| Important Core Job Duties (in order of importance) For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 100 (%) | Description: Design, evaluate, and modify benefits policies to ensure that programs are current, competitive, and in compliance with legal requirements. |
| Importance: 100 (%) | Description: Formulate policies, procedures and programs for recruitment, testing, placement, classification, orientation, benefits and compensation, and labor and industrial relations. |
| Importance: 100 (%) | Description: Mediate between benefits providers and employees, such as by assisting in handling employees' benefits-related questions or taking suggestions. |
| Importance: 100 (%) | Description: Administer, direct, and review employee benefit programs, including the integration of benefit programs following mergers and acquisitions. |
| Importance: 100 (%) | Description: Manage the design and development of tools to assist employees in benefits selection, and to guide managers through compensation decisions. |
| Importance: 100 (%) | Description: Direct preparation and distribution of written and verbal information to inform employees of benefits, compensation, and personnel policies. |
| Importance: 100 (%) | Description: Identify and implement benefits to increase the quality of life for employees by working with brokers and researching benefits issues. |
| Importance: 95 (%) | Description: Fulfill all reporting requirements of all relevant government rules and regulations, including the Employee Retirement Income Security Act (ERISA). |
| Importance: 86 (%) | Description: Develop methods to improve employment policies, processes, and practices, and recommend changes to management. |
| Importance: 81 (%) | Description: Study legislation, arbitration decisions, and collective bargaining contracts to assess industry trends. |
| Importance: 76 (%) | Description: Analyze compensation policies, government regulations, and prevailing wage rates to develop competitive compensation plan. |
| Importance: 76 (%) | Description: Plan, direct, supervise, and coordinate work activities of subordinates and staff relating to employment, compensation, labor relations, and employee relations. |
| Importance: 71 (%) | Description: Prepare detailed job descriptions and classification systems and define job levels and families, in partnership with other managers. |
Educational Paraprofessional Careers and Jobs
Select, Find and Prepare for Educational Paraprofessional Careers and Jobs - all on one page
For people who want classroom experience and a faster path into schools than a full teaching credential. Use the tools below to see which educational paraprofessional roles fit your background and goals.
This role supports classroom teachers directly and typically requires less formal education than a teaching credential, making it a faster entry point into schools. Use the tools below to explore Educational Paraprofessional-related job titles sorted by growth rate, salary, or required education. You can start with entry points like Teacher's Aide, or look ahead to advanced roles such as Lead Paraprofessional or Program Coordinator. Along the way, you will see specific certifications, such as Paraprofessional Certification (state-specific), that can help you move up the career ladder.
Here is a short Helper Video 
This page will take you through 4 steps to (1) Select from Educational Paraprofessional careers/jobs, (2) Find Educational Paraprofessional job listings, (3) Prepare for Educational Paraprofessional careers, and (4) Provide Educational Paraprofessional career-specific resources.
Step 1: Select a Career/Job: This page starts with 4 ways for you to identify and select from listings of Educational Paraprofessional careers/jobs:
A) Fastest Growing Educational Paraprofessional Careers - 2025 to 2035 (est.)
These listings are based on job growth estimates and helps you to identify the fastest growing and evolving Educational Paraprofessional careers. Some careers may not initially seem related to Educational Paraprofessional, so relevant Educational Paraprofessional jobs are listed alongside each listing. This can also help us to identify which careers (bottom of the listing) may have negative growth - perhaps due to automation or planned obsolescence.
B) Median Annual Salary U.S. Educational Paraprofessional Careers
These listings are sorted (descending) by median annual salary in the U.S. This may help us to identify our ideal career. We may not qualify at this time for the desired career, but this listing and the results provided can help us to explore job details, as well as learn how to appropriately prepare for the career.
C) Educational Paraprofessional Career Ladders (Educational Requirements)
These listings will help us to identify Educational Paraprofessional careers sorted by educational requirements (with the most difficult to obtain listed first). This may help us to identify career ladders (as we scroll down the list), and help us to get jobs that we qualify for now.
D) Select From a Listing of 38 Educational Paraprofessional Jobs.
The list may be quite long. There are two ways you might like to use this list:
1) Filter - As you enter a word, you will filter (limit) the list of job titles
2) Browse the list (Don't Filter) - You can simply explore the list of job titles. There may be many that you might never have considered to be of interest.
Once you have identified a job title of interest, simply click on it.
Step 2: Find a Job: After you have selected a career/job title above, you will see a form asking for your location. You will see several radio selection choices to utilize the job search site of your choice.
Step 3: Prepare For a Career: In this section you will gain access to detailed information to help you prepare for the chosen career. Information may include (not every career choice includes all of the elements below - updates occur quarterly):
Core Duties: Lists the primary worker-related tasks performed in this occupation
Supplemental Duties: Lists additional tasks that are performed but are secondary to the core duties
Work Activities: Summarizes the broad types of behaviors and actions related to this career
Specific Work Activities: Provides more granular day-to-day activities tied to the work performed
Essential Skills: Provides foundational skills that are core to performing this specific occupation
Transferable Skills: Provides career-portable skills that can be applied across multiple occupations and industries
Day-in-the-Life Summaries: Provides a snapshot of the key activities performed on a typical workday in this career
Knowledge Required: Provides the requirements regarding the acquisition of facts and principles
Software Skills: Lists software tools commonly used in this occupation, organized by category and priority
Preparation Required: Provides a summary of the required experience and education
Education Required: Detailed breakdown of the education required
Training and Experience Required: Detailed breakdown of the training and Training and Experience Required
Local Salary Information: Provides national and local salary ranges
Certifications: Provides appropriate government and private-sector certifications and/or credentials that may be required
Professional Associations: Provides professional associations that are related to the career selected
Job Listings: Provides links to active current job listings for the selected career, along with multiple similar job titles to explore. All information appears on this page without navigating away.
Related Careers to Consider: Lists up to 20 careers that might be of interest to you (related to your initial choice - what they do, what they know, and what they're called), ranked by best fit.
** If you clicked on a link from section D (as described in Step 1 above), you will see one or more links to an occupation that is usually a bit more general than your initial job selection - the link(s) is directly related to the specific job you identified through your prior selections.
*NOTE: It is possible that there may not be a career path identified for the specific job you selected in Step 1. If this is the case, scroll up the page and click on a different career/job.
Step 4: Career-Specific Resources (detailed and constantly updated): Continue to scroll down the page and you will find tabs that provide detailed (updated) links specific to the career you selected. This information includes:
Videos: Provides a listing of video links related to this career. A great way to get a quick overview of the occupation.
Resumes: Sources for resume materials and techniques. This can help to get you started.
Job Description: Sources that provide job descriptions, which are vital to resume and interview preparation.
Interviews: Provides links that can help you to prepare for and successfully complete the job interview. Can also assist with coffee chats.
Step by Step: Provides links to resources that can help to organize the career search process.
LinkedIn: One of the best professional social media sites that provides links, opportunities, and networking specifically for careers and career development.
Step 1 of 4: Select a Career/Job
6 Educational Paraprofessional careers are listed below (sorted by Percentage Change in Total Job Openings - 2025 to 2035 est.). Educational Paraprofessional-related jobs specific to each career are also provided. This shows which careers are emerging and growing the fastest. Please Scroll and Select below:
| Occupations | U.S. Job Openings 2025-2035 (% change) | Educational Paraprofessional-Related Jobs |
7 Educational Paraprofessional careers are listed below (sorted by U.S. National Median Salary). Educational Paraprofessional-related jobs specific to each occupation are also provided. Please Scroll and Select below::
| Occupations | National Median Salary | Educational Paraprofessional-Related Jobs |
9 Educational Paraprofessional careers are listed (sorted by Education/Preparation Requirements - descending) to provide career ladders. Educational Paraprofessional-related jobs specific to each career are also provided.
|
Education/Preparation Categories: 5 = Usually requires graduate school (e.g., Master's degree, Ph.D., M.D., or J.D.) 4 = Usually requires a four-year Bachelor's degree 3 = Usually requires vocational training, related on-the-job experience, or Associate's degree 2 = Usually requires a high school diploma or GED, but not always Please Scroll and Select below: |
||
| Occupations | Education/Preparation | Educational Paraprofessional-Related Jobs |
Scroll through the picklist (below). There are 38 specific Educational Paraprofessional job titles listed. Select those that may be of interest - you will get active job listing links, along with detailed resources to help you prepare for a career related to that job.
You can use this form two ways:
Filter - As you enter a keyword, you will filter (limit) the list of job titles below
Browse the list (Don't Filter) - You can simply explore the list of job titles. There may be many that you might never have considered to be of interest.
OR - leave blank and scroll through the choices:
Select a Job Title (Scroll and Select) :
Step 2 of 4: Find a Job
Find Job Listings:
Compensation and Benefits Managers.
Step 3 of 4: Prepare For a Career
Compensation and Benefits Managers
Description: Plan, direct, or coordinate compensation and benefits activities of an organization.
Please click on a section below to expand and see detailed occupational information related to "Compensation and Benefits Managers":
U.S. Total Employment (2025):
23,700U.S. Total Employment (2035 est.):
24,000
Employment Change (2025-2035 est.):
300 (1.1%) Average Annual Job Openings (2025-2035 est.):
1,600
Core Duties
Supplemental Duties
| Important Supplemental Job Duties (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 67 (%) | Description: Plan and conduct new-employee orientations to foster positive attitude toward organizational objectives. |
| Importance: 67 (%) | Description: Prepare personnel forecasts to project employment needs. |
| Importance: 67 (%) | Description: Prepare budgets for personnel operations. |
| Importance: 52 (%) | Description: Negotiate bargaining agreements. |
| Importance: 52 (%) | Description: Maintain records and compile statistical reports concerning personnel-related data, such as hires, transfers, performance appraisals, and absenteeism rates. |
| Importance: 48 (%) | Description: Contract with vendors to provide employee services, such as food services, transportation, or relocation service. |
| Importance: 43 (%) | Description: Analyze statistical data and reports to identify and determine causes of personnel problems, and develop recommendations for improvement of organization's personnel policies and practices. |
| Importance: 33 (%) | Description: Advise management on such matters as equal employment opportunity, sexual harassment, and discrimination. |
| Importance: 29 (%) | Description: Represent organization at personnel-related hearings and investigations. |
Work Activities
| Important General Work Activities (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 90 (%) | Description: Communicating with Supervisors, Peers, or Subordinates: Providing information to supervisors, co-workers, and subordinates by telephone, in written form, e-mail, or in person. |
| Importance: 89 (%) | Description: Establishing and Maintaining Interpersonal Relationships: Developing constructive and cooperative working relationships with others, and maintaining them over time. |
| Importance: 87 (%) | Description: Getting Information: Observing, receiving, and otherwise obtaining information from all relevant sources. |
| Importance: 87 (%) | Description: Working with Computers: Using computers and computer systems (including hardware and software) to program, write software, set up functions, enter data, or process information. |
| Importance: 85 (%) | Description: Making Decisions and Solving Problems: Analyzing information and evaluating results to choose the best solution and solve problems. |
| Importance: 83 (%) | Description: Evaluating Information to Determine Compliance with Standards: Using relevant information and individual judgment to determine whether events or processes comply with laws, regulations, or standards. |
| Importance: 83 (%) | Description: Updating and Using Relevant Knowledge: Keeping up-to-date technically and applying new knowledge to your job. |
| Importance: 83 (%) | Description: Communicating with People Outside the Organization: Communicating with people outside the organization, representing the organization to customers, the public, government, and other external sources. This information can be exchanged in person, in writing, or by telephone or e-mail. |
| Importance: 80 (%) | Description: Developing Objectives and Strategies: Establishing long-range objectives and specifying the strategies and actions to achieve them. |
| Importance: 79 (%) | Description: Analyzing Data or Information: Identifying the underlying principles, reasons, or facts of information by breaking down information or data into separate parts. |
| Importance: 78 (%) | Description: Organizing, Planning, and Prioritizing Work: Developing specific goals and plans to prioritize, organize, and accomplish your work. |
| Importance: 77 (%) | Description: Processing Information: Compiling, coding, categorizing, calculating, tabulating, auditing, or verifying information or data. |
| Importance: 77 (%) | Description: Resolving Conflicts and Negotiating with Others: Handling complaints, settling disputes, and resolving grievances and conflicts, or otherwise negotiating with others. |
| Importance: 76 (%) | Description: Documenting/Recording Information: Entering, transcribing, recording, storing, or maintaining information in written or electronic/magnetic form. |
| Importance: 74 (%) | Description: Interpreting the Meaning of Information for Others: Translating or explaining what information means and how it can be used. |
| Importance: 73 (%) | Description: Guiding, Directing, and Motivating Subordinates: Providing guidance and direction to subordinates, including setting performance standards and monitoring performance. |
| Importance: 72 (%) | Description: Providing Consultation and Advice to Others: Providing guidance and expert advice to management or other groups on technical, systems-, or process-related topics. |
| Importance: 72 (%) | Description: Monitoring and Controlling Resources: Monitoring and controlling resources and overseeing the spending of money. |
| Importance: 71 (%) | Description: Performing Administrative Activities: Performing day-to-day administrative tasks such as maintaining information files and processing paperwork. |
| Importance: 71 (%) | Description: Thinking Creatively: Developing, designing, or creating new applications, ideas, relationships, systems, or products, including artistic contributions. |
| Importance: 70 (%) | Description: Scheduling Work and Activities: Scheduling events, programs, and activities, as well as the work of others. |
| Importance: 70 (%) | Description: Coaching and Developing Others: Identifying the developmental needs of others and coaching, mentoring, or otherwise helping others to improve their knowledge or skills. |
| Importance: 69 (%) | Description: Coordinating the Work and Activities of Others: Getting members of a group to work together to accomplish tasks. |
| Importance: 68 (%) | Description: Developing and Building Teams: Encouraging and building mutual trust, respect, and cooperation among team members. |
| Importance: 68 (%) | Description: Training and Teaching Others: Identifying the educational needs of others, developing formal educational or training programs or classes, and teaching or instructing others. |
| Importance: 66 (%) | Description: Identifying Objects, Actions, and Events: Identifying information by categorizing, estimating, recognizing differences or similarities, and detecting changes in circumstances or events. |
Specific Work Activities
| Important Specific Work Activities
How can you begin to build experience and skill doing these? This will help now, to begin preparing for this type of occupation. Specific Work Activities appear below: |
|
| Administer compensation or benefits programs. | |
| Advise others on legal or regulatory compliance matters. | |
| Analyze data to inform personnel decisions. | |
| Compile operational data. | |
| Conduct employee training programs. | |
| Develop operating strategies, plans, or procedures. | |
| Develop organizational policies or programs. | |
| Document organizational or operational procedures. | |
| Estimate labor requirements. | |
| Evaluate program effectiveness. | |
| Liaise between departments or other groups to improve function or communication. | |
| Maintain knowledge of current developments in area of expertise. | |
| Maintain personnel records. | |
| Maintain regulatory or compliance documentation. | |
| Manage human resources activities. | |
| Monitor external affairs or events affecting business operations. | |
| Negotiate labor disputes. | |
| Negotiate sales or lease agreements for products or services. | |
| Prepare financial documents, reports, or budgets. | |
| Prepare operational budgets. | |
| Prepare reports related to compliance matters. | |
| Recommend organizational process or policy changes. | |
| Represent the organization in external relations. | |
| Supervise employees. | |
Knowledge Required
| Knowledge Required (in order of importance)
For the Top 5 most important - How can you build experience and skill doing these? This will help now, to begin preparing for this type of occupation. |
|
| Importance (%) | Description |
| Importance: 85 (%) | Description: Personnel and Human Resources: Knowledge of principles and procedures for personnel recruitment, selection, training, compensation and benefits, labor relations and negotiation, and personnel information systems. |
| Importance: 80 (%) | Description: English Language: Knowledge of the structure and content of the English language including the meaning and spelling of words, and rules of composition and grammar. |
| Importance: 78 (%) | Description: Administration and Management: Knowledge of business and management principles involved in strategic planning, resource allocation, human resources modeling, leadership technique, production methods, and coordination of people and resources. |
| Importance: 74 (%) | Description: Customer and Personal Service: Knowledge of principles and processes for providing customer and personal services. This includes customer needs assessment, meeting quality standards for services, and evaluation of customer satisfaction. |
| Importance: 66 (%) | Description: Economics and Accounting: Knowledge of economic and accounting principles and practices, the financial markets, banking, and the analysis and reporting of financial data. |
| Importance: 65 (%) | Description: Mathematics: Knowledge of arithmetic, algebra, geometry, calculus, statistics, and their applications. |
| Importance: 60 (%) | Description: Administrative: Knowledge of administrative and office procedures and systems such as word processing, managing files and records, stenography and transcription, designing forms, and workplace terminology. |
| Importance: 60 (%) | Description: Law and Government: Knowledge of laws, legal codes, court procedures, precedents, government regulations, executive orders, agency rules, and the democratic political process. |
Essential Skills
| Essential Skills (in order of importance)
These are the foundational skills most central to success in this occupation. For the Top 5 most important, how can you begin building experience and confidence using these skills now? |
|
| Importance (%) | Description |
| Importance: 66 (%) | Description: Reading Comprehension: Understanding written sentences and paragraphs in work-related documents. |
| Importance: 66 (%) | Description: Active Listening: Giving full attention to what other people are saying, taking time to understand the points being made, asking questions as appropriate, and not interrupting at inappropriate times. |
| Importance: 66 (%) | Description: Writing: Communicating effectively in writing as appropriate for the needs of the audience. |
| Importance: 66 (%) | Description: Speaking: Talking to others to convey information effectively. |
| Importance: 64 (%) | Description: Critical Thinking: Using logic and reasoning to identify the strengths and weaknesses of alternative solutions, conclusions, or approaches to problems. |
| Importance: 62 (%) | Description: Active Learning: Understanding the implications of new information for both current and future problem-solving and decision-making. |
| Importance: 56 (%) | Description: Monitoring: Monitoring/Assessing performance of yourself, other individuals, or organizations to make improvements or take corrective action. |
Transferable Skills
| Transferable Skills (in order of importance)
These are skills that can transfer across occupations and industries. For the Top 5 most important, how can you strengthen these skills now so they support both this career and future career flexibility? |
|
| Importance (%) | Description |
| Importance: 64 (%) | Description: Judgment and Decision Making: Considering the relative costs and benefits of potential actions to choose the most appropriate one. |
| Importance: 60 (%) | Description: Time Management: Managing one's own time and the time of others. |
| Importance: 60 (%) | Description: Management of Personnel Resources: Motivating, developing, and directing people as they work, identifying the best people for the job. |
| Importance: 58 (%) | Description: Social Perceptiveness: Being aware of others' reactions and understanding why they react as they do. |
| Importance: 56 (%) | Description: Complex Problem Solving: Identifying complex problems and reviewing related information to develop and evaluate options and implement solutions. |
| Importance: 54 (%) | Description: Systems Analysis: Determining how a system should work and how changes in conditions, operations, and the environment will affect outcomes. |
| Importance: 54 (%) | Description: Systems Evaluation: Identifying measures or indicators of system performance and the actions needed to improve or correct performance, relative to the goals of the system. |
| Importance: 54 (%) | Description: Management of Financial Resources: Determining how money will be spent to get the work done, and accounting for these expenditures. |
| Importance: 52 (%) | Description: Coordination: Adjusting actions in relation to others' actions. |
| Importance: 52 (%) | Description: Negotiation: Bringing others together and trying to reconcile differences. |
| Importance: 52 (%) | Description: Service Orientation: Actively looking for ways to help people. |
Day-in-the-Life Summaries
| Day-in-the-Life Summaries These summaries show the main types of activities you are likely to perform on a regular basis in this occupation. How can you imagine your typical workday — using these examples to see if this type of work fits you? |
| Activity: Advise others on business or operational matters. |
| Activity: Advise others on legal or regulatory matters. |
| Activity: Analyze data to improve operations. |
| Activity: Communicate with others about operational plans or activities. |
| Activity: Compile records, documentation, or other data. |
| Activity: Coordinate activities with clients, agencies, or organizations. |
| Activity: Determine resource needs of projects or operations. |
| Activity: Develop organizational policies, systems, or processes. |
| Activity: Evaluate programs, practices, or processes. |
| Activity: Maintain current knowledge in area of expertise. |
| Activity: Maintain operational records. |
| Activity: Manage budgets or finances. |
| Activity: Manage human resources activities. |
| Activity: Monitor external affairs, trends, or events. |
| Activity: Negotiate contracts or agreements. |
| Activity: Perform human resources activities. |
| Activity: Prepare financial documents, reports, or budgets. |
| Activity: Prepare legal or regulatory documents. |
| Activity: Supervise personnel activities. |
| Activity: Train others on operational or work procedures. |
Software Skills
|
Software Skills These are examples of software tools commonly used in this occupation, organized from most to least important for your career preparation. How can you start learning or practicing the highest-priority tools so that you feel confident using them on the job? |
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| High-Priority Tech Skills | ||||||||||||||||||||||||||||||||||||||||||||
| Enterprise resource planning ERP software: | ||||||||||||||||||||||||||||||||||||||||||||
| Workday software | ||||||||||||||||||||||||||||||||||||||||||||
| Office suite software: | ||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Office software | ||||||||||||||||||||||||||||||||||||||||||||
| Presentation software: | ||||||||||||||||||||||||||||||||||||||||||||
| Microsoft PowerPoint | ||||||||||||||||||||||||||||||||||||||||||||
| Spreadsheet software: | ||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Excel | ||||||||||||||||||||||||||||||||||||||||||||
| Widely Used Tech Skills | ||||||||||||||||||||||||||||||||||||||||||||
| Human resources software: | ||||||||||||||||||||||||||||||||||||||||||||
| Oracle HRIS | ||||||||||||||||||||||||||||||||||||||||||||
| Emerging Tech Skills | ||||||||||||||||||||||||||||||||||||||||||||
| Accounting software: | ||||||||||||||||||||||||||||||||||||||||||||
| Intuit QuickBooks | ||||||||||||||||||||||||||||||||||||||||||||
| Data base user interface and query software: | ||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Access Microsoft SQL Server Structured query language SQL | ||||||||||||||||||||||||||||||||||||||||||||
| Document management software: | ||||||||||||||||||||||||||||||||||||||||||||
| Microsoft SharePoint | ||||||||||||||||||||||||||||||||||||||||||||
| Electronic mail software: | ||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Outlook | ||||||||||||||||||||||||||||||||||||||||||||
| Enterprise resource planning ERP software: | ||||||||||||||||||||||||||||||||||||||||||||
| Oracle PeopleSoft SAP software | ||||||||||||||||||||||||||||||||||||||||||||
| Graphics or photo imaging software: | ||||||||||||||||||||||||||||||||||||||||||||
| Adobe Illustrator Adobe Photoshop | ||||||||||||||||||||||||||||||||||||||||||||
| Process mapping and design software: | ||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Visio | ||||||||||||||||||||||||||||||||||||||||||||
| Project management software: | ||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Project | ||||||||||||||||||||||||||||||||||||||||||||
| Word processing software: | ||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Word | ||||||||||||||||||||||||||||||||||||||||||||
| General Software Tools | ||||||||||||||||||||||||||||||||||||||||||||
| Accounting software: | ||||||||||||||||||||||||||||||||||||||||||||
| Deltek Costpoint | ||||||||||||||||||||||||||||||||||||||||||||
| Analytical or scientific software: | ||||||||||||||||||||||||||||||||||||||||||||
| Business analysis software Relex Weibull | ||||||||||||||||||||||||||||||||||||||||||||
| Billing and invoicing software: | ||||||||||||||||||||||||||||||||||||||||||||
| e-MDs Bill | ||||||||||||||||||||||||||||||||||||||||||||
| Data base reporting software: | ||||||||||||||||||||||||||||||||||||||||||||
| AdRelevance | ||||||||||||||||||||||||||||||||||||||||||||
| Data base user interface and query software: | ||||||||||||||||||||||||||||||||||||||||||||
| Microsoft Dynamics Marketing PaloAlto Advertising Plan Pro | ||||||||||||||||||||||||||||||||||||||||||||
| Desktop publishing software: | ||||||||||||||||||||||||||||||||||||||||||||
| Adobe PageMaker Quark enterprise publishing software | ||||||||||||||||||||||||||||||||||||||||||||
| Document management software: | ||||||||||||||||||||||||||||||||||||||||||||
| Atlas Business Solutions Staff Files Document management system software | ||||||||||||||||||||||||||||||||||||||||||||
| Electronic mail software: | ||||||||||||||||||||||||||||||||||||||||||||
| IBM Notes | ||||||||||||||||||||||||||||||||||||||||||||
| Enterprise resource planning ERP software (scroll table below): | ||||||||||||||||||||||||||||||||||||||||||||
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| Human resources software (scroll table below): | ||||||||||||||||||||||||||||||||||||||||||||
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| Internet browser software: | ||||||||||||||||||||||||||||||||||||||||||||
| Web browser software | ||||||||||||||||||||||||||||||||||||||||||||
| Medical software: | ||||||||||||||||||||||||||||||||||||||||||||
| Healthcare common procedure coding system HCPCS | ||||||||||||||||||||||||||||||||||||||||||||
| Project management software: | ||||||||||||||||||||||||||||||||||||||||||||
| Experience in Software Webplanner | ||||||||||||||||||||||||||||||||||||||||||||
| Video creation and editing software: | ||||||||||||||||||||||||||||||||||||||||||||
| Apple iMovie | ||||||||||||||||||||||||||||||||||||||||||||
| Web page creation and editing software: | ||||||||||||||||||||||||||||||||||||||||||||
| Adobe Dreamweaver |
Preparation Required
| Preparation Required - How much preparation is needed to obtain this type of job? |
| Job Zone Four: Considerable Preparation Needed |
| A considerable amount of work-related skill, knowledge, or experience is needed for these occupations. For example, an accountant must complete four years of college and work for several years in accounting to be considered qualified. |
| Most of these occupations require a four-year bachelor's degree, but some do not. |
| Employees in these occupations usually need several years of work-related experience, on-the-job training, and/or vocational training. |
| Many of these occupations involve coordinating, supervising, managing, or training others. Examples include real estate brokers, sales managers, database administrators, graphic designers, conservation scientists, art directors, and cost estimators. |
Education Required
| Education Required - by frequency of educational attainment This shows you details about the level of education most commonly held by workers in this occupation. How can you begin planning the educational pathway that will prepare you best for this type of work? |
|
| Frequency of Attainment (%) | Level of Education |
| Frequency of Attainment: 76.2 (%) | Level of Education: Bachelor's Degree |
| Frequency of Attainment: 14.3 (%) | Level of Education: Master's Degree |
| Frequency of Attainment: 9.5 (%) | Level of Education: Post-Baccalaureate Certificate |
Training and Experience Required
| Training and Experience Required - by frequency of training and work experience attainment This section shows you how often different types of training and work experience are required for this occupation. How can you start gaining the kinds of experience and training that are most common for this type of work? |
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| Frequency of Attainment (%) | Level of Training and Work Experience |
| Frequency of Attainment: 52.4 (%) | Level of Training and Work Experience: Over 4 years, up to and including 6 years |
| Frequency of Attainment: 23.8 (%) | Level of Training and Work Experience: Over 6 years, up to and including 8 years |
| Frequency of Attainment: 9.5 (%) | Level of Training and Work Experience: Over 8 years, up to and including 10 years |
| Frequency of Attainment: 9.5 (%) | Level of Training and Work Experience: Over 10 years |
| Frequency of Attainment: 4.8 (%) | Level of Training and Work Experience: Over 2 years, up to and including 4 years |
Local Salary Information
Select a State (scroll and Select) :
Please select a State to see State and National Salaries
Certifications
| Certifications These are examples of certifications that may be important for this occupation. How can you begin exploring which certifications fit your goals and what steps you would need to take to earn them? |
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Advanced Certified Flexible Compensation Instructor
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Advanced Certified in Flexible Compensation
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Certified Compensation Professional
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Certified Employee Benefit Specialist
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Certified Flexible Compensation Instructor
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Certified in Flexible Compensation
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Certified Retirement Services Professional
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Certified Sales Compensation Professional
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Global Professional in Human Resources
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Group Benefits Associate
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Oracle Compensation Cloud 2021 Certified Implementation Specialist Certification
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Oracle Compensation Cloud 2021 Certified Implementation Specialist Certification
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Professional in Human Resources - International
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Qualified 401(k) Administrator
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Retirement Plans Associate
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Senior Professional in Human Resources
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Senior Professional in Human Resources - International
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Professional Associations
| Professional Associations These associations connect people who work in this occupation or related fields. How can you start using these associations to learn more, build your network, or find mentoring opportunities? |
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American Benefits Council
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Employee Benefit Research Institute (EBRI)
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Employers Council on Flexible Compensation (ECFC)
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International Foundation of Employee Benefit Plans (IFEBP)
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International Franchise Association (IFA)
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International Society of Certified Employee Benefit Specialists (ISCEBS)
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National Academy of Social Insurance (NASI)
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National Association of Dental Plans (NADP)
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Society of Professional Benefit Administrators (SPBA)
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WEB (Worldwide Employment Benefits Network)
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Job Listings
| Job Listings and Similar Occupational Titles - scroll and click to identify common requirements, keywords, and skills in current job listings |
Related Careers to Consider
Step 4 of 4: Career-Specific Resources
This section contains detailed external resources appropriate to "Compensation and Benefits Managers". Explore these resources to start learning more. Links are constantly updated, so bookmark this page.
Videos
Here is a listing of videos related to this career. A great way to get a quick overview of the occupation.
Resumes
Here are resources that allow you to see example resumes for this occupation. It may be helpful to see examples from others who have this type of experience.
Job Description
Here are resources that provide job descriptions, which are vital for resume and interview preparation.
Interviews
There are many great resources that can help guide you through the interview process. These links provide help in preparing and performing an effective interview, specific to this occupation.
Step-by-Step
Here are links to help guide you, step-by-step, to become a(n): Compensation and Benefits Managers
LinkedIn®
Here are links to various posts and groups from LinkedIn ® that relate to this occupation. Great way to start building professional contacts in the field that might be most appropriate for you.
Developed by Dr. Ralph Jagodka, Ed.D., Professor Emeritus of Business Management at Mt. San Antonio College and author of the Harvard Business Impact article "What to Do When Students Ask You for Career Advice." - Full bio. © 2026 About This Page
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