Design and run pay, equity, and benefits programs that attract and retain staff. Median salary in Garland: $130K/year. Data from BLS, O*NET, and H-1B disclosures.
Figures represent annual base salary in Garland, Texas. Reviewed by SalaryOptics Editorial · How we calculate this →
Analysis derived from the salary, COL, tax, and labor-market figures above — specific to this role and city.
Adjusted for Garland's cost-of-living index (91), the median Compensation & Benefits Manager salary buys the equivalent of $142,857 in a US-average-cost city. That's $12,857 more purchasing power than the national median — a meaningful real-wage advantage.
Texas has no state income tax, which is worth roughly $12,090 per year at this salary level compared to a California Compensation & Benefits Manager on the same gross pay. A Garland Compensation & Benefits Manager would need to earn $143,330 in California to net the same take-home.
Based on BLS 2022–2032 Employment Projections and WEF Future of Jobs Report 2026. At current growth rates, median salary reaches $130K by 2030.
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The median Compensation & Benefits Manager salary in Garland, TX is $130,000 per year as of Q1 2026. This figure represents the midpoint of all reported compensation for this role in the Garland–TX metropolitan area, based on data from the Bureau of Labor Statistics Occupational Employment Statistics, H-1B visa disclosures from the Department of Labor, and O*NET occupational data.
Entry-level Compensation & Benefits Managers in Garland with 0–2 years of experience typically earn between $100,000 and $130,000 annually. Mid-career professionals with 3–7 years command $130,000 to $160,000, while senior-level practitioners with 8+ years of experience regularly earn $160,000 to $195,000 or more.
Garland has a cost of living index of 91 compared to the US national average of 100. This means your salary goes approximately 9% further in Garland than the national average. Crucially, Texas has no state income tax — giving Garland-based Compensation & Benefits Managers an immediate 5–7% take-home pay advantage over workers in states like California (9.3%) or New York (6.85%).
Bachelor's degree. 50% of these roles offer some remote flexibility.