We surveyed 585 compensation and benefits managers to learn what personality traits and interests make them unique. Here are the results.
Compensation and benefits managers are enterprising and conventional
Compensation and benefits managers tend to be predominantly enterprising individuals, which means that they are usually quite natural leaders who thrive at influencing and persuading others. They also tend to be conventional, meaning that they are usually detail-oriented and organized, and like working in a structured environment.
If you are one or both of these archetypes, you may be well suited to be a compensation and benefits manager. However, if you are realistic, this is probably not a good career for you. Unsure of where you fit in? Take the career test now.
Here’s how the Holland codes of the average compensation and benefits manager break down:
The top personality traits of compensation and benefits managers are social responsibility and openness
Compensation and benefits managers score highly on social responsibility, indicating that they desire fair outcomes and have a general concern for others. They also tend to be high on the measure of openness, which means they are usually curious, imaginative, and value variety.
Once again, let’s break down the components of the personality of an average compensation and benefits manager: