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Employers Behaving Badly

Chelsea Rice, for HealthLeaders Media, August 26, 2013

Healthcare wellness professionals' pay doesn't impress
Don't blame fat HR compensation packages in the healthcare sector for the rising cost of benefits. In healthcare, wellness and benefits professionals make just below the cross-industry average of $50,000.

In May 2012, the nonprofit Wellness Council of America (WELCOA) electronically surveyed more than 800 human resource professionals. The WELCOA National Wellness Compensation Survey may be the first compensation survey conducted across the industries to compare compensation metrics, as well as sentiments in this field around salary.


MU proposed rules


SLIDESHOW: WELCOA National Wellness Compensation Survey

From benefits managers to employee assistance professionals, this survey compares the median salaries across industries for each of the positions.

The majority of respondents felt their salaries were consistent with others in their field, which includes safety, risk management, wellness, human resources, benefits, occupational health, and employee assistance. Wellness professionals ($55,000) and wellness coaches ($41,000) specifically earn the lowest median salaries, while employee assistance professionals ($75,000) and program directors ($70,000) earn the highest.

Most health and wellness professionals are "moderately satisfied" with their yearly earnings. Nearly two-thirds said they hope to make between $51,000 and $90,000 in the next five years.

Although they earn more than government employees, healthcare wellness professionals earn less than other large private industries like real estate, finance, manufacturing, and transportation. The highest median income for wellness and benefits professionals was in professional/scientific/technical industry, whose human resources employees earn a median salary of $80,000.


Chelsea Rice is an associate editor for HealthLeaders Media.
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1 comments on "Employers Behaving Badly"


Don Stumpp (8/28/2013 at 1:35 PM)
I don't perceive the UPS move as negative or an employer behaving badly. It is what needs to happen. The current situation is another 'cost-shift' that needs to be eliminated. Why does UPS need to pay for health coverage of a spouse who works at Denny's or some employer who skates by without offering insurance? Don't most dual-income families go through the math to determine whether their insurance should be through the husband or wife? An employer will pick up new covered lives as your employee spouse gets offloaded by the other employer. I contend it's a good thing. The US has chosen employer-based coverage, so employers should not take care of other employer's employees! It's that simple.