Compensation and Benefits Managers

Low Risk
Low High

Explore safer careers (2)

Lower estimated automation risk

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Why it fits

Applies HR policy, employee programs, compliance, compensation strategy, vendors, and staff leadership.

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Why it fits

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Alternative careers

Related career paths that build on similar skills and experience

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Why it fits

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Occupation snapshot

What does this snowflake show?
The Snowflake is a visual summary of the five badges: Automation Risk (calculated), Risk (polled), Growth, Wages and Volume. It gives you an instant snapshot of an occupations profile. The colour of the Snowflake relates to its size. The better the occupation scores in relation to others, the larger and greener the Snowflake becomes.
JOB SCORE
4.7/10
What's this?
Job Score (higher is better):

We rate jobs using four factors. These are:

- Chance of being automated
- Job growth
- Wages
- Volume of available positions

These are some key things to think about when job hunting.

Risk & user votes

Calculated automation risk

23% (Low Risk)

Low Risk (21-40%): This occupation has a lower risk of full replacement by AI, software, or robotic systems. Some tasks may be automated or assisted, but the role usually still relies on human judgement, communication, responsibility, physical adaptability, or practical decision-making.

More information on what this score is, and how it is calculated is available here.

Human strengths important in this job

These are human abilities and work contexts that are important in this occupation. They may help explain why parts of the role are harder to replace end-to-end, but they are not the only inputs into the automation score.

Decision-making and problem solving

Very important
Why this matters
Analyze information, weigh tradeoffs, and choose the best solution—especially when situations are ambiguous, high-stakes, or have real-world consequences.
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Communicating with people outside the organization

Very important
Why this matters
Represents the organization to customers, the public, or government—handling questions, concerns, and relationship-building through conversations, writing, calls, or email.
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Developing objectives and strategies

Very important
Why this matters
Sets long-term goals and chooses strategies and actions to reach them, weighing tradeoffs and adapting plans as conditions change.
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Managing and developing people

Quite important
Why this matters
Motivate, coach, and direct others, and make hiring and staffing decisions. These people-focused responsibilities rely on judgment, trust, and interpersonal skill and are harder to replace end-to-end with automation.
Jobs that also use this strength

Thinking creatively

Quite important
Why this matters
Coming up with original ideas and designs—creating new concepts, products, systems, or artistic work. This kind of open-ended invention and taste-based judgment is harder to automate end-to-end than routine, rule-based tasks.
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Show 4 more strengths

Social perceptiveness

Quite important
Why this matters
Noticing others’ emotions and reactions in the moment and adjusting what you say or do based on why they’re responding that way.
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Negotiation

Quite important
Why this matters
Bringing people together to reconcile differences, trade off priorities, and reach agreements—work that depends on trust, persuasion, and reading the situation.
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Coaching and developing others

Quite important
Why this matters
Helps people learn and improve through coaching, mentoring, and feedback. This relies on trust, motivation, and adapting guidance to each person—work that’s hard to replace end-to-end with automation.
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Active learning

Quite important
Why this matters
Keeps learning from new information and applying it to make better decisions now and in the future, especially when situations change.
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What users think

Based on 102 votes

63% chance of full automation within the next two decades

Our visitors have voted that it's probable this occupation will be automated. However, employees may be able to find reassurance in the automated risk level we have generated, which shows 23% chance of automation.

What do you think the risk of automation is?

What is the likelihood that Compensation and Benefits Managers will be replaced by robots or artificial intelligence within the next 20 years?

Sentiment

Based on user votes over time

View sentiment trend

How opinions have changed over time

Pay & outlook

Wages

Very high paid relative to other professions

In 2024, the median annual wage for Compensation and Benefits Managers was $140,360 ($67 per hour).

The median annual wage for Compensation and Benefits Managers was 183.6% higher than the national median annual wage, which stood at $49,500.

View wage trend

Wages over time

* Data from the Bureau of Labor Statistics

Growth

Slow growth relative to other professions.

The number of 'Compensation and Benefits Managers' job openings is expected to rise 0.2% by 2034

View employment trend

Total employment, and estimated job openings

* Data from the Bureau of Labor Statistics for the period between 2023 and 2033
Updated projections are due 09-2025.

Volume

Lower range of job opportunities compared to other professions

As of 2024 there were 20,070 people employed as 'Compensation and Benefits Managers' within the United States.

This represents around < 0.001% of the employed workforce across the country

Put another way, around 1 in 7 thousand people are employed as 'Compensation and Benefits Managers'.

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What people are saying (1)

bob (Highly likely)
21 Apr 2021 13:18
directive: steal crap job from humans: initiate
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Job description

Plan, direct, or coordinate compensation and benefits activities of an organization.

O*NET-SOC code: 11-3111.00