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grounded in this role's JobFrame record + structure

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Key statistics

The identity block — every fact is canon, none is generated.

6 of 8

Track

Management

Family rungs priced

M1 · M2 · M3 · M4 · M5 · M6

—

corporate_services

Coordinates

2 / 4 spaces

pay@2 · 2026-07

What this role is

Senior leader who owns the overall compensation and benefits strategy and manages the directors and managers who execute it. At the Vice President (M6) level, the role owns a major function or division, enterprise priorities and external factors, and drives division-wide / organization-wide. Leads the leadership of a division.

What this level does

Leads the compensation and benefits organization through senior managers across functions and regions, setting long-term Total Rewards strategy that affects sustained company success
Crafts and governs compensation for senior executives, navigating complex logistics, cultural transitions, and varied legal landscapes with a comprehensive, adaptable strategy
Directs the layering of sophisticated executive packages — competitive base salary, performance bonuses for global scope, relocation and travel support, and tax equalization accounting for currency and cost-of-living differences
Negotiates with executives on critical Total Rewards matters and shapes company policy on pay philosophy, equity dilution, and benefits investment
Resolves abstract, cross-functional issues where compensation strategy intersects with finance, legal, and global mobility, defining the multi-year roadmap for the function

Knowledge applied: Sets long-term Total Rewards and executive/cross-border compensation strategy with sustained effect on company success.
Complexity & problem solving: Addresses abstract, cross-functional issues spanning finance, legal, and global mobility; defines multi-year strategy and pay philosophy.
Collaboration & interaction: Negotiates with executives on critical matters and influences company-wide compensation policy; leads through senior managers across functions/regions.
Typical experience: 12-15+ years of deep C&B leadership across departments, regions, or divisions.

Skills at this level

Total Rewards Framework: — Organizes compensation and benefits offerings into a coherent Total Rewards structure covering salary, incentives, and benefits, and uses it to shape and communicate the function's programs.
Compensation Analysis: — Compares job classifications, salaries, and benefits plans through data and cost analyses, using salary survey data to assess internal equity and market competitiveness.
Benefits Administration: — Manages enrollment, communication, and eligibility for health, retirement, and statutory benefits, ensuring employees understand and utilize their benefits and that programs run accurately and on time.
Compensation Metrics & Reporting: — Designs and builds compensation metrics, reports, and tools that facilitate program decisions, analyze business outcomes, and support ad hoc analyses with quick turnarounds.
Employment Law & Regulatory Compliance: — Interprets and applies complicated employment laws, insurance and retirement rules, and statutory benefits requirements — including reviewing requirements in new markets — to keep compensation and benefits practices compliant.
HRIS Data Management: — Maintains accurate benefits and Total Rewards data in the HRIS and runs regular audits to ensure data quality and compliance across the function.
Benefits Vendor Negotiation: — Collaborates with external providers such as insurance brokers and retirement plan administrators to negotiate favorable terms and ensure efficient delivery of benefits programs.
Compensation Structure Design: — Designs and implements salary structures and benefits programs balanced against cost, competitiveness, and organizational goals, bridging senior leadership intent and specialist execution.
Executive & Cross-Border Compensation: — Crafts senior executive packages spanning base salary, performance bonuses, relocation and travel support, and tax equalization that accounts for currency fluctuations and cost-of-living differences across jurisdictions.
Market Pricing & Survey Management: — Runs salary survey participation and market pricing so pay practices are benchmarked against the external market and aligned with the organization's compensation philosophy.
SQL for Compensation Analytics: — Uses SQL to query HRIS and compensation datasets, extracting and joining pay, headcount, and market data to build the reports and models that drive program decisions.

Model-authored from 18 retrieved sources, then adversarially reviewed by an independent judge panel and held to a minimum-evidence floor before publication. Distinct from corpus-extracted content, which is labelled as such.

Pay across the ladder

Compensation & Benefits — median with , by . Real canon data.

Pay figures are modeled estimates from our market equation — level-differentiated, with honest-wide bands. They refresh as new leveling evidence lands; treat per-role dollars as directional.

Demand — is the field growing, or just turning over?

Employment growth 2019–2024, BLS OEWSobserved

+18.8%Compensation and Benefits Managers · United States

16,900 → 20,070 jobs

1,500 openings / year, split into:

replacement / exits 1,496

Growth — new jobs (0%)Exits — backfill (100%)

0% of hiring here is genuine expansion; the rest backfills people who move on.

Projected growth 2024–34 expanding: +0.2%
Growth share of hiring: 0%
Exit / retention pressure high: 100%
Openings / year: 1,500

Two quantities, kept apart: observed = employment growth differenced from two BLS OEWS vintages (what already happened); projected = BLS Employment Projections 2024–34, openings decomposed into growth + exits (growth derived from projected employment change). Neither is a pay figure.

Where this role sits — growth vs. pay

level M6 held

Demand axis is projected growth (not raw openings — that just measures churn). A curated, de-duplicated set of recognizable occupations held at this level; this role is highlighted.

Where it pays — by metro

OEWS metro median

San Jose-Sunnyvale-Santa Clara, CA$428k

San Francisco-Oakland-Fremont, CA$384k

Washington-Arlington-Alexandria, DC-VA-MD-WV$355k

Boulder, CO$350k

Seattle-Tacoma-Bellevue, WA$350k

Boston-Cambridge-Newton, MA-NH$335k

Lexington Park, MD$327k

Trenton-Princeton, NJ$325k

Pay only — metro-level demand isn't in public data (it needs job postings). National median $257k; the demand-cube initiative will add growth-by-metro.

What changes across the ladder

Level-distinction canon isn't available for the adjacent levels of this profile yet.

Level differentiators

What separates M6 (M6 — Vice President) from the levels around it — this level only. Every word is real canon for this profile.

Scope: A major function or division
Autonomy: Accountable for division strategy and outcomes
Complexity: Enterprise priorities and external factors
Impact: Division-wide / organization-wide
Decision rights: Owns strategy, budget, and org for a division
Leadership: Leads the leadership of a division

Full level-by-level matrix (side by side across the ladder) lives on the Ladder drill-down — not here.

Promotion

M6is the top of this family's ladder — progression from here is a lattice move (see adjacent roles below), not a rung.

Performance criteria for this profile render in the assessment kit →

People also watch

Nearest coordinate neighbors — same , same level. Each row's (confident / review / no match) comes from its — computed, not curated.

Profile	Key	Median	Δ structural
Principal Compensation & Benefits Analyst	jf_compensation_benefits::P6	$196,313	confident0.06
Director of Compensation & Benefits	jf_compensation_benefits::M5	$196,372	confident0.06
Chief Total Rewards Officer	jf_compensation_benefits::E5	$355,212	confident0.12
Expert Compensation & Benefits Professional	jf_compensation_benefits::P5	$144,303	confident0.12

Capability cluster

O*NET 11-3111

Core to this role. Click any element with an ⓘ for its O*NET definition. A job-specific capability model (SkillFrame) will sharpen this and add worked examples.

The Job Swatch

M6

jf_compensation_benefits::M6

Senior Director, Compensation & Benefits

Compensation & Benefits

no content fingerprint

The swatch is JobFrame's core primitive: a hueset deterministically by the role's superfunction, the profileKey as its color code, the level ladder, and a content fingerprint. Two swatches that look alike are alike.

Because every role carries computable coordinates, similarity, leveling, and pricing become measurable instead of arguable— the whole point of "Pantone for jobs."

Structural

structural@1

Where it sits— position in the work taxonomy + level (weighted Gower, level > function > focus).

Track: M
Superfunction: corporate_services
Function: human_resources_expansion
Family: compensation_benefits
Universal level: 6 / 8

Content

content@2

What it's about— a fingerprint over the role's tasks & capabilities.

No content fingerprint for this profile.

Two roles can sit far apart structurally yet be close in content — that gap is itself a signal.

3-state matching

How any two swatches compare — a real distance in coordinate space, resolved to a calibrated verdict (never a fake "94% match").

Benefits · M6review0.17

Compensation · M6review0.17

Diversity & Inclusion · M6review0.17

Employee Relations · M6review0.17

Global Mobility · M6review0.17

Learning & Development · M6review0.17

Editions — frozen & versioned

structural@1live

Released 2026-06-17

content@2live

Released 2026-07-28

pay@2live

Released 2026-07-02

semantic@1live

Released 2026-07-02

Coordinates belong to a frozen, versioned edition — a coordinate computed today still means the same thing next quarter. Re-fitting issues a new edition, so comparisons are never silently redefined.

How to read this profile

Every number here is traceable — to a named source, a stated method, and an as-of date — and each value is labeled by how we know it: observed from data, computed by a model, projected forward, or governed canon. Nothing is a black box, and nothing is invented to fill a gap.

Where every number comes from

What	Source & method	Edition	State
Median pay + range	JobFrame pay equation (function base × family multiplier × level × focus differential)	pay@2	computed
Pay across the ladder	Same equation applied at each universal level	pay@2	computed
Demand — growth & openings	BLS Employment Projections; openings decomposed into growth + exits	EP 2024–34	projected
Pay by metro	BLS OEWS metropolitan medians	OEWS 2024	observed
Level distinctions	JobFrame universal-level canon (scope · autonomy · complexity · impact · decision rights · leadership)	canon	canon
Capability cluster	O*NET Knowledge / Skills / Abilities	O*NET 11-3111	computed
Coordinates	JobFrame coordinate system — structural (weighted Gower) + content fingerprint	structural@1 · content@2 · pay@2 · semantic@1	computed
Related roles	Nearest neighbors in the structural coordinate space	structural@1	computed

The principles behind the numbers

Ranges, not false precision

Pay is P10 · median · P90, never a single misleading number.

Three honest states, never a fake %

Role matches resolve to confident / review / no-match — a calibrated verdict, not a made-up percentage.

Provenance on every value

Each number carries whether it's observed, computed, projected, or canon — so you always know how much to lean on it.

Gaps shown as gaps

When a figure isn't available at the grain you need, we say so — we don't fabricate a number to fill the cell.

Frozen, versioned editions

Pay and coordinate editions are pinned, so a comparison you make today still means the same thing next quarter.

Privacy by min-N

Any aggregate over people is suppressed below a minimum count, so no individual is identifiable.

Freshness

As of2026-07-31Editioncanon-v2@2.1.0-completeSourcecanon-v2 cell + salary-benchmark (model)