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Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs. (O'Net 13-1072.00)
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| Reported job titles:
Benefit Specialist,
Benefits Administrator,
Benefits Analyst,
Benefits Consultant,
Benefits Coordinator,
Benefits Manager
(view all job titles)
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Career Video
for Business, Management and Administration |
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| Locations
| May 2012 |
| hourly rates |
annual rates |
| Average |
Median |
Midrange |
Average |
Median |
Midrange |
| Vermont |
$ 25.68 |
$ 25.25 |
$ 20.62 -
$ 29.29
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$ 53,410 |
$ 52,530 |
$ 42,890 -
$ 60,930
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| Burlington-South Burlington, VT Metropolitan NECTA |
$ 25.70 |
$ 25.65 |
$ 22.17 -
$ 28.58
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$ 53,460 |
$ 53,350 |
$ 46,120 -
$ 59,450
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| Southern Vermont Balance of State |
$ 22.85 |
$ 21.86 |
$ 17.71 -
$ 27.40
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$ 47,530 |
$ 45,460 |
$ 36,840 -
$ 56,990
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| Northern Vermont Balance of State |
$ 27.25 |
$ 26.21 |
$ 21.46 -
$ 32.30
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$ 56,680 |
$ 54,510 |
$ 44,640 -
$ 67,180
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source: Occupational Employment Statistics, Vermont Labor Market Information, U.S. Bureau of Labor Statistics, released May 2013. |
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| Location |
Employment |
Annual % change
(compounded) |
Annual job openings
(due to growth and
net replacements) |
| 2010 |
2020 |
| Vermont |
253 |
248 |
-0.2% |
4 |
| Burlington-South Burlington, VT Metropolitan NECTA |
103 |
103 |
0.0% |
2 |
| Southern Vermont Balance of State |
55 |
53 |
-0.4% |
1 |
| Northern Vermont Balance of State |
99 |
94 |
-0.5% |
2 |
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source: Employment Projections, Vermont Economic & Labor Market Information, in cooperation with U.S. Bureau of Labor Statistics, statewide estimates released August 2012, area estimates released April 2013. |
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No industries of employment data for this occupation.
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Ensure company compliance with federal and state laws, including reporting requirements. |
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Evaluate job positions, determining classification, exempt or non-exempt status, and salary. |
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Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers. |
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Prepare occupational classifications, job descriptions and salary scales. |
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Provide advice on the resolution of classification and salary complaints. |
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Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures and classification programs. |
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Prepare reports, such as organization and flow charts, and career path reports, to summarize job analysis and evaluation and compensation analysis information. |
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Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements. |
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Assess need for and develop job analysis instruments and materials. |
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Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information. |
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| source: Occupational Information Network: Compensation, Benefits, and Job Analysis Specialists updated June 2009 |
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Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
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English Language - Knowledge of the structure and content of the English language including the meaning and spelling of words, rules of composition, and grammar. |
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Administration and Management - Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
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Mathematics - Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
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Law and Government - Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
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Customer and Personal Service - Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
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| source: Occupational Information Network: Compensation, Benefits, and Job Analysis Specialists updated June 2009 |
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Reading Comprehension - Understanding written sentences and paragraphs in work related documents. |
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Active Listening - Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
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Critical Thinking - Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions or approaches to problems. |
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Writing - Communicating effectively in writing as appropriate for the needs of the audience. |
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Judgment and Decision Making - Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
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Service Orientation - Actively looking for ways to help people. |
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Speaking - Talking to others to convey information effectively. |
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Time Management - Managing one's own time and the time of others. |
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Active Learning - Understanding the implications of new information for both current and future problem-solving and decision-making. |
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Coordination - Adjusting actions in relation to others' actions. |
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| source: Occupational Information Network: Compensation, Benefits, and Job Analysis Specialists updated December 2004 |
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Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences. |
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Oral Expression - The ability to communicate information and ideas in speaking so others will understand. |
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Written Comprehension - The ability to read and understand information and ideas presented in writing. |
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Deductive Reasoning - The ability to apply general rules to specific problems to produce answers that make sense. |
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Problem Sensitivity - The ability to tell when something is wrong or is likely to go wrong. It does not involve solving the problem, only recognizing there is a problem. |
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Speech Clarity - The ability to speak clearly so others can understand you. |
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Inductive Reasoning - The ability to combine pieces of information to form general rules or conclusions (includes finding a relationship among seemingly unrelated events). |
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Information Ordering - The ability to arrange things or actions in a certain order or pattern according to a specific rule or set of rules (e.g., patterns of numbers, letters, words, pictures, mathematical operations). |
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Near Vision - The ability to see details at close range (within a few feet of the observer). |
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Speech Recognition - The ability to identify and understand the speech of another person. |
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| source: Occupational Information Network: Compensation, Benefits, and Job Analysis Specialists updated June 2009 |
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Getting Information - Observing, receiving, and otherwise obtaining information from all relevant sources. |
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Analyzing Data or Information - Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
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Communicating with Supervisors, Peers, or Subordinates - Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
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Interacting With Computers - Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
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Evaluating Information to Determine Compliance with Standards - Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
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Processing Information - Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
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Establishing and Maintaining Interpersonal Relationships - Developing constructive and cooperative working relationships with others, and maintaining them over time. |
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Making Decisions and Solving Problems - Analyzing information and evaluating results to choose the best solution and solve problems. |
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Updating and Using Relevant Knowledge - Keeping up-to-date technically and applying new knowledge to your job. |
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Organizing, Planning, and Prioritizing Work - Developing specific goals and plans to prioritize, organize, and accomplish your work. |
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| source: Occupational Information Network: Compensation, Benefits, and Job Analysis Specialists updated June 2009 |
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Conventional - Conventional occupations frequently involve following set procedures and routines. These occupations can include working with data and details more than with ideas. Usually there is a clear line of authority to follow. |
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Enterprising - Enterprising occupations frequently involve starting up and carrying out projects. These occupations can involve leading people and making many decisions. Sometimes they require risk taking and often deal with business. |
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| source: Occupational Information Network: Compensation, Benefits, and Job Analysis Specialists updated June 2008 |
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Integrity - Job requires being honest and ethical. |
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Analytical Thinking - Job requires analyzing information and using logic to address work-related issues and problems. |
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Attention to Detail - Job requires being careful about detail and thorough in completing work tasks. |
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Dependability - Job requires being reliable, responsible, and dependable, and fulfilling obligations. |
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Adaptability/Flexibility - Job requires being open to change (positive or negative) and to considerable variety in the workplace. |
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Cooperation - Job requires being pleasant with others on the job and displaying a good-natured, cooperative attitude. |
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Initiative - Job requires a willingness to take on responsibilities and challenges. |
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Achievement/Effort - Job requires establishing and maintaining personally challenging achievement goals and exerting effort toward mastering tasks. |
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Persistence - Job requires persistence in the face of obstacles. |
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Self Control - Job requires maintaining composure, keeping emotions in check, controlling anger, and avoiding aggressive behavior, even in very difficult situations. |
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| source: Occupational Information Network: Compensation, Benefits, and Job Analysis Specialists updated June 2009 |
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| No state licenses listed for this occupation.
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Job Zone Four: Considerable Preparation Needed |
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Education: Most of these occupations require a four-year bachelor's degree, but some do not. |
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Training: Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training. |
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Experience: A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified. |
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| source: Occupational Information Network: Compensation, Benefits, and Job Analysis Specialists updated June 2009 |
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Related Instructional Programs |
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- Human Resources Management/Personnel Administration, General
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- Labor and Industrial Relations
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| | Search for schools offering these programs at |
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| source: National Center for Education Statistics 2000 Classification of Instructional Programs
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| Labor Exchange Information |
|
A source for occupational characteristics, such as age, gender, race, and years of education
and an alternative source for occupational wage rates.
Limited to people looking for jobs and the jobs advertised through VDOL
Vermont Job Link. |
| Look for statewide information over the latest 12 months for Compensation, Benefits, and Job Analysis Specialists . |
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| Occupational Outlook Handbook |
| The Occupational Outlook Handbook is a nationally recognized source of career information, designed to provide valuable assistance to individuals making decisions about their future work lives. Revised every two years, the Handbook describes what workers do on the job, working conditions, the training and education needed, earnings, and expected job prospects in a wide range of occupations. |
| Handbook occupations related to Compensation, Benefits, and Job Analysis Specialists : |
| Human resources, training, and labor relations managers and specialists |
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| O*NET™ Online |
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O*NET Online is an interactive web site for those interested in exploring occupations through O*NET, The Occupational Information Network database.
All of the descriptive information on this page comes from the O*NET database, version 14.0, released July 2009.
The O*NET database takes the place of the Dictionary of Occupational Titles (DOT) as the nation's primary source of occupational information. |
| For additional information on Compensation, Benefits, and Job Analysis Specialists , go to
O*NET Online Detail Report. |
For the O*NET Online home page, go to 
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| source: Occupational Information Network: Compensation, Benefits, and Job Analysis Specialists |
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