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Compensation Benefits Director information

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$30.5K

$147K

$201.5K

How much do compensation benefits director jobs pay per year?

As of Aug 19, 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 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 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.

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 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.

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, 79% Full Time, 15% Part Time, and 5% Contract. Highlights an 89% Physical, 2% Hybrid, and 9% Remote job distribution, with an average salary of $147,030 per year, or $70.7 per hour.

Compensation & Benefits Specialist

Corning

Apodaca, NM • Hybrid

Full-time

Medical, Dental, Life, PTO

Re-posted 26 days ago

Corning rating

8.2

Company rating: 8.2 out of 10

Based on 128 frontline employees who took The Breakroom Quiz

90th of 540 rated manufacturers

Job description

Requisition Number: 75078

The company built on breakthroughs. ​  
Join us.​    

                                                                          

Corning is one of the world’s leading innovators in glass, ceramic, and materials science. From the depths of the ocean to the farthest reaches of space, our technologies push the boundaries of what’s possible.  ​  

How do we do this? With our people. They break through limitations and expectations – not once in a career, but every day. They help move our company, and the world, forward. ​  

​At Corning, there are endless possibilities for making an impact. You can help connect the unconnected, drive the future of automobiles, transform at-home entertainment, and ensure the delivery of lifesaving medicines. And so much more.​   

​Come break through with us.  


Our Optical Communications segment has recently evolved from being a manufacturer of optical fiber and cable, hardware and equipment to being a comprehensive provider of industry-leading optical solutions across the broader communications industry.This segment is classified into two main product groupings – carrier network and enterprise network. The carrier network product group consists primarily of products and solutions for optical-based communications infrastructure for services such as video, data and voice communications. The enterprise network product group consists primarily of optical-based communication networks sold to businesses, governments and individuals for their own use.

Role Purpose

Ensures that COE programs, processes, and policies effectively support the attraction and retention of the talent required to execute corporate strategy. Promotes and reinforces Corning Values and a positive work environment while ensuring full compliance with all legal and regulatory requirements. Ensures that key stakeholders clearly understand the value, benefits, and proper use of COE programs, processes, and policies, and that established standards and guidelines are consistently applied.

Drives the effectiveness of COE programs, processes, and policies to meet or exceed expectations in cost, quality, delivery, and business impact. Supports financial decision-making that achieves top-quartile cost performance while maintaining high levels of HR service delivery. Ensures that COE programs, processes, and policies contribute to strong employee engagement and enhanced organizational productivity.

Key Responsibilities
  • Implements change management strategies that ensure successful implementation and ongoing use of COE programs / processes / policies
  • Implements COE programs / processes / policies in compliance with current legal and regulatory policies and in direct or indirect support of Corning Values and positive work environment objectives
  • Identifies and tracks pending COE related legislative issues and recommends course of action
  • Conducts periodic reviews and evaluations of COE programs / processes / policies and external market practices to identify opportunities for continuous improvement to better meet corporate, business, function and employee needs
  • Assists in reporting on the performance and impact of COE programs / processes / policies, and provides recommendations to ensure achievement of targeted results
  • Develops and maintains subject matter experts through independent research and participation in company / professional groups
  • Standardizes COE programs / processes / policies, as appropriate, to reduce complexity of administration and associated costs
  • Identifies trends and enabling technologies that will improve ability to meet strategic objectives Collaborates with BUHR partners, business leaders, and other COEsto leverage their expertise to expedite integration of business-relevant COE programs/processes/policies/systems
  • Builds COE reputation through value-added interactions with customers
  • Monitors vendor performance in cooperation with Procurement and other appropriate functions to establish stronger vendor relationships, as necessary
  • Interacts with vendors per service level agreement, as needed, to maximize delivery of outsourced services
  • Implements cost reduction strategies that support the achievement of top quartile cost objective
  • Implements COE projects to cost, quality, delivery, and business impact expectations
  • Educates customers about when and how to properly use COE programs / processes / policies  
  • Contribute to the implementation and execution of Compensation & Benefits programs and initiatives
  • Conduct compensation analysis for senior-level roles, providing insights to support strategic decision-making
Experiences/Education - Required
  • Bachelors degree in Human Resources, Business, Organization Development or Labor Relations or equivalent qualification/experience
  • At least 5-8 years of HR experience (generalist/specialist combined)
Experiences/Education - Desired
  • Master’s degree in related area and/or HR certifications
  • Successful track record of performance in a COE Analyst role
  • Work experience supporting multiple client groups
  • Successful track record in the development and deployment of HR processes or programs
  • Successful track record in partnering with external providers / vendor management
  • Successful track record of continuous process/product improvement using defined methodology
  • Proven needs assessment and gap analysis skills
  • Able to handle sensitive information in a confidential manner
  • Proficient in verbal and written English language skills

A job that shapes a life. 

Corning offers you the total package. 

Your well-being is our priority. Our compensation and benefits package supports your health and wellness, financial aspirations, and career from day one. 

  • Company-wide bonuses and long-term incentives align with key business results and ensure you are rewarded when the company performs well. When Corning wins, we all win. 

  • As part of our commitment to your financial well-being and in addition to full Mexico statutory benefits, we offer food coupons that ease daily costs, and a structured savings fund to support your long-term financial goals.  

  • Salaried employees are eligible for comprehensive medical and dental coverage. Additionally, all employees are covered by company-sponsored life insurance, total permanent disability protection, paid time off, and have access to our Employee Assistance Program to support you and your family. 

  • Getting paid for our work is important, but feeling appreciated and recognized for those contributions motivates us much more. That’s why Corning offers a recognition program to celebrate successes and reward colleagues who make exceptional contributions. 

Corning is committed to providing equal employment opportunities and considers requests for reasonable accommodations in accordance with applicable laws. Individuals with disabilities or sincerely held religious beliefs may request reasonable accommodations to participate in the application or interview process, perform essential job functions, or access other benefits and privileges of employment. To submit a request for reasonable accommodation related to disability or religion, please contact us at accommodations@corning.com.

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