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Compensation Benefits Director Jobs (NOW HIRING)

Robert Half

Compensation & Benefits Manager

Newport, RI · On-site

$95K - $100K/yr

We are looking for a Compensation & Benefits Manager to lead pay and benefits strategy for our ... Direct the performance of a self-funded health plan by coordinating with vendors and tracking ...

Atwell, LLC

Director of Total Compensation & Benefits

Troy, MI · On-site

$118K - $162K/yr

Recognized as the 2025 ENR Design Firm of the year for the Southeastern US Atwell is seeking a highly analytical Director of Total Compensation & Benefits to lead the strategy, design, and oversight ...

Atwell, LLC

Director of Total Compensation & Benefits

Novi, MI · On-site

$117K - $160K/yr

Recognized as the 2025 ENR Design Firm of the year for the Southeastern US Atwell is seeking a highly analytical Director of Total Compensation & Benefits to lead the strategy, design, and oversight ...

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Compensation Benefits Director information

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$147K

$201.5K

How much do compensation benefits director jobs pay per year?

As of Aug 15, 2026, the average yearly pay for compensation benefits director in the United States is $147,030.00, according to ZipRecruiter salary data. Most workers in this role earn between $125,000.00 and $171,000.00 per year, depending on experience, location, and employer.

What are the key skills and qualifications needed to thrive as a compensation benefits director?

To thrive as a Compensation Benefits Director, you need expertise in compensation strategy, benefits design, data analysis, and a degree in human resources or a related field, often supported by certifications like CCP (Certified Compensation Professional). Familiarity with HRIS platforms, compensation management software, and advanced Excel skills are typically required. Strong leadership, negotiation abilities, and excellent communication help in managing teams and influencing executive decisions. These capabilities ensure competitive, compliant, and effective compensation and benefits programs that attract and retain top talent.

What is a compensation benefits director?

Compensation Benefits Directors are senior human resources professionals responsible for designing, implementing, and managing an organization's employee compensation and benefits programs. They ensure that salary structures, incentive plans, health insurance, retirement plans, and other benefits are competitive and comply with regulations. Their role often involves analyzing market trends, budgeting for compensation costs, and advising leadership on strategies to attract and retain top talent. They also oversee teams that handle payroll, benefits administration, and compliance with labor laws.

What is the difference between Compensation Benefits Director vs Compensation Analyst?

AspectCompensation Benefits DirectorCompensation Analyst
CredentialsBachelor's degree, often advanced certifications (e.g., CCP, CBP)Bachelor's degree, sometimes certifications like CCP
Work EnvironmentStrategic, leadership-focused, managerialAnalytical, data-driven, support role
Employer & Industry UsageUsed in HR departments for senior compensation planningUsed in HR and compensation teams for data analysis

The Compensation Benefits Director oversees compensation strategies and benefits programs at a strategic level, often managing teams and policy development. In contrast, the Compensation Analyst focuses on analyzing compensation data, supporting decision-making with detailed reports. Both roles require strong analytical skills, but the director role emphasizes leadership and strategic planning, while the analyst role is more data-focused and operational.

How does a compensation benefits director typically collaborate with other departments to develop and implement effective compensation strategies?

A Compensation Benefits Director regularly works with HR, finance, and executive leadership to design and refine compensation and benefits programs that align with organizational goals and budget constraints. This collaboration involves analyzing market trends, gathering input on employee needs, and ensuring regulatory compliance. Directors often participate in cross-functional meetings to align compensation strategies with talent acquisition, retention, and overall business objectives. Effective communication and partnership with various departments are essential for creating competitive and sustainable compensation packages.

What cities are hiring for Compensation Benefits Director jobs?

Cities with the most Compensation Benefits Director job openings:

What are the most commonly searched types of Compensation Benefits jobs?

The most popular types of Compensation Benefits jobs are:

What states have the most Compensation Benefits Director jobs?

States with the most job openings for Compensation Benefits Director jobs include:

Compensation Benefits Director jobs near you
Infographic showing various Compensation Benefits Director job openings in the United States as of August 2026, with employment types broken down into 1% As Needed, 78% Full Time, 16% Part Time, and 5% Contract. Highlights an 95% Physical, 2% Hybrid, and 3% Remote job distribution, with an average salary of $147,030 per year, or $70.7 per hour.

Compensation and Benefits Director

L+M Development Partners Inc.

Larchmont, NY • On-site

$90 - $130/hr

Other

Retirement

Re-posted 8 days ago

Job description

L+M Development Partners LLC, an established affordable, mixed-income and market rate residential developer, builder, and property management company, is seeking a Director of Compensation and Benefits. This senior role reports to the SVP of Human Resources and will be based in our Westchester County headquarters.

Areas of Responsibility
  • Ensure company compensation programs are consistently administered in compliance with federal, state, and local laws.
  • Revise, design, and implement compensation packages, bonus programs, salary structures, variable pay, and other incentive initiatives aligned with the company’s strategic plan and market practices.
  • Manage the annual organizational salary‑planning process, including merit increases, promotions, equity, and related budgeting, reporting, and presentations.
  • Partner with leadership and HR colleagues on job family hierarchies, titles, compensation level matching, and related pay practices.
  • Oversee salary survey participation, benchmarking internal roles, and submitting data to ensure corporate compensation objectives are met.
  • Consult with leaders on business needs and compensation challenges.
  • Review and process all promotions, job scope changes, and transfers.
  • Craft offer packages that are internally equitable and externally competitive.
  • Audit existing employee compensation to ensure equity and market competitiveness.
  • Deliver training and communication materials educating employees on total rewards.
  • Collaborate with SVP‑HR, external vendors, and consultants to keep the company competitively positioned and current on industry trends.
  • Evaluate and develop cost‑efficient benefit and wellness programs that aid employee retention and attraction.
  • Manage the annual open‑enrollment process, including employee communications and informational sessions.
  • Update HRIS and payroll systems with accurate enrollment and deduction data.
  • Partner with payroll on 401(k) administration.
Requirements
  • Bachelor’s degree (preferably in a related field); Master’s degree and/or Certified Compensation Professional designation preferred.
  • 7–10 years of experience in analysis, design, and implementation of compensation and benefit programs.
  • Proven expertise in compensation strategy with ability to communicate, present, and influence across all organizational levels.
  • Knowledge of benefit‑plan legislation (ERISA, COBRA, HIPAA, FMLA, PPACA).
  • Advanced critical thinking, strong analytical skills, and data‑interpretation abilities.
  • Financial acumen to identify and implement cost‑effective programs.
  • Proficient in Microsoft Office, especially Excel.
  • Hands‑on HRIS or payroll experience; Ceridian Dayforce knowledge is a plus.
  • Excellent time‑management and prioritization skills.
  • Versatility, flexibility, and adaptability to changing priorities.
  • Strong interpersonal and communication skills.
  • Ability to maintain confidentiality and exercise extreme discretion.
  • Legal eligibility to work in the United States.

L+M offers competitive compensation and benefits and tremendous potential with a growing residential real estate developer/builder organization.

L+M is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, gender, gender identity or expression, sexual orientation, national origin, genetics, disability, age, or veteran status.

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