10 general skills or competencies (Job family competencies) for Compensation Analyst II
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Identifies major types of benefits program.
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Level 2 Behaviors
(Light Experience)
Participates in design and development of competitive benefit program.
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Level 3 Behaviors
(Moderate Experience)
Leads discussion on the cost constraints in offering benefits to employees.
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Level 4 Behaviors
(Extensive Experience)
Monitors benefit programs cost and recommends appropriate actions to mitigate cost.
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Level 5 Behaviors
(Mastery)
Develops HRIS to assist the analysis, evaluation and reporting of benefits.
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Skill definition-Managing and determining the salary, bonuses, and benefits to ensure competitive and appropriate compensation for employees.
Level 1 Behaviors
(General Familiarity)
Identifies and describes different types of employee compensation in our workplace.
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Level 2 Behaviors
(Light Experience)
Identifies and collects employee feedback on specific issues related to compensation and benefits.
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Level 3 Behaviors
(Moderate Experience)
Reviews compensation data to assist management with making pay decisions and designing pay programs.
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Level 4 Behaviors
(Extensive Experience)
Monitors employee compensation to ensure compensations remain competitive to retain the best talent.
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Level 5 Behaviors
(Mastery)
Establishes the guidelines and criteria for evaluating the appropriate employee compensation.
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9 soft skills or competencies (core competencies) for Compensation Analyst II
Skill definition-Applying specific policies, tools and practices to plan and prepare projected revenues, expenses, cash flows, and capital expenditures.
Level 1 Behaviors
(General Familiarity)
Compiles a list of basic issues and risks for conducting our budget processes.
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Level 2 Behaviors
(Light Experience)
Applies established guidelines for conducting our budgeting processes.
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Level 3 Behaviors
(Moderate Experience)
Communicates budget objectives and plans to help identify financial trends and create budget forecasts.
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Level 4 Behaviors
(Extensive Experience)
Anticipates organizational income and expenses to make forecasts and develop budget plans.
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Level 5 Behaviors
(Mastery)
Adapts relevant industry trends on techniques in financial budgeting in our organization.
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Skill definition-Gathering, organizing, and analyzing information to identify the root cause of organizational problems and develop alternative solutions accordingly.
Level 1 Behaviors
(General Familiarity)
Clarifies the differences between analytical thinking and critical thinking.
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Level 2 Behaviors
(Light Experience)
Analyzes the importance of the problem and determines the key points to solve it.
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Level 3 Behaviors
(Moderate Experience)
Applies various theories, concepts, or analytical tools to analyze complex problems.
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Level 4 Behaviors
(Extensive Experience)
Anticipates and develops comprehensive solutions to reduce potential obstacles, challenges, and risks.
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Level 5 Behaviors
(Mastery)
Champions advanced methodologies and approaches, such as design thinking, for creative problem-solving.
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Summary of Compensation Analyst II skills and competencies
There are 0 hard skills for Compensation Analyst II.
10 general skills for Compensation Analyst II, Benefit Programs, Compensation Management, Data Gathering and Analysis, etc.
9 soft skills for Compensation Analyst II, Budgeting, Analytical Thinking, Attention to Detail, etc.
While the list totals 19 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Compensation Analyst II, he or she needs to be proficient in Budgeting, be proficient in Analytical Thinking, and be skilled in Attention to Detail.