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Career profile Benefits Administrator

Also known as Benefits Administrator, Benefits Analyst, Benefits Specialist, Compensation Analyst, Compensation Consultant, Compensation Coordinator, Compensation Specialist, Compensation/Benefits Specialist, Personnel Specialist, Position Classification Specialist

Benefits Administrator

Also known as Benefits Administrator, Benefits Analyst, Benefits Specialist

Interests Profile
  • Enterprising
  • Conventional
  • Investigative
Pay Range
$41,490 - $111,930 (annual)
Required Skills
  • Reading Comprehension
  • Critical Thinking
  • Active Listening
Knowledge Areas
  • Personnel and Human Resources
  • Administration and Management
  • Mathematics
Core tasks
  • Evaluate job positions, determining classification, exempt or non-exempt status, and salary.
  • Ensure company compliance with federal and state laws, including reporting requirements.
  • Prepare occupational classifications, job descriptions, and salary scales.
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What does a Benefits Administrator do?

Benefits Administrators conduct programs of compensation and benefits and job analysis for employer.

In addition, Benefits Administrators may specialize in specific areas, such as position classification and pension programs.

What kind of tasks does a Benefits Administrator perform regularly?

Benefits Administrators are often responsible for overseeing or executing some or all of the following tasks:

  • Evaluate job positions, determining classification, exempt or non-exempt status, and salary.
  • Ensure company compliance with federal and state laws, including reporting requirements.
  • Prepare occupational classifications, job descriptions, and salary scales.
  • Provide advice on the resolution of classification and salary complaints.
  • Research job and worker requirements, structural and functional relationships among jobs and occupations, and occupational trends.
  • Advise managers and employees on state and federal employment regulations, collective agreements, benefit and compensation policies, personnel procedures, and classification programs.
  • Prepare reports, such as organization and flow charts and career path reports, to summarize job analysis and evaluation and compensation analysis information.
  • Perform multifactor data and cost analyses that may be used in areas such as support of collective bargaining agreements.
  • Plan, develop, evaluate, improve, and communicate methods and techniques for selecting, promoting, compensating, evaluating, and training workers.
  • Assess need for and develop job analysis instruments and materials.
  • Consult with, or serve as, technical liaison between business, industry, government, and union officials.
  • Observe, interview, and survey employees and conduct focus group meetings to collect job, organizational, and occupational information.
  • Assist in preparing and maintaining personnel records and handbooks.
  • Analyze organizational, occupational, and industrial data to facilitate organizational functions and provide technical information to business, industry, and government.

The above responsibilities are specific to Benefits Administrators. More generally, Benefits Administrators are involved in several broader types of activities:

Getting Information
Observing, receiving, and otherwise obtaining information from all relevant sources.
Analyzing Data or Information
Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts.
Working with Computers
Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information.
Communicating with Supervisors, Peers, or Subordinates
Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person.
Making Decisions and Solving Problems
Analyzing information and evaluating results to choose the best solution and solve problems.

What is a Benefits Administrator salary?

The median salary for a Benefits Administrator is $67,190, and the average salary is $72,610. Both the median and average roughly describe the middle of the Benefits Administrator salary range, but the average is more easily affected by extremely high or low salaries.

Many Benefits Administrators earn significantly more or less than the average, due to several factors. About 10% of Benefits Administrators earn less than $41,490 per year, 25% earn less than $52,010, 75% earn less than $86,590, and 90% earn less than $111,930.

Between the years of 2020 and 2030, the number of Benefits Administrators is expected to change by 9.6%, and there should be roughly 9,400 open positions for Benefits Administrators every year.

Median annual salary
Typical salary range
$41,490 - $111,930
Projected growth (2020 - 2030)

What personality traits are common among Benefits Administrators?


Career interests describe a person's preferences for different types of working environments and activities. When a person's interest match the demands of an occupation, people are usually more engaged and satisfied in that role.

Compared to most occupations, those who work as a Benefits Administrator are usually higher in their Enterprising and Conventional interests.

Benefits Administrators typically have very strong Enterprising interests. 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.

Also, Benefits Administrators typically have very strong Conventional interests. 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.


People differ in their values, or what is most important to them for building job satisfaction and fulfillment.

Compared to most people, those working as a Benefits Administrator tend to value Relationships, Support, and Achievement.

Most importantly, Benefits Administrators strongly value Relationships. Occupations that satisfy this work value allow employees to provide service to others and work with co-workers in a friendly non-competitive environment.

Second, Benefits Administrators strongly value Support. Occupations that satisfy this work value offer supportive management that stands behind employees.

Lastly, Benefits Administrators moderately value Achievement. Occupations that satisfy this work value are results oriented and allow employees to use their strongest abilities, giving them a feeling of accomplishment.

Psychological Demands

Each occupation brings its own set of psychological demands, which describe the characteristics necessary to perform the job well.

In order to perform their job successfully, people who work as Benefits Administrators must consistently demonstrate qualities such as integrity, attention to detail, and analytical thinking.

Below, you'll find a list of qualities typically required of Benefits Administrators, ranked by importance:

Job requires being honest and ethical.
Attention to Detail
Job requires being careful about detail and thorough in completing work tasks.
Analytical Thinking
Job requires analyzing information and using logic to address work-related issues and problems.
Job requires being reliable, responsible, and dependable, and fulfilling obligations.
Job requires a willingness to take on responsibilities and challenges.

What education and training do Benefits Administrators need?

Many Benefits Administrators will have a four-year bachelor's degree, but some do not.

Benefits Administrators usually need several years of work-related experience, on-the-job training, and/or vocational training.

Educational degrees among Benefits Administrators

  • 0.6% did not complete high school or secondary school
  • 13.5% completed high school or secondary school
  • 20.1% completed some college coursework
  • 12.1% earned a Associate's degree
  • 41.0% earned a Bachelor's degree
  • 10.9% earned a Master's degree
  • 1.7% earned a doctorate or professional degree

Knowledge and expertise required by Benefits Administrators

Benefits Administrators may benefit from understanding of specialized subject areas, such as personnel and human resources, administration and management, or mathematics knowledge.

The list below shows several areas in which most Benefits Administrators might want to build proficiency, ranked by importance.

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.
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.
Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications.
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.
Law and Government
Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process.

Important Abilities needed by Benefits Administrators

Benefits Administrators must develop a particular set of abilities to perform their job well. Abilities are individual capacities that influence a person's information processing, sensory perception, motor coordination, and physical strength or endurance. Individuals may naturally have certain abilities without explicit training, but most abilities can be sharpened somewhat through practice.

For example, Benefits Administrators need abilities such as oral expression, oral comprehension, and written comprehension in order to perform their job at a high level. The list below shows several important abilities for Benefits Administrators, ranked by their relative importance.

Oral Expression
The ability to communicate information and ideas in speaking so others will understand.
Oral Comprehension
The ability to listen to and understand information and ideas presented through spoken words and sentences.
Written Comprehension
The ability to read and understand information and ideas presented in writing.
Deductive Reasoning
The ability to apply general rules to specific problems to produce answers that make sense.
Speech Clarity
The ability to speak clearly so others can understand you.

Critical Skills needed by Benefits Administrators

Skills are developed capacities that enable people to function effectively in real-world settings. Unlike abilities, skills are typically easier to build through practice and experience. Skills influence effectiveness in areas such as learning, working with others, design, troubleshooting, and more.

Benefits Administrators frequently use skills like reading comprehension, critical thinking, and active listening to perform their job effectively. The list below shows several critical skills for Benefits Administrators, ranked by their relative importance.

Reading Comprehension
Understanding written sentences and paragraphs in work-related documents.
Critical Thinking
Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems.
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.
Talking to others to convey information effectively.
Communicating effectively in writing as appropriate for the needs of the audience.

What is the source of this information?

The information provided on this page is adapted from data and descriptions published by the U.S. Department of Labor, Employment and Training Administration under the CC BY 4.0 license. TraitLab has modified some information for ease of use and reading, and the U.S. Department of Labor, Employment, and Training Administration has not approved, endorsed, or tested these modifications.

If you have any questions or suggestions about this information, please send a message.