Evaluates and analyzes salary data for executives and top management.
Administers company executive compensation programs, including executive salary surveys, annual and long-term incentive programs, and deferred compensation plans.
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 II skill and competencie below to view definitions.
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.
Level 2 Behaviors
(Light Experience)
Documents and maintain administrative procedure manuals for managing the benefit program.
Level 3 Behaviors
(Moderate Experience)
Formulates a benefits plan program based on the results of employee needs assessment and gap analysis.
Level 4 Behaviors
(Extensive Experience)
Leads the design and implementation of the company’s benefit programs and activities.
Level 5 Behaviors
(Mastery)
Develops communication strategies to ensure benefit programs are fully understood by stakeholders.
Skill definition-Managing and determining the salary, bonuses, and benefits to ensure competitive and appropriate compensation for employees.
Level 1 Behaviors
(General Familiarity)
Explains the importance of compensation management in retaining and alluring our employees.
Level 2 Behaviors
(Light Experience)
Identifies and analyzes appropriate compensation for each job to provide pay grade and salary range.
Level 3 Behaviors
(Moderate Experience)
Performs statistical analyses to support the implementation and management of compensation programs.
Level 4 Behaviors
(Extensive Experience)
Manages our compensation program to assure an appropriate approach is established for compensation claims.
Level 5 Behaviors
(Mastery)
Develops and maintains a framework for market-based salary ranges and compensation plan structure.
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)
Describes the procedures for capital and expense allocation and budgeting.
Level 2 Behaviors
(Light Experience)
Gathers financial data to help support management in budgeting analysis and forecasting.
Level 3 Behaviors
(Moderate Experience)
Prepares and reviews the annual budgeting process to ensure effective and efficient budgeting.
Level 4 Behaviors
(Extensive Experience)
Evaluates past decisions on budgetary considerations to improve the budgeting process.
Level 5 Behaviors
(Mastery)
Establishes operating procedures to guide the consistency and repeatability of our budgeting processes.
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)
Explains the integral role data collection plays when conducting analytical thinking.
Level 2 Behaviors
(Light Experience)
Breaks down a specific project into lists of tasks.
Level 3 Behaviors
(Moderate Experience)
Develops alternative solutions and compares the pros and cons.
Level 4 Behaviors
(Extensive Experience)
Draws conclusions based upon logic and intuitive judgment.
Level 5 Behaviors
(Mastery)
Evaluates potential risks using extensive industry knowledge when considering new opportunities.
There are 0 hard skills for Executive Compensation Analyst II.
8 general skills for Executive Compensation Analyst II, Benefit Programs, Compensation Management, Executive Compensation, etc.
6 soft skills for Executive Compensation Analyst II, 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 an Executive Compensation Analyst II, he or she needs to be proficient in Budgeting, be proficient in Analytical Thinking, and be skilled in Attention to Detail.
