation practices.
* Assists in compensation strategy planning and individual projects.
* Consults and partners with Human Resources staff, managers, and employees to provide advice and deliver information on organizational design, restructuring, job evaluations, salary administration, merit planning issues and other compensation issues.
* Participates in salary surveys and analyzes results.
* Maintains database of survey data for analyzing market competitiveness to internal positions as needed.
* Analyzes jobs and writes job descriptions based on interviews and materials obtained from incumbents and supervisors.
* Applies job evaluation techniques to evaluate jobs and determines a salary grade.
* Creates & maintain job codes.
* Establishes equitable pay rates for new hires and other staff.
* Investigates and recommends resolution on classification questions and Fair Labor Standard Act (FLSA) exemptions.
* Audits existing or proposed job classifications to obtain information regarding responsibilities, activities, duties and FLSA exemption requirements.
* Leads special compensation related projects.
* Prepares reports and analysis to review compensation issues, extracting and manipulating data as necessary from HRIS.
* Assists in the communication of compensation philosophy, performance appraisal/salary review process and incentive programs, as needed.
* Maintain a thorough knowledge and competency level of contemporary issues, practices, regulations, and systems applications within compensation and human resources.
* Participates in the design and development of automation tools to improve the speed, efficiency and quality of compensation information available to employees and managers.
* Requisition ID:
* BR
* Business Unit:
* COR
* Job Title:
* Senior Compensation Specialist
* Group:
* COR
* CDM Smith Employment Type:
* Regular

What Does A Compensation Specialist Do At University of Richmond

* Classification and Compensation System Implementation and Maintenance
* Designs and maintains the compensation and classification system.
* Performs job analysis in order to determine position classification and reclassifications according to University leveling guide and FLSA standards.
* Provides guidance to HR Consulting Team to determine appropriate salary offers.
* Utilizes the pay policy as a guideline, in addition to considerations such as campus equity, market data, and candidate’s experience and educational requirements.
* Provides compensation consulting expertise to HR Business Partners in regards to organizational restructurings and other departmental changes.
* Participates in various national salary surveys including CUPA
* HR, Willis Towers Watson and Mercer, as well as specific salary surveys conducted by professional organizations for other divisions to assess the University’s competitive pay position and alignment with its stated compensation objectives.
* Conducts special studies of salary and pay administration.
* Oversees the annual salary increase process for staff to ensure sound fiscal allocation of resources.
* Provides consultation, analysis and modeling on annual wage and salary budgets.
* Makes recommendations for salary structure changes on an annual basis to reflect appropriate market changes.
* Reviews market changes at the position level to ensure pay competitiveness.
* Monitors the effectiveness of existing compensation policies, guidelines and procedures.
* Makes recommendations to the Director of Compensation and Benefits and the Sr.
* AVP, Human Resources regarding strategic plan changes.
* Identifies sound and accurate metrics, which can improve existing HR pay practices.
* Conducts benchmarking and presents accurate staffing-related statistics.
* Analyzes competitive compensation and report findings and makes recommendations to senior management.
* Partners with HRIS Analysts on reports for management.
* Provides guidance to Compensation and Benefits Specialist on compensation related issues and works with HR Solution Center Team to ensure effective processing of salary transactions.
* Works closely with Budget and Planning Office to maintain position control module in Banner.
* Supports special projects and other duties as assigned

What Does A Compensation Specialist Do At Cliftonlarsonallen, LLP

* Partner with internal CLA professionals to develop and drive compensation services for external clients
* Analyze external client’s current compensation practices and assist to develop appropriate compensation programs based on need
* Design compensation programs and structures for external clients to include base compensation, executive compensation, incentive and deferred compensation
* Ability to provide guidance on different approaches to compensation structures and develop compensation programs to best suit the client’s needs.
* Apply knowledge of Quantitative and Qualitative approaches to job evaluation process to advise client and design appropriate programs
* Perform job analysis, job evaluations and draft job description to create compensation systems
* Conduct internal and external market analysis utilizing published surveys to establish appropriate market data
* Perform regular or custom compensation or total rewards surveys based on external client requests
* Conduct HR compliance reviews for clients and recommend solutions
* Create and update company handbooks, policies, performance management programs and other HR related programs for external client
* Partner with client to provide compensation solutions to positively impact client’s total rewards programs and policies
* Deliver HR projects as requested by client
* Build relationships with internal and external and become a trusted advisor
* Requirements
*

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How To Become A Compensation Specialist

Compensation, benefits, and job analysis specialists typically need a bachelor’s degree, and some specialists need related work experience.

Education

Most employers require that compensation, benefits, and job analysis specialists have a bachelor’s degree. Many specialists have a degree in human resources, business administration, finance, communication, or a related field. Some employers may accept previous work experience in lieu of a formal degree.

Not all colleges and universities offer an undergraduate degree in human resources, but many offer courses in human resources management, compensation analysis, and benefits administration. Students with a background in other disciplines may benefit from taking courses in business, management, finance, and accounting.

Work Experience in a Related Occupation

For many jobs, compensation, benefits, and job analysis specialists must have previous work experience. Employers commonly require that the previous experience includes performing compensation analysis, benefits administration, or general human resources work. Experience in related fields such as finance, insurance, or business administration, also may be beneficial.

Jobseekers without a degree in human resources must have relevant work experience. Some workers may gain this experience through internships. However, most gain experience from working in human resources.

Licenses, Certifications, and Registrations

Although certification is not required, it can demonstrate professional expertise. Some employers prefer to hire certified candidates, but many employers will have their employees become certified after they are already working. Certification programs for management positions often require several years of related work experience in order to qualify for the credential.

Many associations for human resources workers offer classes to enhance the skills of their members. 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 and the Society for Human Resource Management, offer general human resources credentials.

Advancement

Compensation, benefits, and job analysis specialists may advance to a compensation and benefits manager or a human resources manager position. Specialists typically need several years of work experience to advance.

Important Qualities

Analytical skills. Many specialists perform data or cost analyses to form logical conclusions. For example, they may analyze the cost of choosing a particular salary scale for a class of workers.

Business acumen. Specialists must understand basic finance and accounting.

Communication skills. Specialists often work with employees throughout their organization to provide information on compensation and benefits. They may give presentations or advise managers or employees about compensation policies or benefit plans.

Critical-thinking skills. Specialists must think critically when evaluating job positions, salary scales, promotion practices, and other compensation and benefits policies.

Detail oriented. Specialists must pay attention to detail, especially when ensuring that the organization is compliant with federal and state laws.

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Compensation Specialist jobs

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Compensation Specialist Career Paths

Compensation Specialist

Compensation Consultant Compensation Manager

Compensation Director

13 Yearsyrs

Compensation Analyst Senior Compensation Analyst

Compensation Manager

9 Yearsyrs

Human Resource Specialist Human Resources Generalist Human Resources Manager

Corporate Human Resources Manager

8 Yearsyrs

Compensation Analyst Human Resources Manager

Director Of Human Resources

10 Yearsyrs

Compensation Consultant Compensation Director Director Of Human Resources

Director Of Human Resources Operations

11 Yearsyrs

Billing Specialist Human Resources Assistant Human Resources Generalist

Employee Relations Manager

6 Yearsyrs

Compensation Adjuster Claim Processor Human Resources Coordinator

Head Of Human Resources

9 Yearsyrs

Senior Compensation Analyst Human Resources Coordinator

Human Resource Officer

7 Yearsyrs

Human Resources Generalist Human Resources Consultant

Human Resources Business Partner

10 Yearsyrs

Compensation Adjuster Claim Specialist Human Resources Coordinator

Human Resources Contractor

9 Yearsyrs

Director Of Human Resources Chief Executive Officer Human Resources Generalist

Human Resources Generalist/Manager

6 Yearsyrs

Billing Specialist Office Administrator Human Resources Coordinator

Human Resources Lead

8 Yearsyrs

Compensation Manager Human Resources Coordinator

Human Resources Manager

7 Yearsyrs

Human Resources Generalist Senior Human Resources Generalist Human Resources Manager

Regional Human Resources Manager

8 Yearsyrs

Human Resources Manager Director Of Human Resources

Senior Director Human Resources

13 Yearsyrs

Director Of Human Resources Assistant Vice President Human Resources Coordinator

Senior Human Resources Administrator

6 Yearsyrs

Human Resource Specialist Human Resources Consultant

Senior Human Resources Consultant

9 Yearsyrs

Senior Compensation Analyst Compensation Manager Human Resources Coordinator

Senior Human Resources Generalist

7 Yearsyrs

Compensation Manager Human Resources Manager

Senior Human Resources Manager

9 Yearsyrs

Human Resources Manager Senior Recruiter

Talent Acquisition Manager

9 Yearsyrs

Average Length of Employment

Senior Administrative Specialist 4.5 years
Compensation Director 4.3 years
Senior Human Resources Administrator 4.2 years
Compensation Manager 4.1 years
Compensation Specialist 4.0 years
Senior Human Resources Specialist 4.0 years
Compensation And Benefits Manager 3.8 years
Staff Specialist 3.7 years
Human Resources Coordinator 3.6 years
Senior Specialist 3.6 years
Senior Compensation Analyst 3.4 years
Workers Compensation Coordinator 3.3 years
Compensation/Benefits Specialist 3.0 years
Compensation Consultant 3.0 years
Operations Support Specialist 3.0 years
Compensator Worker 3.0 years
Compensation Coordinator 3.0 years
Employee Relations Specialist 2.9 years
Compensation And Benefits Analyst 2.7 years
Consulting Specialist 2.7 years
Compensation Analyst 2.6 years
Employee Relations Assistant 2.5 years
Compliance Specialist 2.5 years
Human Resources Contractor 1.6 years

Top Careers Before Compensation Specialist

Top Careers After Compensation Specialist

Compensation Specialist Demographics

Gender

Female
73.3%
Male
25.1%
Unknown
1.5%

Ethnicity

White
78.0%
Hispanic or Latino
13.3%
Asian
7.0%
Unknown
1.3%
Black or African American
0.4%

Languages Spoken

Spanish
57.5%
Portuguese
10.0%
French
7.5%
Arabic
7.5%
German
5.0%
Carrier
5.0%
Hindi
2.5%
Russian
2.5%
Polish
2.5%

Compensation Specialist

Unfortunately we don’t have enough data for this section.

Compensation Specialist Education

Schools

University of Phoenix
26.9%
Southern New Hampshire University
5.9%
Villanova University
4.2%
Middle Tennessee State University
4.2%
Georgia State University
4.2%
University of North Carolina at Charlotte
4.2%
Purdue University
4.2%
Strayer University
4.2%
Kaplan University
4.2%
University of Pittsburgh -
4.2%
University of Tennessee - Knoxville
3.4%
Mercy College - Dobbs Ferry
3.4%
Michigan State University
3.4%
Pace University - New York
3.4%
University of Maryland - University College
3.4%
Chapman University
3.4%
University of Massachusetts Amherst
3.4%
Northeastern University
3.4%
Hofstra University
3.4%
Indiana Wesleyan University
3.4%

Majors

Degrees

Bachelors
37.8%
Masters
24.6%
Other
17.9%
Associate
10.2%
Certificate
5.4%
Doctorate
2.8%
Diploma
0.9%
License
0.4%

Compensation Specialist

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Temporary

Real Compensation Specialist Salaries

Job Title	Company	Location	Start Date	Salary
Senior Global Compensation Specialist	Bechtel Corporation	San Francisco, CA	Feb 02, 2015	$142,193
Compensation Specialist	Google Inc.	Sunnyvale, CA	Jan 02, 2016	$120,000
Compensation Specialist	Google Inc.	Mountain View, CA	Sep 13, 2013	$111,000
Compensation Specialist	Genscript USA Inc.	Piscataway, NJ	Apr 26, 2016	$107,266
IFS Compensation Specialist	Pricewaterhousecoopers	New York, NY	Nov 16, 2016	$106,000 - $137,400
Senior Executive Compensation Specialist	Abbott Laboratories	Parkersburg, IL	Jul 01, 2010	$95,000
Compensation Specialist	Microsoft Corporation	Redmond, WA	Aug 07, 2016	$94,400 - $114,400
Compensation, Bene., and Job Analy. Specialists	Affiliated Computer Services, Inc.	Secaucus, NJ	Jun 27, 2012	$77,624
Compensation & Job Analysis Specialist	Bank of America	Boston, MA	Jul 07, 2010	$71,400
Hris and Compensation Specialist	Yukon-Kuskokwim Health Corporation	Bethel, AK	Nov 01, 2014	$70,000 - $80,000
Incentive Compensation Specialist	Smart Tech, Inc.	Simi Valley, CA	Jan 09, 2016	$65,000
Compensation Specialist, Client Relations	Ambrose Employer Group, LLC	New York, NY	Oct 01, 2012	$65,000 - $75,000
Compensation Specialist	AON Consulting, Inc.	San Jose, CA	Mar 11, 2010	$65,000 - $85,000
Compensation, Benef. & Job Analysis Specialist	ADC Telecommunications	Eden Prairie, MN	Jan 06, 2011	$61,755
Recruiting and Compensation Specialist	M2P2, LLC	Ames, IA	Dec 10, 2011	$60,106
Compensation Specialist	The Johns Hopkins Health System Corporation	Baltimore, MD	Jun 16, 2014	$59,000
Compensation Specialist	The Johns Hopkins Hospital	Baltimore, MD	Jun 16, 2014	$59,000

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Top Skills for A Compensation Specialist

Top Compensation Specialist Skills

HR
Workers Compensation Claims
Payroll

You can check out examples of real life uses of top skills on resumes here:

Provided compensation consulting to organizational managers and HR/recruiting staff.
Administer workers compensation claims and provide guidance and support to supervisors and managers on lost work time and light duty work.
Worked with HRIS data team to ensure compensation changes were added into the payroll system.
Assisted in the design, implementation and administration of compensation programs for Abbott Diagnostic and Corporate Engineering Division.
Developed and maintained job descriptions.