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)
Describes the process of designing employee benefits program.
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Level 2 Behaviors
(Light Experience)
Conducts appropriate audits of benefit programs in accordance with compliance standards.
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Level 3 Behaviors
(Moderate Experience)
Creates communication materials relating to updated compensation and benefit programs.
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Level 4 Behaviors
(Extensive Experience)
Develops a periodic evaluation process to determine effectiveness of benefits program.
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Level 5 Behaviors
(Mastery)
Champions the adoption of creative benefits package to ensure market competitiveness.
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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)
Lists the best practices for managing compensation plans in our organization.
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Level 2 Behaviors
(Light Experience)
Tracks data on our compensation policies to prepare reports to our management team on key findings.
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Level 3 Behaviors
(Moderate Experience)
Utilizes data tools to manipulate data sets for incentive compensation plan design and management.
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Level 4 Behaviors
(Extensive Experience)
Oversees the implementation of new techniques to ensure continuous improvement in compensation processes.
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Level 5 Behaviors
(Mastery)
Keeps updated on all state laws and regulations that Impact compensation and benefits management.
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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)
Lists the elements and the steps on how to conduct budgeting.
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Level 2 Behaviors
(Light Experience)
Tracks and reports financial inefficiencies to ensure smooth functioning of our budgeting processes.
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Level 3 Behaviors
(Moderate Experience)
Works with senior management in creating appropriate budget amounts.
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Level 4 Behaviors
(Extensive Experience)
Recommends alternative budgeting strategies for resolving budgeting issues in our workplace.
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Level 5 Behaviors
(Mastery)
Introduces technologies, policies, and programs for more effective budget management.
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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)
Lists skills, traits, and characteristics of analytical thinkers.
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Level 2 Behaviors
(Light Experience)
Makes a list of items without order or set of priorities.
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Level 3 Behaviors
(Moderate Experience)
Summarizes historical experience to find probable causes of the problem.
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Level 4 Behaviors
(Extensive Experience)
Leads brainstorming to encourage teammates to create new perspectives.
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Level 5 Behaviors
(Mastery)
Promotes the adoption of business intelligence analysis technology to drive strategic decisions.
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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.