Skills & Competencies for Executive Compensation Analyst I

Executive Compensation Analyst I job profile

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JOB SUMMARY for Executive Compensation Analyst I

Evaluates and analyzes salary data for executives and top management.

JOB RESPONSIBILITIES for Executive Compensation Analyst I

Administers company executive compensation programs, including executive salary surveys, annual and long-term incentive programs, and deferred compensation plans.

Executive Compensation Analyst I SALARY RANGE

BASE 50%
$68,979
TOTAL 50%
$73,189
Job Level
P01
Job Code
HR09200386
Education/Degree
Bachelor's Degree
Reports To
Manager

Executive Compensation Analyst I 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 Executive Compensation Analyst I skill and competencie below to view definitions.
JOB FAMILY COMPETENCIES CORE COMPETENCIES
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8 general skills or competencies (Job family competencies) for Executive Compensation Analyst I

1 Job Family Competencies – Benefit Programs
Proficiency Level -2
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Lists the factors that should be considered in the development of the benefits objectives.
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Level 2 Behaviors
(Light Experience)
Responds to employee inquiries regarding benefits program.
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Level 3 Behaviors
(Moderate Experience)
Reviews cost and usage rates of existing benefit programs to assess actual and perceived value.
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Level 4 Behaviors
(Extensive Experience)
Oversees the development of the benefits objectives to ensure comply with overall strategic goals.
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Level 5 Behaviors
(Mastery)
Keeps current on latest state laws and regulations impacting employee benefit programs to ensure compliance.
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2 Job Family Competencies – Compensation Management
Proficiency Level -2
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 Executive Compensation Analyst I - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Executive Compensation Analyst I
Proficiency Level - 4
5 Competency for - Executive Compensation Analyst I
Proficiency Level - 5

6 soft skills or competencies (core competencies) for Executive Compensation Analyst I

1 Core Competencies – Budgeting
Proficiency Level -2
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 – Analytical Thinking
Proficiency Level -1
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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3 Executive Compensation Analyst I - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Executive Compensation Analyst I
Proficiency Level - 4
5 Competency for - Executive Compensation Analyst I
Proficiency Level - 5

Summary of Executive Compensation Analyst I skills and competencies

There are 0 hard skills for Executive Compensation Analyst I.
8 general skills for Executive Compensation Analyst I, Benefit Programs, Compensation Management, Executive Compensation, etc.
6 soft skills for Executive Compensation Analyst I, Budgeting, Analytical Thinking, Attention to Detail, etc.
While the list totals 14 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 Executive Compensation Analyst I, he or she needs to be proficient in Budgeting, be proficient in Analytical Thinking, and be proficient in Attention to Detail.

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