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Compensation and Benefits Manager
Compensation and Benefits Manager profiles score highest on Influencing and Organizing. This page covers what the work involves, what the trait profile looks like, what it pays, and where the fit tends to break.
- Median pay
- $149,230per year, U.S. BLS 2025
- Entry education
- Bachelor's degreetypical for the occupation
SOURCE · O*NET 11-3111.00 and U.S. Bureau of Labor Statistics. Figures are national and vary widely by state and setting.
What the work involves
Plan, direct, or coordinate compensation and benefits activities of an organization.
Skills rated most important
Work context
O*NET importance and frequency ratings, 0–100.
The trait profile
Where Compensation and Benefits Manager profiles sit on the eleven Haliscope traits, derived from O*NET’s published interest and work-style data.
Who it fits, and who it doesn’t
Strong signals
- High Organizing. Measures your preference for structure, detail, and systematic processes. High scorers excel at creating order, optimizing workflows, and maintaining precision.
- High Law-Abiding. Measures your commitment to ethics, rules, and fairness. High scorers value honesty, follow procedures, and prefer environments with clear moral guidelines.
- High Safety-Seeking. Measures your preference for stability and predictability. High scorers value security, prefer familiar environments, and carefully weigh risks before acting.
- High Influencing. Measures your drive to lead, persuade, and shape outcomes. High scorers are confident communicators who naturally take charge and direct others.
- High Harmonizing. Measures your focus on group cohesion and interpersonal peace. High scorers build consensus, facilitate cooperation, and prioritize team harmony.
Friction points
- Low Organizing. Measures your preference for structure, detail, and systematic processes. High scorers excel at creating order, optimizing workflows, and maintaining precision.
- Low Law-Abiding. Measures your commitment to ethics, rules, and fairness. High scorers value honesty, follow procedures, and prefer environments with clear moral guidelines.
- Low Safety-Seeking. Measures your preference for stability and predictability. High scorers value security, prefer familiar environments, and carefully weigh risks before acting.
- Low Influencing. Measures your drive to lead, persuade, and shape outcomes. High scorers are confident communicators who naturally take charge and direct others.
These are what the occupation’s profile says, not a hiring criterion. Haliscope is not validated for hiring or screening, and none of these is disqualifying — they are where a fit most often breaks.
Getting in
Entry education: Bachelor's degree.
Most of these occupations require a four-year bachelor's degree, but some do not.
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.
O*NET Job Zone descriptions, U.S. Department of Labor.
Exposure to AI
How much of this work AI can already do, and how much AI tools help the people doing it, is scored task by task in the AI Risk Index.
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