Mid Level Compensation And Benefits Jobs
Mid level compensation and benefits jobs go to professionals ready to own program design end to end, guide junior analysts through complex analyses, and make recommendations that shape total rewards strategy with minimal oversight. Roles are posted across Consulting & Professional Services, Aerospace & Defense, and Healthcare & Medical Services, with a mix of on-site, remote, and hybrid settings, and employers like Alvarez & Marsal, KPMG, and Pamsha hiring at this level now.
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Showing 5 of 22+ Mid Level Compensation And Benefits jobs
Summary
The Compensation & Benefits Analyst II is responsible for supporting the design, analysis, and administration of the organization's compensation and benefits programs. This role ensures that pay practices are competitive, internally equitable, and compliant with applicable laws while supporting the administration of employee benefit programs and total rewards initiatives. The Compensation & Benefits Analyst II partners with Human Resources, Finance, and operational leaders to provide data-driven recommendations that support organizational objectives and enhance the employee experience.
Duties and Responsibilities
- Administers and supports the organization's compensation and benefits programs in accordance with company policies and applicable regulations.
- Conducts job evaluations, market pricing, and salary benchmarking using compensation surveys and market data.
- Assists in the development, maintenance, and administration of salary structures, pay grades, and job architecture.
- Supports annual compensation processes, including merit increases, market adjustments, incentive programs, and salary planning activities.
- Performs compensation analysis to ensure internal equity and external market competitiveness.
- Provides guidance and support to managers and HR staff regarding compensation policies, pay practices, and job classifications.
- Assists with the administration of employee benefit programs, including medical, dental, vision, life insurance, disability, retirement, and voluntary benefits.
- Coordinates with benefit vendors and third-party administrators to resolve issues and ensure effective program administration.
- Supports employee benefit enrollment activities and assists employees with benefits-related inquiries.
- Assists with compliance activities related to FLSA, ERISA, ACA, COBRA, HIPAA, and other applicable federal and state regulations.
- Performs cost analysis and financial modeling to evaluate compensation and benefits program changes.
- Participates in compensation and benefits surveys and conducts market trend analysis.
- Maintains accurate compensation and benefits data within the HRIS and related systems.
- Prepares reports, dashboards, and analyses to support decision-making and organizational planning.
- Assists with internal and external audits and supports regulatory reporting requirements.
- Identifies opportunities for process improvement and assists with the implementation of best practices for total rewards programs.
- Handles confidential employee and company information in an ethical and professional manner.
- Performs duties in an honest and ethical manner.
- Performs other duties as assigned.
Qualifications
Education/Experience:
- Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or related field required.
- Minimum of two (2) to four (4) years of experience in compensation, benefits, total rewards, or a related human resources function.
- Experience conducting compensation analysis, market pricing, and salary benchmarking preferred.
- Experience administering employee benefits programs and working with third-party vendors preferred.
- Advanced proficiency with Microsoft Excel and other Microsoft Office applications required.
- Experience with HRIS systems required.
- Certified Compensation Professional (CCP), Certified Employee Benefit Specialist (CEBS), SHRM-CP, PHR, or related certification preferred.
- Healthcare industry experience preferred.
Summary
The Compensation & Benefits Analyst II is responsible for supporting the design, analysis, and administration of the organization's compensation and benefits programs. This role ensures that pay practices are competitive, internally equitable, and compliant with applicable laws while supporting the administration of employee benefit programs and total rewards initiatives. The Compensation & Benefits Analyst II partners with Human Resources, Finance, and operational leaders to provide data-driven recommendations that support organizational objectives and enhance the employee experience.
Duties and Responsibilities
- Administers and supports the organization's compensation and benefits programs in accordance with company policies and applicable regulations.
- Conducts job evaluations, market pricing, and salary benchmarking using compensation surveys and market data.
- Assists in the development, maintenance, and administration of salary structures, pay grades, and job architecture.
- Supports annual compensation processes, including merit increases, market adjustments, incentive programs, and salary planning activities.
- Performs compensation analysis to ensure internal equity and external market competitiveness.
- Provides guidance and support to managers and HR staff regarding compensation policies, pay practices, and job classifications.
- Assists with the administration of employee benefit programs, including medical, dental, vision, life insurance, disability, retirement, and voluntary benefits.
- Coordinates with benefit vendors and third-party administrators to resolve issues and ensure effective program administration.
- Supports employee benefit enrollment activities and assists employees with benefits-related inquiries.
- Assists with compliance activities related to FLSA, ERISA, ACA, COBRA, HIPAA, and other applicable federal and state regulations.
- Performs cost analysis and financial modeling to evaluate compensation and benefits program changes.
- Participates in compensation and benefits surveys and conducts market trend analysis.
- Maintains accurate compensation and benefits data within the HRIS and related systems.
- Prepares reports, dashboards, and analyses to support decision-making and organizational planning.
- Assists with internal and external audits and supports regulatory reporting requirements.
- Identifies opportunities for process improvement and assists with the implementation of best practices for total rewards programs.
- Handles confidential employee and company information in an ethical and professional manner.
- Performs duties in an honest and ethical manner.
- Performs other duties as assigned.
Qualifications
Education/Experience:
- Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or related field required.
- Minimum of two (2) to four (4) years of experience in compensation, benefits, total rewards, or a related human resources function.
- Experience conducting compensation analysis, market pricing, and salary benchmarking preferred.
- Experience administering employee benefits programs and working with third-party vendors preferred.
- Advanced proficiency with Microsoft Excel and other Microsoft Office applications required.
- Experience with HRIS systems required.
- Certified Compensation Professional (CCP), Certified Employee Benefit Specialist (CEBS), SHRM-CP, PHR, or related certification preferred.
- Healthcare industry experience preferred.
See All 22 Mid Level Compensation And Benefits Jobs
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Find JobsMid Level Compensation And Benefits Job Market
Who's Hiring
- Alvarez & Marsal2
- KPMG1
- Pamsha1P
- SpaceX1
- Walgreens1
Top Industries Hiring
- Consulting & Professional Services3
- Aerospace & Defense2
- Healthcare & Medical Services2
- Retail1
- Insurance1
Mid Level Compensation And Benefits Jobs: Frequently Asked Questions
How do I get a mid level compensation and benefits job?
Position yourself around ownership, not just execution. Highlight projects where you led a compensation review, built a benefits model, or delivered analysis that drove a policy decision. Emphasize proficiency with compensation tools, benefits administration platforms, and data analysis. Tailor your application to show you can work independently, communicate findings to stakeholders, and manage multiple program components simultaneously.
Which companies hire mid level compensation and benefits professionals?
Companies hiring mid level compensation and benefits professionals right now include Alvarez & Marsal, KPMG, and Pamsha, based on current listings on Migrate Mate as of July 2026. Mid-size and enterprise employers across healthcare, financial services, and technology tend to sustain steady hiring at this level as their total rewards programs grow in complexity.
Are there remote mid level compensation and benefits jobs?
Yes, remote and hybrid options are common at this experience level. About 15% of mid level compensation and benefits openings are remote or hybrid as of July 2026, reflecting how much of this work centers on data analysis, reporting, and cross-functional collaboration that translates well to distributed settings. Search current listings on Migrate Mate to filter by work setting.
How do I move up to a mid level compensation and benefits role?
The path from entry level to mid level is built through depth, not just time. Focus on owning full project cycles, such as a benefits open enrollment or a market pricing analysis, rather than supporting them. Develop proficiency in compensation benchmarking methodologies, HRIS platforms, and data interpretation. Demonstrating measurable impact, like cost savings or improved program participation, signals readiness for mid level responsibility.
Which industries hire the most mid level compensation and benefits professionals?
Mid level compensation and benefits roles concentrate in Consulting & Professional Services, Aerospace & Defense, and Healthcare & Medical Services, based on current listings on Migrate Mate as of July 2026. These sectors drive hiring at this level because their workforce scale, regulatory environment, and competition for talent require dedicated professionals who can manage program complexity and advise business partners on total rewards strategy.