Benefits Analyst Jobs
Benefits Analyst jobs are open across healthcare, financial services, insurance, higher education, and large enterprises, at every level from entry-level to senior and manager, with specializations in health and welfare administration, retirement and 401(k) plans, and leave management. Find a role that fits from the openings below and apply directly.
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Showing 5 of 238+ Benefits Analyst jobs
#ChangeMakers
Ready to make an impact?
We develop, manufacture, and supply dental implants, clear aligners, instruments, CADCAM prosthetics and biomaterials for use in esthetic dentistry, tooth replacement and restoration solutions or to prevent tooth loss.
We empower our employees to perform and make an impact, to question the status quo, to drive change, to stay ahead of the competition. From the first Dental Implant in 1974 to the latest Digital Solution – we do things differently than others
We deliver innovation based on evidence. This is part of our employer culture as well as an exceptional team spirit that truly encourages diversity and a powerful “can-do” attitude.
#WeChangeDentistry every day. Be part of it.
Position Summary:
The Compensation & Benefits Analyst supports the design, administration, analysis, and continuous improvement of the organization’s compensation and employee benefits programs. This role uses market intelligence, workforce data, HR technology, and analytical tools to evaluate pay competitiveness, internal equity, benefit plan effectiveness, program costs, and employee experience.
Working closely with Human Resources, Talent Acquisition, Finance, business leaders, and external partners, the Compensation & Benefits Analyst translates complex data into practical recommendations that support talent attraction, retention, engagement, and organizational performance.
The role balances analytical and consultative responsibilities with accurate program administration, regulatory compliance, data governance, and responsive employee support.
Job Responsibilities:
Compensation Analysis and Program Support
- Conduct market pricing and competitive benchmarking using compensation surveys, labor-market data, internal workforce information, and other relevant market resources.
- Perform job evaluations and support the maintenance of job architecture, career levels, salary structures, geographic differentials, job codes, and compensation guidelines.
- Analyze internal equity, pay compression, salary progression, market position, and other compensation trends to identify risks and recommend appropriate actions.
- Support annual and off-cycle compensation processes, including merit increases, promotions, market adjustments, incentive awards, and salary-structure updates.
- Develop compensation models, budget forecasts, and scenario analyses to support workforce planning and compensation decision-making.
- Review proposed pay actions for consistency with compensation philosophy, internal equity, market competitiveness, and approved guidelines.
- Partner with Talent Acquisition and HR Business Partners to provide market data and compensation guidance for new hires, promotions, transfers, and retention situations.
- Support the design, implementation, and evaluation of base-pay, incentive, recognition, and other compensation programs.
- Prepare decision-ready compensation reports, dashboards, presentations, and recommendations for HR and business leadership.
- Benefits Analysis and Program Support
- Support the administration and ongoing evaluation of health, dental, vision, retirement, wellness, leave, and other employee benefit programs.
- Analyze enrollment, participation, utilization, demographic trends, claims experience, plan costs, and employee feedback to evaluate program effectiveness.
- Develop reports and insights that identify benefit-plan risks, cost drivers, service issues, and opportunities for program improvement.
- Support annual benefit renewals, open enrollment, plan changes, implementation activities, and employee communications.
- Coordinate with benefit brokers, consultants, carriers, and vendors to support accurate and effective program delivery.
- Monitor vendor service levels, data quality, issue resolution, and contractual performance.
- Review eligibility, enrollment, billing, and vendor data to identify discrepancies and ensure accurate benefit administration.
- Serve as an escalation resource for complex employee benefit questions and coordinate resolution with internal teams and external partners.
- Assist in developing clear, accessible Total Rewards communications that improve employee understanding and use of available programs.
Data Analytics, Reporting, and Technology
- Use enterprise HR systems, compensation platforms, business-intelligence tools, and advanced spreadsheet capabilities to analyze compensation, benefits, and workforce data.
- Develop and maintain dashboards, scorecards, and key performance indicators measuring program competitiveness, cost, utilization, equity, and effectiveness.
- Automate recurring reports, audits, and analytical workflows to improve accuracy, efficiency, and access to information.
- Use AI-assisted analytical tools appropriately to accelerate research, identify patterns, summarize data, and support scenario development.
- Validate AI-generated outputs through independent analysis, source-data review, and sound professional judgment.
- Maintain accurate compensation and benefits data within systems such as SAP SuccessFactors, or comparable HRIS platforms.
- Conduct regular data audits, reconciliations, and quality reviews to ensure information is complete, accurate, and consistent across systems.
- Document analytical methodologies, assumptions, data definitions, procedures, and controls to support repeatability and data governance.
- Identify opportunities to improve Total Rewards processes through automation, system enhancements, self-service reporting, and emerging HR technologies.
- Partnership and Decision Support
- Serve as an analytical resource and internal consultant to HR Business Partners, Talent Acquisition, Finance, and business leaders.
- Translate complex compensation, benefits, and workforce information into clear business insights and actionable recommendations.
- Provide analytical support for organizational changes, workforce planning, restructuring, job design, retention initiatives, and other business priorities.
- Partner with Finance on compensation budgets, benefit-cost forecasts, workforce assumptions, and financial-impact analyses.
- Present findings and recommendations to HR leadership and other stakeholders through concise reports, visualizations, and presentations.
- Monitor external market practices, regulatory developments, workforce trends, and emerging Total Rewards strategies.
- Support special projects such as pay-equity reviews, benefit-plan evaluations, job-architecture initiatives, mergers and acquisitions, or HR technology implementations.
Compliance, Controls, and Governance
Support compliance with applicable compensation and benefits laws and regulations, including FLSA, ERISA, ACA, COBRA, HIPAA, equal-pay requirements, and pay-transparency obligations.- Assist with regulatory reporting, plan audits, internal controls, required notices, filings, and documentation.
- Audit compensation transactions and benefit records for alignment with company policies, approval requirements, and established program guidelines.
- Maintain appropriate confidentiality and safeguards for sensitive employee, compensation, benefits, and health-related information.
- Partner with HR Operations, Payroll, Employer Relations, Finance, and external advisors to address compliance questions and implement required changes.
- Support the development and maintenance of compensation and benefits policies, procedures, process documentation, and governance standards.
- General office environment.
- Sit for extended periods of time.
Minimum Qualifications:
- Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Statistics, Data Analytics, or a related field, or an equivalent combination of education and relevant experience.
- 3+ years of progressively responsible experience in compensation, benefits, Total Rewards, HR analytics, or a related analytical role.
- Experience conducting market pricing, compensation analysis, benchmarking, job evaluation, or salary-structure analysis.
- Working knowledge of employee benefits programs and benefit-administration processes.
- Strong quantitative, analytical, and problem-solving skills, including the ability to identify patterns, evaluate alternatives, and develop recommendations.
- Advanced proficiency in Microsoft Excel, including pivot tables, lookup functions, conditional formulas, data validation, and analytical modeling.
- Experience working with enterprise HRIS, compensation-management, or benefits-administration systems.
- Ability to interpret complex information and communicate findings clearly to both technical and nontechnical audiences.
- Strong organizational and project-management skills, with the ability to manage multiple priorities and recurring deadlines.
- Demonstrated discretion when handling confidential employee and compensation information.
Preferred Qualifications:
- Experience with SAP SuccessFactors, or a comparable enterprise HR platform.
- Experience with Power BI, or similar data preparation and visualization tools.
- Experience supporting annual compensation planning, pay-equity analysis, benefit renewals, or open enrollment.
- Familiarity with AI-enabled analytical tools, workflow automation, and responsible use of generative AI in HR processes.
- Experience with compensation modeling, workforce forecasting, incentive analysis, or predictive analytics.
- Professional certification such as Certified Compensation Professional, Certified Benefits Professional, Certified Employee Benefit Specialist, SHRM-CP, SHRM-SCP, PHR, or SPHR.
Salary: $120,000- $130,000/Annually. The final pay for this position will vary based on geographic location and candidate experience relative to what the company reasonably anticipates for this position.
Whether you’re looking to build your career, improve your health, or brighten your SMILE, we offer generous benefits to help you achieve your goals.
- Very Competitive total compensation plans (some positions include discretionary bonus, or Performance Share Units).
- A 401(K) plan to help you plan for your future with an employer match
- Great health, dental and vision insurance packages to fit your needs to ensure you’re happy and healthy. Straumann contributes a healthy portion towards employees’ premium.
Generous PTO allowance - plenty of time to recharge those batteries!
Please understand that we do not need external support by recruiting agencies and consultants to fill this vacancy. Thank you for respecting this.
Videos To Watch
https://youtu.be/3lq5BLAvIdQ
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or disability.
Employment Type: Full Time
Alternative Locations: United States : Andover (MA)
Travel Percentage: 0%
Requisition ID: 21675
#ChangeMakers
Ready to make an impact?
We develop, manufacture, and supply dental implants, clear aligners, instruments, CADCAM prosthetics and biomaterials for use in esthetic dentistry, tooth replacement and restoration solutions or to prevent tooth loss.
We empower our employees to perform and make an impact, to question the status quo, to drive change, to stay ahead of the competition. From the first Dental Implant in 1974 to the latest Digital Solution – we do things differently than others
We deliver innovation based on evidence. This is part of our employer culture as well as an exceptional team spirit that truly encourages diversity and a powerful “can-do” attitude.
#WeChangeDentistry every day. Be part of it.
Position Summary:
The Compensation & Benefits Analyst supports the design, administration, analysis, and continuous improvement of the organization’s compensation and employee benefits programs. This role uses market intelligence, workforce data, HR technology, and analytical tools to evaluate pay competitiveness, internal equity, benefit plan effectiveness, program costs, and employee experience.
Working closely with Human Resources, Talent Acquisition, Finance, business leaders, and external partners, the Compensation & Benefits Analyst translates complex data into practical recommendations that support talent attraction, retention, engagement, and organizational performance.
The role balances analytical and consultative responsibilities with accurate program administration, regulatory compliance, data governance, and responsive employee support.
Job Responsibilities:
Compensation Analysis and Program Support
- Conduct market pricing and competitive benchmarking using compensation surveys, labor-market data, internal workforce information, and other relevant market resources.
- Perform job evaluations and support the maintenance of job architecture, career levels, salary structures, geographic differentials, job codes, and compensation guidelines.
- Analyze internal equity, pay compression, salary progression, market position, and other compensation trends to identify risks and recommend appropriate actions.
- Support annual and off-cycle compensation processes, including merit increases, promotions, market adjustments, incentive awards, and salary-structure updates.
- Develop compensation models, budget forecasts, and scenario analyses to support workforce planning and compensation decision-making.
- Review proposed pay actions for consistency with compensation philosophy, internal equity, market competitiveness, and approved guidelines.
- Partner with Talent Acquisition and HR Business Partners to provide market data and compensation guidance for new hires, promotions, transfers, and retention situations.
- Support the design, implementation, and evaluation of base-pay, incentive, recognition, and other compensation programs.
- Prepare decision-ready compensation reports, dashboards, presentations, and recommendations for HR and business leadership.
- Benefits Analysis and Program Support
- Support the administration and ongoing evaluation of health, dental, vision, retirement, wellness, leave, and other employee benefit programs.
- Analyze enrollment, participation, utilization, demographic trends, claims experience, plan costs, and employee feedback to evaluate program effectiveness.
- Develop reports and insights that identify benefit-plan risks, cost drivers, service issues, and opportunities for program improvement.
- Support annual benefit renewals, open enrollment, plan changes, implementation activities, and employee communications.
- Coordinate with benefit brokers, consultants, carriers, and vendors to support accurate and effective program delivery.
- Monitor vendor service levels, data quality, issue resolution, and contractual performance.
- Review eligibility, enrollment, billing, and vendor data to identify discrepancies and ensure accurate benefit administration.
- Serve as an escalation resource for complex employee benefit questions and coordinate resolution with internal teams and external partners.
- Assist in developing clear, accessible Total Rewards communications that improve employee understanding and use of available programs.
Data Analytics, Reporting, and Technology
- Use enterprise HR systems, compensation platforms, business-intelligence tools, and advanced spreadsheet capabilities to analyze compensation, benefits, and workforce data.
- Develop and maintain dashboards, scorecards, and key performance indicators measuring program competitiveness, cost, utilization, equity, and effectiveness.
- Automate recurring reports, audits, and analytical workflows to improve accuracy, efficiency, and access to information.
- Use AI-assisted analytical tools appropriately to accelerate research, identify patterns, summarize data, and support scenario development.
- Validate AI-generated outputs through independent analysis, source-data review, and sound professional judgment.
- Maintain accurate compensation and benefits data within systems such as SAP SuccessFactors, or comparable HRIS platforms.
- Conduct regular data audits, reconciliations, and quality reviews to ensure information is complete, accurate, and consistent across systems.
- Document analytical methodologies, assumptions, data definitions, procedures, and controls to support repeatability and data governance.
- Identify opportunities to improve Total Rewards processes through automation, system enhancements, self-service reporting, and emerging HR technologies.
- Partnership and Decision Support
- Serve as an analytical resource and internal consultant to HR Business Partners, Talent Acquisition, Finance, and business leaders.
- Translate complex compensation, benefits, and workforce information into clear business insights and actionable recommendations.
- Provide analytical support for organizational changes, workforce planning, restructuring, job design, retention initiatives, and other business priorities.
- Partner with Finance on compensation budgets, benefit-cost forecasts, workforce assumptions, and financial-impact analyses.
- Present findings and recommendations to HR leadership and other stakeholders through concise reports, visualizations, and presentations.
- Monitor external market practices, regulatory developments, workforce trends, and emerging Total Rewards strategies.
- Support special projects such as pay-equity reviews, benefit-plan evaluations, job-architecture initiatives, mergers and acquisitions, or HR technology implementations.
Compliance, Controls, and Governance
Support compliance with applicable compensation and benefits laws and regulations, including FLSA, ERISA, ACA, COBRA, HIPAA, equal-pay requirements, and pay-transparency obligations.- Assist with regulatory reporting, plan audits, internal controls, required notices, filings, and documentation.
- Audit compensation transactions and benefit records for alignment with company policies, approval requirements, and established program guidelines.
- Maintain appropriate confidentiality and safeguards for sensitive employee, compensation, benefits, and health-related information.
- Partner with HR Operations, Payroll, Employer Relations, Finance, and external advisors to address compliance questions and implement required changes.
- Support the development and maintenance of compensation and benefits policies, procedures, process documentation, and governance standards.
- General office environment.
- Sit for extended periods of time.
Minimum Qualifications:
- Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Statistics, Data Analytics, or a related field, or an equivalent combination of education and relevant experience.
- 3+ years of progressively responsible experience in compensation, benefits, Total Rewards, HR analytics, or a related analytical role.
- Experience conducting market pricing, compensation analysis, benchmarking, job evaluation, or salary-structure analysis.
- Working knowledge of employee benefits programs and benefit-administration processes.
- Strong quantitative, analytical, and problem-solving skills, including the ability to identify patterns, evaluate alternatives, and develop recommendations.
- Advanced proficiency in Microsoft Excel, including pivot tables, lookup functions, conditional formulas, data validation, and analytical modeling.
- Experience working with enterprise HRIS, compensation-management, or benefits-administration systems.
- Ability to interpret complex information and communicate findings clearly to both technical and nontechnical audiences.
- Strong organizational and project-management skills, with the ability to manage multiple priorities and recurring deadlines.
- Demonstrated discretion when handling confidential employee and compensation information.
Preferred Qualifications:
- Experience with SAP SuccessFactors, or a comparable enterprise HR platform.
- Experience with Power BI, or similar data preparation and visualization tools.
- Experience supporting annual compensation planning, pay-equity analysis, benefit renewals, or open enrollment.
- Familiarity with AI-enabled analytical tools, workflow automation, and responsible use of generative AI in HR processes.
- Experience with compensation modeling, workforce forecasting, incentive analysis, or predictive analytics.
- Professional certification such as Certified Compensation Professional, Certified Benefits Professional, Certified Employee Benefit Specialist, SHRM-CP, SHRM-SCP, PHR, or SPHR.
Salary: $120,000- $130,000/Annually. The final pay for this position will vary based on geographic location and candidate experience relative to what the company reasonably anticipates for this position.
Whether you’re looking to build your career, improve your health, or brighten your SMILE, we offer generous benefits to help you achieve your goals.
- Very Competitive total compensation plans (some positions include discretionary bonus, or Performance Share Units).
- A 401(K) plan to help you plan for your future with an employer match
- Great health, dental and vision insurance packages to fit your needs to ensure you’re happy and healthy. Straumann contributes a healthy portion towards employees’ premium.
Generous PTO allowance - plenty of time to recharge those batteries!
Please understand that we do not need external support by recruiting agencies and consultants to fill this vacancy. Thank you for respecting this.
Videos To Watch
https://youtu.be/3lq5BLAvIdQ
All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, or disability.
Employment Type: Full Time
Alternative Locations: United States : Andover (MA)
Travel Percentage: 0%
Requisition ID: 21675
Benefits Analyst Jobs by Experience Level
See All 238+ Benefits Analyst Jobs
Find roles that match your experience and apply in just a few clicks.
Find Benefits Analyst JobsBenefits Analyst Job Market
Who's Hiring
- CVS Health35
- WTW10
- Houchens Insurance Group / Curneal Hignite Insurance5H
- Whatnot4
- HUB International4
Top Industries Hiring
- Insurance13
- Retail9
- Healthcare & Medical Services9
- Consulting & Professional Services7
- Investment & Asset Management4
What Employers Look For
The qualifications that appear most often in benefits analyst jobs.
- Bachelor's degree in human resources, business administration, or a related field
- Experience administering health, dental, vision, and life insurance plans
- Proficiency with HRIS platforms such as Workday, SAP SuccessFactors, or ADP
- Knowledge of ERISA, HIPAA, COBRA, FMLA, and ACA compliance requirements
- CEBS, CBP, or PHR certification preferred or required at mid-to-senior levels
- Strong Excel skills including pivot tables, VLOOKUPs, and benefits reconciliation
Tips for Your Benefits Analyst Job Search
Tailor your resume to plan types
Employers hiring benefits analysts call out specific plan types in job postings. Adjust your resume bullets to match whether the role is focused on health and welfare, defined contribution, or leave administration rather than listing every plan you have touched.
Highlight your HRIS and carrier portal experience
Benefits analyst postings consistently screen for hands-on experience with platforms like Workday, SAP SuccessFactors, or ADP. Name the systems you have actually configured or administered, not just used, and note any carrier or TPA portals you reconcile against.
Apply early to roles that fit
Migrate Mate lists benefits analyst openings from across the United States in one place, so you can find roles that match and apply directly to each listing.
Filter openings by benefits-specific keywords
General HR searches bury benefits analyst roles under broader titles. Search for terms like '401k administration,' 'open enrollment,' or 'leave analyst' alongside the title to surface openings where benefits is the core function, not a secondary duty.
Prepare a benefits audit or reconciliation example
Interviewers for benefits analyst roles routinely ask for a specific example of a discrepancy you caught or a process you improved. Have one clear story ready that covers what the issue was, how you identified it, and what you changed.
Ask about benefits technology roadmap in your interview
Asking what HRIS or enrollment platform the team is on, and whether any migration or upgrade is planned, signals analytical curiosity and practical awareness. It also helps you evaluate whether the role will stretch your technical skills or keep you on legacy systems.
Benefits Analyst Jobs: Frequently Asked Questions
Which companies are hiring the most benefits analysts?
The companies hiring the most benefits analysts right now include CVS Health, WTW, and Houchens Insurance Group / Curneal Hignite Insurance, with the largest share of openings in California, New York, and Texas, based on current listings on Migrate Mate as of August 2026. Healthcare systems, large insurers, and financial services firms tend to post the highest volume of benefits analyst roles year-round.
How many benefits analyst jobs are remote?
About 81% of benefits analyst openings are fully remote or hybrid as of August 2026, making it one of the more flexible HR specializations to job search in. Roles focused on retirement plan administration and leave management tend to skew most remote, while open enrollment coordination roles more often require on-site presence during peak periods.
How do you become a benefits analyst?
Start with a bachelor's degree in human resources, business, or finance, then move into an HR coordinator or benefits administrator role to build hands-on plan administration experience. From there, focus on learning HRIS platforms and ERISA compliance fundamentals. Earning a benefits-specific certification such as the CEBS or CBP accelerates your path into analyst-level roles.
Can I get a benefits analyst job with little experience?
Yes, entry-level benefits analyst roles exist and typically require one to two years in HR or benefits administration rather than a pure analyst background. Emphasize any open enrollment support, carrier reconciliation, or leave tracking you have done, even in a generalist role. Proficiency with Excel and familiarity with at least one HRIS platform are the skills that matter most at the entry level.
What does the benefits analyst interview process look like?
Most benefits analyst interviews include an initial HR screen, a technical interview focused on plan knowledge and compliance scenarios, and a final-round conversation with the total rewards or HR leadership team. Expect scenario-based questions about handling enrollment discrepancies, explaining plan options to employees, and managing vendor relationships. Some employers add a short Excel or data exercise to assess reconciliation skills.
Where can I find and apply to benefits analyst jobs?
You can find and apply to benefits analyst jobs on Migrate Mate, which lists current openings from across the United States. Find roles that match your experience and target plan type, then apply directly to each listing. No need to go to multiple sources, the openings are pulled together in one place for you to search and act on.
See All 238+ Benefits Analyst Jobs
Find roles that match your experience and apply in just a few clicks.
Find Benefits Analyst Jobs