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Job outlook for senior benefits specialists in the United States
Senior benefits specialist job growth summary. After extensive research, interviews, and analysis, Zippia's data science team found that:
The projected senior benefits specialist job growth rate is 7% from 2018-2028.
About 6,600 new jobs for senior benefits specialists are projected over the next decade.
Senior benefits specialist salaries have increased 8% for senior benefits specialists in the last 5 years.
There are over 45,191 senior benefits specialists currently employed in the United States.
There are 34,999 active senior benefits specialist job openings in the US.
The average senior benefits specialist salary is $50,211.
Are senior benefits specialist jobs in demand?
Senior benefits specialist job and salary trends over time
Senior benefits specialist jobs over time
Senior benefits specialist job growth rate over time
| Year | # of jobs | % of population |
|---|---|---|
| 2021 | 45,191 | 0.01% |
| 2020 | 45,525 | 0.01% |
| 2019 | 46,347 | 0.01% |
| 2018 | 43,321 | 0.01% |
| 2017 | 41,872 | 0.01% |
Average senior benefits specialist salary over time
Senior benefits specialist salary by year
| Year | Avg. salary | Hourly rate | % Change |
|---|---|---|---|
| 2025 | $50,211 | $24.14 | +4.1% |
| 2024 | $48,245 | $23.19 | +2.5% |
| 2023 | $47,080 | $22.63 | +0.5% |
| 2022 | $46,840 | $22.52 | +1.0% |
| 2021 | $46,392 | $22.30 | +2.0% |
Senior benefits specialist jobs by state
Most common states for senior benefits specialists
| Rank | State | Population | # of jobs | Employment/ 1000ppl |
|---|---|---|---|---|
| 1 | District of Columbia | 693,972 | 108 | 16% |
| 2 | Wyoming | 579,315 | 46 | 8% |
| 3 | Iowa | 3,145,711 | 225 | 7% |
| 4 | Delaware | 961,939 | 72 | 7% |
| 5 | Alaska | 739,795 | 51 | 7% |
| 6 | Massachusetts | 6,859,819 | 411 | 6% |
| 7 | Nebraska | 1,920,076 | 109 | 6% |
| 8 | Montana | 1,050,493 | 59 | 6% |
| 9 | Georgia | 10,429,379 | 498 | 5% |
| 10 | North Carolina | 10,273,419 | 470 | 5% |
| 11 | Virginia | 8,470,020 | 450 | 5% |
| 12 | Arizona | 7,016,270 | 333 | 5% |
| 13 | Maryland | 6,052,177 | 283 | 5% |
| 14 | Colorado | 5,607,154 | 265 | 5% |
| 15 | Oregon | 4,142,776 | 192 | 5% |
| 16 | Utah | 3,101,833 | 156 | 5% |
| 17 | New Hampshire | 1,342,795 | 65 | 5% |
| 18 | Rhode Island | 1,059,639 | 49 | 5% |
| 19 | North Dakota | 755,393 | 39 | 5% |
| 20 | Vermont | 623,657 | 34 | 5% |
Most common cities for senior benefits specialists
| Rank | City | # of jobs | Employment/ 1000ppl | Avg. salary |
|---|---|---|---|---|
| 1 | Napa | 3 | 4% | $51,903 |
| 2 | Frankfort | 1 | 4% | $40,134 |
| 3 | Annapolis | 1 | 3% | $54,105 |
| 4 | Chelsea | 1 | 3% | $56,808 |
| 5 | Dover | 1 | 3% | $54,381 |
| 6 | Juneau | 1 | 3% | $50,787 |
| 7 | Broomfield | 1 | 2% | $49,265 |
| 8 | Camden | 1 | 1% | $64,160 |
| 9 | Hartford | 1 | 1% | $53,979 |
| 10 | Lansing | 1 | 1% | $50,007 |
| 11 | Atlanta | 2 | 0% | $47,953 |
| 12 | Boston | 2 | 0% | $56,920 |
| 13 | Baton Rouge | 1 | 0% | $42,716 |
| 14 | Chandler | 1 | 0% | $40,941 |
| 15 | Denver | 1 | 0% | $49,376 |
| 16 | Des Moines | 1 | 0% | $47,985 |
| 17 | Indianapolis | 1 | 0% | $40,436 |
| 18 | Jacksonville | 1 | 0% | $40,910 |
Senior Benefits Specialist job outlook: Expert opinions
Our panel of senior benefits specialist experts
University of Arizona
University of Scranton
Coastal Carolina University
James Madison University
Carthage College
Brigham Young University - Idaho
University of Arizona
Louisiana State University and A&M College
Manchester University
University of Denver
University of Redlands
Western Illinois University
Marshall University
Indiana University Southeast
College of the Marshall Islands
Neumann University
Land O Lakes
University of Idaho
What Senior Benefits Specialist skills would you recommend for someone trying to advance their career?
Timothy Ottusch Ph.D.: I think the skills needed now and similar to what will be important soon. So much of it comes down to a foundational mix of accurate understanding of human development (as opposed to misunderstandings through myths, etc.), good critical thinking skills, and communication skills.
What will help Senior Benefits Specialists increase their earning potential?
Dr. Paul Datti PhD, CRC, HS-BCP: Graduates of The University of Scranton’s Counseling and Human Services program, as well as other similar educational programs, tend to have significant success upon graduation. At Scranton, typically about half to two-thirds of our graduates go on to graduate school, mainly in professional counseling or social work, but some also go on to programs in public administration, applied behavior analysis, child life care, and even law school. The remainder tend to soon get jobs in the field, in positions such as behavioral health technician, community health assistant, rehabilitation aide, child advocate, psychiatric or mental health technician, social work assistant, and more. According to OnetOnline and the Bureau of Labor Statistics, jobs in this area are expected to exponentially grow over the years and are considered “bright outlook” occupations.
What will help Senior Benefits Specialists increase their earning potential?
Leann Mischel PhD: The soft skills will always be important. Communication, teamwork, and leadership skills should always be honed. In addition to those, it is important to keep up with technology and AI. It is no surprise that both of these are changing at lightning speed. Graduates need to keep in mind that these will make their jobs easier, not take their jobs from them. Utilize them to increase the quality and quantity of your performance and increase your efficiency.
Eric Gorton
Media Relations CoordinatorJames Madison University
Communication And Media Studies
What Senior Benefits Specialist skills would you recommend for someone trying to advance their career?
Eric Gorton: Soft skills like the ability to work with a team, ability to build and sustain relationships, expressing yourself well and being your own advocate will be critical. Being able to communicate what you do and what your organization does clearly, succinctly and with enthusiasm is also important. Showing that you can play well with others and have the best interest of the organization. Project Management skills are essential in any job.
Dr. Stephanie Mitchell
Professor of HistoryCarthage College
History
What general advice would you give to a Senior Benefits Specialist?
Dr. Stephanie Mitchell: A better question to ask yourself is: How much money do I need to give a life with dignity to myself and the people I love who will depend on my salary? Then, how can I earn that much money? A quick look at different fields will give you a sense of average salaries in different parts of our economy, and that kind of information should be a variable to incorporate as you pursue your vocational exploration and discernment. It's not the only variable, but it's an important one. Others include whether you are good at that kind of work, whether you enjoy it, and whether you think it serves the common good, which is another way of asking whether you think you would find the work meaningful. At Carthage, we know that earning enough money is an important part of living a good life, but it isn't the only part. A purposeful life is the one you will find is worth living.
What will help Senior Benefits Specialists increase their earning potential?
Dr. Stephanie Mitchell: When I talk with Carthage students about vocational exploration and discernment, I think the most important thing for them to know is that most people's paths aren't straight. Everyone will have at least three vocations over the course of their lives, corresponding to three separate spheres: domestic, economic, and civic. The best way to seek these vocations with integrity is through experience, with confidence. Start anywhere, form meaningful relationships with people who have jobs you find interesting, and check in with yourself from time to time to see if you like the path you're on, or whether you should make a change.
Matthew Maroon
Chair of the Marketing DepartmentBrigham Young University - Idaho
Business, Management, Marketing, And Related Support Services
What general advice would you give to a Senior Benefits Specialist?
Matthew Maroon: Soft skills. More and more tools are becoming simpler to use and more automated. People entering the workforce need to know that things like strong communication/collaboration skills, ability to give and receive feedback, having a "growth" mindset to improve and finding ways to add value to wherever they are, are becoming invaluable skills for many employers. There will always be some level of training that happens in a new job for hard skills, but soft skills can determine whether a hiring manager wants to spend 40 hours a week with someone.
What Senior Benefits Specialist skills would you recommend for someone trying to advance their career?
Lori Poloni-Staudinger PhD: Do not be afraid to advocate for your own worth. Do your homework and understand going rates in the field and if possible in the organization in which you seek employment. If salary increases are not possible, consider other aspects of compensation that may be important to you and ask for this. Practice your ask-with a mentor, family or friend-- before your negotiation.
What will help Senior Benefits Specialists increase their earning potential?
Lori Poloni-Staudinger PhD: Over the next 3-5 years, employees will need to be able to engage in strong critical thinking as well as strong communication skills. They will need to have information literacy and be able to critically evaluate information from multiple sources. They will also need to be able to communicate effectively across difference and celebrate and embrace diversity as a way to reach better outcomes and decision.
Dr. Cassandra Chaney Ph.D.
J. Franklin Bayhi Endowed ProfessorLouisiana State University and A&M College
Social Work
What general advice would you give to a Senior Benefits Specialist?
Dr. Cassandra Chaney Ph.D.: There are three ways that graduates can maximize their salary potential. First, new graduates can do research with the purpose of finding out what other people with comparable education and skills are earning. Being armed with this knowledge will strengthen their bargaining power when they are interviewing or would like to be considered for a promotion or increase in salaray. Second, new graduates can add to their knowledge and skillsets by taking workshops and seminars related to areas of which they have no knowledge or limited knowledge. New graduates can make their desire to learn known to their supervisor as well as their interest in attending any workshops or seminars that will make them more effective in their jobs.
Michigan State University
Genetics
What general advice would you give to a Senior Benefits Specialist?
: To maximize salary potential, it is essential for people on the job market to do their research. You have to have an updated and reasonable expectation of the salary ranges in your field, also factoring in overall benefits packages, cost of living in a specific geographical location, opportunity for remote work, and other factors that influence compensation. Going into a salary negotiation and only caring about one part of the benefits discussion-salary-can close a negotiation prematurely if you can't find common ground. But if you enter into such conversations with data on your side, and some creative problem-s0lving, you can work collaboratively with a recruiter to come up with a total compensation package that satisfies all parties: an employer excited to bring you onto their team, and a job seeker excited to bring their talents to a new environment.
What general advice would you give to a Senior Benefits Specialist?
Dr. Magdy Akladios Ph.D., PE, CSP, CPE, CSHM: Be a people person. Soft skills are extremely important.
Tim McKenna-Buchanan,
Assessment Coordinator and Accreditation Liaison Officer (ALO)Manchester University
Communication And Media Studies
What general advice would you give to a Senior Benefits Specialist?
Tim McKenna-Buchanan,: You need to do your research and you need to negotiate. You will not always succeed in negotiation, but even if you get a little bit of a raise, it is likely more than you will get in an annual raise. When you have an interview for job, try and look up on a search engine what others in that field or for that organization are making, and use that as a ballpark figure for what you will be offered. When you get your salary offer, do not immediately accept, ask them about benefits, vacation, or anything else that is important to you, and then ask when they need a decision and say respectfully you contact them shortly. Then compare the salary they offered to what you wanted to make and go back to them with a salary offer and explanation for why. If you cannot think of an explanation for why you deserve a larger salary, then you are not in a place to negotiate. Additionally, I always say ask for a little more in salary than what you want because in a perfect world they may give you what you ask, but often they will counter and hopefully that is where you wanted your salary to fall. Also, note you can negotiate for things beyond salary (as some places that cannot budge) consider start date, vacation time, remote work or flexible schedule, professional development funds, or some organizations may consider tuition reimbursement. Overall, do not sell yourself short. I recognize some jobs may be for the paycheck but when you enter your career and if an organization wants you, they will want to invest in you and that often leads to employee retention.
Marco Nathan
Professor and Chair Department of PhilosophyUniversity of Denver
Philosophy
What general advice would you give to a Senior Benefits Specialist?
Marco Nathan: As I mentioned in response to the first question, it is important to also consider not only the short term, but also a medium-to-long term perspective. Sometime, a job that starts at a lower salary but has better benefits, more opportunity for merit increases, and better chances of promotion, may turn out to be a better choice in the longer term. Living in a place that you enjoy and taking care of your mental health is also paramount - although, in my experience, these features are often downplayed when making career choices.
Mikela Bjork
Associate Professor of Education Co-director, Center for Educational Justice University of RedlandsUniversity of Redlands
Education
What will help Senior Benefits Specialists increase their earning potential?
Mikela Bjork: Sell yourself, honestly. What do you have to offer that might not be measurable? (For instance, are you an excellent listener? Collect a couple of quotes from colleagues or former peers who can attest to that, to have on hand when interviewing or submitting a personal statement.) Don't be afraid to ask for more. Especially if you are a woman or a woman of color. Ask for more, unapologetically. If you aren't sure how much more to ask for, research and ask your close community of friends and colleagues for support in this. You are worth it!
Lorri Kanauss PhD, RD
Professor/DPD DirectorWestern Illinois University
Dietetics And Clinical Nutrition Services
What will help Senior Benefits Specialists increase their earning potential?
Lorri Kanauss PhD, RD: Graduates need to continue to learn. Ask questions. Keep reading. Network with more experienced professionals.
Ralph McKinney Ph.D.
Associate Professor of ManagementMarshall University
Health And Medical Administrative Services
What will help Senior Benefits Specialists increase their earning potential?
Ralph McKinney Ph.D.: Interpersonal communication skills are essential to success. As people are complex, it is important to
understand the nuances in communications to develop good relationships with coworkers, vendors,
customers, and patients. Specifically, cultural awareness and emotional intelligence are critical
components of stronger interpersonal communications.
With cultural awareness, an individual who understands differences in beliefs and values can effectively
connect faster with people and build stronger relationships. In developing cultural awareness, an
openness is needed to realize that although differences are present, it is possible to collectively work
together. While some individuals think of culture as being defined by a nation or community, it can be
defined by an organization and even a unit. For example: Employees working for the same organization
may have different practices and traditions among the various departments. Generally, when an
individual understands and respects these differences, stronger relationships emerge. This is also
important when working with aging patients. They may have to share more stories before they get to
the point. This may be part of their communication process and it needs be respected.
Emotional intelligence hinges on a good understanding of self and how emotions and moods influence
people's actions and behaviors. Emotional intelligence can reduce conflicts as individuals recognize that
managing their emotions within their surroundings is important in exchanging information with people.
Having "noise", that is those things that cause distractions, can disrupt a message. Good emotional
intelligence focuses on using empathy to understand the feelings and emotions of others to build
relationships. It promotes authentic or true communications that respect differences and finds common
ground for working together. This can be especially important when conveying information about a
patient's health concerns. It may be necessary to reduce the noise before engaging the conversation.
In addition to enhancing interpersonal communication skills, technology skills are going to grow in
importance. For example, artificial intelligence ("AI") has emerged as an effective tool in providing
information for decision-making. Thus, teams are evolving to integrate the machine component as part
of team composition. That is, human and machine teams will work collectively to solve problems. Using
data analytics, human and machine teams will model potential outcomes that will help determine better
decisions. This might be especially important when looking at drugs interactions and patient treatment
plans. In essence, individuals must adapt to work with machines and communicate in their languages by
learning these programs that yet may be developed.
Dr. Gregory Kordsmeier
Director, Institute for Learning and TeachingIndiana University Southeast
Sociology
What Senior Benefits Specialist skills would you recommend for someone trying to advance their career?
Dr. Gregory Kordsmeier: Many employers are looking for the skills that sociology majors have developed over the course of their major, but many of these employers will not phrase it as looking for a sociology major. Skills like working in teams, data analysis and communication, written and oral visualization, and an ability to work with diverse populations are all prized by employers and common among sociology majors. Your job as a recent graduate is helping translate the work that you did and the skills you developed in college into terms that prospective employers can understand.
What will help Senior Benefits Specialists increase their earning potential?
Dr. Gregory Kordsmeier: Take advantage of opportunities to develop skills that complement the skills you develop as a sociology major while in college. Participate in an internship or faculty research to get some real-world experience. Get involved with campus groups to develop your leadership skills. Consider a minor or certificate program that highlights a particular skill set, like expertise in a particular software or nonprofit management.
Desmond Doulatram
Co-Chair of Liberal Arts DepartmentCollege of the Marshall Islands
Liberal Arts And Sciences, General Studies And Humanities
What general advice would you give to a Senior Benefits Specialist?
Desmond Doulatram: The world is becoming a more global and interdependent place and this diversity can add to your resume. I would encourage our new graduates to take on the challenge of engaging with work that takes them from place to place, city to city, and country to country. Place based learning informs understanding of case by case informed solutions to common problems we face as a society. In this light, you diversify your human experience by increasing your social capital as you engage with audiences across the human spectrum from all backgrounds, cultures, religions, ethnicities, and nationalities. Don't underestimate the value of the human experience from a wide array of sources being people that come from a multitude of experiences that are equally valuable to understand and gain valuable insight from. It will definitely help you grow into yourself as a competent worker that works not for one's self but for a greater purpose. It really is one's purpose in life that increases passion in the workplace and I hope you align yourself with that purpose which will give you value in the workplace and beyond. Remember the four I's being Intelligence, Integrity, Initiative, and Innovation. Be the intelligent person you are and practice integrity while taking the initiative to innovate. As an educator from an indigenous Marshallese background, I believe in the Four R's also being Respect, Relevance, Reciprocity, and Responsibility. Regardless of your ethnic, religious, national, and cultural background; always remember to respect others while doing relevant work to reciprocate your employers and the community you work with for that is your responsibility.
Robert Till Ph.D.
Professor EmeritusNeumann University
Management Department
What skills will help Senior Benefits Specialists earn the most?
Robert Till Ph.D.: When considering what areas of HR offer the greatest compensation, you need to think about supply and demand. Typically, if you have quantitative or computer skills, your value increases. A simple search of HR jobs suggests that Compensation and Benefits is an area that does pay well.
The graduates felt their CIS course and their HR Courses were helpful to their success, but they would have liked exposure to HR software currently being used in the field and greater exposure to forms typically used in HR departments.
Philomena Morrissey Satre
Director of Diversity Equity & Inclusion and External Strategic PartnershipsLand O Lakes
What skills will help Senior Benefits Specialists earn the most?
Philomena Morrissey Satre: Coachability: listen and receive feedback, communicate effectively, draw on Internship or prior job experience, show that you can manage multiple priorities, and willingness to learn and continue developing skills and manage multiple priorities. Additionally, care and compassion for all. Willingness to do what it takes to get the job done even when it may not be your favorite task or responsibility. Lastly, an innovative mindset!
Daniel Eveleth Ph.D.
Professor of Management and Human ResourcesUniversity of Idaho
Department of Business
What skills stand out on Senior Benefits Specialist resumes?
Daniel Eveleth Ph.D.: Given this emphasis on the candidate, employee, and manager experiences, what skills are needed:
-Empathy skill - able to look at "our processes" through the eyes of the candidate, employee, manager. It is their journey, not our process.
-Relationship building - given the demand for talent, we often need to play the long game; rather than posting a job announcement and praying for applications to "process," we may need to develop connections with passive job seekers, for example, who may not be ready to apply; we need to think about how we reject candidates so that they pass on positive word of mouth to others and possibly reply/apply when a better fit appears. We may need to develop our relationships with hiring managers to help them make quicker hiring decisions, help them avoid biases when interviewing, learn more from them about their talent needs and preferences.
-Ability and willingness to search for talent. There are excellent job seekers who don't know your organization exists or that you have a culture, positions, etc., that would be a good fit. This is particularly critical for helping a company meet its DEI goals.
-Interpersonal communication skills:
-Job candidates prefer recruiters who are both warm/approachable and knowledgeable about the jobs and the company.
-Hiring managers and other business partners often have varying degrees of experience with recruiting, selection, onboarding, development practices and have unique needs and often unique personalities, work styles, etc. Communication with them is critical and sometimes includes having challenging conversations.
-Tools-oriented skills:
-Data analysis skills
-Journey/Experience mapping
-Data visualization (e.g., Tableau)
-Knowledge of applicant tracking systems
-Success using social media to engage followers (e.g., managed a fraternity's social media sites to engage alumni)
-Familiarity with managing conversations via remote technology.
-Interest in the company/industry.