Skills & Competencies for Compensation Supervisor

Compensation Supervisor job profile

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JOB SUMMARY for Compensation Supervisor

Supervises a team working on compensation plans and programs and related analysis.

JOB RESPONSIBILITIES for Compensation Supervisor

Oversees common compensation projects, including survey participation, job evaluation, salary structure development, incentive plan design, pay program administration and other associated initiatives. Ensures that compensation plans and programs are consistent with organizational policies and all applicable federal and state laws. Maintains salary structures and company compensation policies. Responsible for survey participation and compensation analysis.

Compensation Supervisor SALARY RANGE

BASE 50%
$125,879
TOTAL 50%
$133,603
Job Level
M01
Job Code
HR09200409
Education/Degree
Bachelor's Degree
Reports To
Manager

Compensation Supervisor Skills and Competencies List

Proficiency Levels and Behavioural Indicators
Salary.com identifies five increasing levels of proficiency for each skill/competency. Some jobs require only a relatively low level of proficiency in each skill/competency, while other jobs will require a more advanced level of proficiency in the same skill/competency. These levels rate the degree of proficiency (skill level, expertise) we expect the incumbent to perform in the given skill/competency for the given job. Note that we intentionally do not associate timeframes or years of experience in performing the skill/competency because that can be misleading. Proficiency levels identify what the incumbent knows and can do rather than how long they have been doing it. Also, note that the proficiency levels are cumulative, e.g., a level 4 proficiency implies the ability to perform all the behaviors at the lower levels.
Check each Compensation Supervisor skill and competencie below to view definitions.
JOB FAMILY COMPETENCIES CORE COMPETENCIES
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7 general skills or competencies (Job family competencies) for Compensation Supervisor

1 Job Family Competencies – Benefit Programs
Proficiency Level -3
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Explains the importance and advantages 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)
Leads the design and implementation of the company’s benefit programs and activities.
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Level 5 Behaviors
(Mastery)
Develops HRIS to assist the analysis, evaluation and reporting of benefits.
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2 Job Family Competencies – Compensation Management
Proficiency Level -4
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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3 Compensation Supervisor - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Compensation Supervisor
Proficiency Level - 4
5 Competency for - Compensation Supervisor
Proficiency Level - 5

10 soft skills or competencies (core competencies) for Compensation Supervisor

1 Core Competencies – Budgeting
Proficiency Level -4
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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2 Core Competencies – Planning and Organizing
Proficiency Level -3
Skill definition-Managing and prioritizing resources and workloads by creating well-organized plans to attain organizational goals and objectives.
Level 1 Behaviors
(General Familiarity)
Lists commonly used tools in workplace planning and organization.
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Level 2 Behaviors
(Light Experience)
Works with specific tools in prioritizing and allocating resources to ensure task accuracy.
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Level 3 Behaviors
(Moderate Experience)
Prepares schedules to plan, organize, and complete priorities promptly.
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Level 4 Behaviors
(Extensive Experience)
Sets short- and long-term objectives to organize team workload and improve efficiency.
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Level 5 Behaviors
(Mastery)
Leads the development of new techniques and strategies to drive effective planning and organization.
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3 Compensation Supervisor - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Compensation Supervisor
Proficiency Level - 4
5 Competency for - Compensation Supervisor
Proficiency Level - 5

Summary of Compensation Supervisor skills and competencies

There are 0 hard skills for Compensation Supervisor.
7 general skills for Compensation Supervisor, Benefit Programs, Compensation Management, Executive Compensation, etc.
10 soft skills for Compensation Supervisor, Budgeting, Planning and Organizing, Project Management, etc.
While the list totals 17 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 Supervisor, he or she needs to be skilled in Budgeting, be skilled in Planning and Organizing, and be skilled in Project Management.

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