As of February 01, 2025, the average annual salary for a Head of Compensation and Benefits in Rapid City, SD is $214,290. According to Salary.com, salaries can range from a low of $165,765 to a high of $270,648, with most professionals earning between $188,890 and $243,790.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $243,790 | $20,316 | $4,688 | $117 |
| Average | $214,290 | $17,858 | $4,121 | $103 |
| 25th Percentile | $188,890 | $15,741 | $3,633 | $91 |
An entry-level Head of Compensation and Benefits with under 1 year experience makes about $197,793. With less than 2 years of experience, a mid-level Head of Compensation and Benefits makes around $200,001. After 2-4 years, the Head of Compensation and Benefits pay rises to about $202,944. Those senior Head of Compensation and Benefits with 5-8 years of experience earn roughly $207,360, and those Head of Compensation and Benefits having 8 years or more experience are expected to earn about $212,879 on average.
| Levels | Salary |
|---|---|
| Entry Level Head of Compensation and Benefits | $197,793 |
| Intermediate Level Head of Compensation and Benefits | $200,001 |
| Senior Level Head of Compensation and Benefits | $202,944 |
| Specialist Level Head of Compensation and Benefits | $207,360 |
| Expert Level Head of Compensation and Benefits | $212,879 |
| Entry Level | 8% |
| Mid Level | 7% |
| Senior Level | 5% |
| Top Level | 3% |
| Experienced | 1% |
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Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
Analysis: Analysis is the process of considering something carefully or using statistical methods in order to understand it or explain it.
Benchmarking: Benchmarking is the practice of comparing business processes and performance metrics to industry bests and best practices from other companies. Dimensions typically measured are quality, time and cost. Benchmarking is used to measure performance using a specific indicator (cost per unit of measure, productivity per unit of measure, cycle time of x per unit of measure or defects per unit of measure) resulting in a metric of performance that is then compared to others. Also referred to as "best practice benchmarking" or "process benchmarking", this process is used in management in which organizations evaluate various aspects of their processes in relation to best-practice companies' processes, usually within a peer group defined for the purposes of comparison. This then allows organizations to develop plans on how to make improvements or adapt specific best practices, usually with the aim of increasing some aspect of performance. Benchmarking may be a one-off event, but is often treated as a continuous process in which organizations continually seek to improve their practices.
Market Intelligence: A gathering and analyzing information relevant to a company's market - trends, competitor and customer monitoring.
| Skill | Salary | Demand |
|---|---|---|
|
Analysis
|
$235,719 |
10%
|
|
Compensation Analysis
|
$233,576 |
9%
|
|
Change Management
|
$233,576 |
9%
|
|
Insight
|
$231,433 |
8%
|
|
Flexibility
|
$227,147 |
6%
|
|
Commitment
|
$222,862 |
4%
|
