Compensation, Benefits, and Job Analysis Specialists

Conduct programs of compensation and benefits and job analysis for employer. May specialize in specific areas, such as position classification and pension programs.

Most important skills

Reading Comprehension
Active Listening
Speaking
Critical Thinking
Writing
Active Learning
Mathematics
Monitoring

Key knowledge

Personnel and Human Resources
English Language
Customer and Personal Service
Mathematics
Administration and Management
Economics and Accounting
Administrative
Computers and Electronics

What the work involves

Ensure company compliance with federal and state laws, including reporting requirements.
Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.
Assist in preparing and maintaining personnel records and handbooks.
Administer employee insurance, pension, and savings plans, working with insurance brokers and plan carriers.
Research employee benefit and health and safety practices, and recommend changes or modifications to existing policies.
Plan and develop curricula and materials for training programs and conduct training.
Evaluate job positions, determining classification, exempt or non-exempt status, and salary.
Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.

Strongest interest areas (O*NET): Conventional, Enterprising, Social.

Qualifications and licensing

Most common education: Bachelor's Degree (85.7% of respondents)
Related experience: Over 2 years, up to and including 4 years (42.9%)
On-the-job training: Over 3 months, up to and including 6 months (28.6%)
Preparation level: O*NET job zone 4: Job Zone Four: Considerable Preparation Needed
Licensing: Not yet verified. Check your state licensing board.

Check before planning

Licensing for Compensation, Benefits, and Job Analysis Specialists is not yet verified for any state: check the state licensing board before planning.

Limits

Distributions show what current workers or occupational experts report, not legal minimums.
Requirements vary by employer and state; time to qualify is not estimated.

Source: O*NET 31.0 Database (USDOL/ETA, CC BY 4.0); BLS Employment Projections · dataset 2026.10.8 · method e3-qualification-1.0.0

Work environment

How the typical conditions of this occupation compare with 911 occupations in O*NET (very low = the lowest fifth).

Levels are relative. Most occupations involve a lot of contact with people, for example, so “very low” can still mean regular contact; the last column shows what workers actually reported.

Rankings compare typical U.S. occupation-level work conditions; individual jobs and employers vary. Data: O*NET 31.0 Work Context and BLS wages (May 2025).
Condition	Level	Compared with other occupations	Most common answer (O*NET survey)
Contact with others	Moderate	Lower on contact with others than 51% of occupations compared	48% of surveyed respondents chose “Constant contact with others”
Dealing with the public	Low	Lower on dealing with the public than 65% of occupations compared	38% of surveyed respondents chose “Very important”
Teamwork	Low	Lower on teamwork than 60% of occupations compared	43% of surveyed respondents chose “Very important”
Freedom to make decisions	Low	Lower on freedom to make decisions than 75% of occupations compared	62% of surveyed respondents chose “Some freedom”
Time pressure	Moderate	Lower on time pressure than 50% of occupations compared	43% of surveyed respondents chose “Once a week or more but not every day”
Conflict situations	Moderate	Lower on conflict situations than 58% of occupations compared	43% of surveyed respondents chose “Once a year or more but not every month”
Dealing with unpleasant or angry people	Moderate	Higher on dealing with unpleasant or angry people than 52% of occupations compared	43% of surveyed respondents chose “Once a year or more but not every month”
Consequence of error	Moderate	Lower on consequence of error than 57% of occupations compared	43% of surveyed respondents chose “Fairly serious”

Work-pressure profile

Time pressure: moderate
Conflict situations: moderate
Dealing with unpleasant or angry people: moderate
Consequence of error: moderate

Each part is shown on its own. There is no combined stress score, and conditions vary by employer and role.

Full answer distributions