Compensation And Benefits Jobs
Compensation And Benefits jobs are open across healthcare, financial services, technology, manufacturing, and consulting, at every level from analyst to director, with specializations in executive compensation, retirement plan administration, and health and welfare benefits design. Find a role that fits from the openings below and apply directly.
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Showing 5 of 103+ Compensation And Benefits 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
Compensation And Benefits Jobs by Experience Level
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Find JobsCompensation And Benefits Job Market
Who's Hiring
Top Industries Hiring
- Consulting & Professional Services
- Technology & Software
- Banking & Financial Services
- Healthcare & Medical Services
- Law & Legal Services
What Employers Look For
The qualifications that appear most often in compensation and benefits jobs.
- Bachelor's degree in human resources, business administration, finance, or a related field
- Proficiency in HRIS platforms such as Workday, SAP SuccessFactors, or Oracle HCM
- Experience administering or designing health, dental, vision, and retirement benefit plans
- Knowledge of federal regulations including ERISA, FLSA, ACA, and COBRA compliance requirements
- Certified Employee Benefits Specialist (CEBS) or Certified Compensation Professional (CCP) credential preferred
- Ability to conduct compensation benchmarking and salary survey analysis using market data tools
Tips for Your Compensation And Benefits Job Search
Quantify your benefits program impact
Recruiters screening compensation and benefits resumes want numbers tied to outcomes. Replace phrases like 'managed benefits programs' with the employee headcount you supported, cost savings achieved through plan redesign, or open enrollment participation rates you improved.
List your certifications front and center
Credentials like CEBS, CCP, CBP, or PHR signal domain expertise instantly. Put them in your resume header or a dedicated certifications section, not buried in education. Hiring managers in this field scan for them before reading anything else.
Apply early to roles that fit
Migrate Mate lists compensation and benefits 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 plan type or specialty
Compensation and benefits is broad. If your background is in 401(k) administration or equity plan management, target job listings that name those plan types explicitly rather than applying to generic 'total rewards' roles where your niche experience may not be the priority.
Prepare for a technical case in interviews
Many compensation and benefits interviews include a scenario exercise, such as benchmarking a role using market data or modeling a benefits cost change. Practice walking through your methodology aloud, not just your conclusion, because interviewers evaluate your analytical process as much as your answer.
Negotiate with market data you sourced yourself
When discussing your own offer, reference the same compensation benchmarking tools you use professionally, such as the Bureau of Labor Statistics Occupational Employment and Wage Statistics data. Citing a credible source positions you as a practitioner, not just a candidate pushing back.
Compensation And Benefits Jobs: Frequently Asked Questions
Which companies are hiring the most compensation and benefits professionals?
The companies hiring the most compensation and benefits professionals right now include Alvarez & Marsal, YMCA, and Stripe, with the largest share of openings in Texas, California, and Colorado, based on current listings on Migrate Mate as of August 2026. Healthcare systems, large financial institutions, and technology companies consistently maintain the highest volume of openings in this field.
How many compensation and benefits jobs are remote?
About 63% of compensation and benefits openings are fully remote or hybrid as of August 2026, making it one of the more flexible HR specializations. Roles focused on compensation benchmarking, benefits program analysis, and HRIS administration tend to have the highest remote availability, while positions requiring regular employee-facing benefits counseling are more likely to require on-site presence.
How do you become a compensation and benefits professional?
Start with a bachelor's degree in human resources, business, or finance, then gain early experience in HR generalist or payroll roles to build foundational knowledge of total rewards. Pursue a specialist certification such as CEBS or CCP to signal domain expertise. Move into dedicated compensation or benefits analyst roles, then build toward senior positions by leading plan design projects or managing vendor relationships.
How do you get hired in compensation and benefits with little experience?
Target entry-level HR analyst or benefits administrator roles, which require familiarity with benefits enrollment systems rather than deep plan design experience. Emphasize any exposure to HRIS platforms, payroll processing, or open enrollment support from internships or generalist HR work. Pursuing the CEBS Associate credential while job searching demonstrates commitment to the specialty and helps you compete against candidates with more direct experience.
What does the compensation and benefits interview process look like?
Most hiring processes include a recruiter screen focused on your HR background, followed by a panel interview with the total rewards team and an HR business partner. Expect at least one technical exercise, such as reviewing a salary survey spreadsheet, walking through a benefits renewal decision, or explaining how you would structure a job evaluation process. Final rounds often include a conversation with a senior HR leader or CFO.
Where can I find and apply to compensation and benefits jobs?
You can find and apply to compensation and benefits jobs on Migrate Mate, which lists current openings from across the United States. Search the listings to find roles that match your experience level and specialization, then apply directly to each one that fits.
See All 103+ Compensation And Benefits Jobs
Find roles that match your experience and apply in just a few clicks.
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