Skills & Competencies for Executive Compensation Analyst II

Executive Compensation Analyst II job profile

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JOB SUMMARY for Executive Compensation Analyst II

Evaluates and analyzes salary data for executives and top management.

JOB RESPONSIBILITIES for Executive Compensation Analyst II

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

Executive Compensation Analyst II SALARY RANGE

BASE 50%
$89,757
TOTAL 50%
$94,646
Job Level
P02
Job Code
HR09200387
Education/Degree
Bachelor's Degree
Reports To
Manager or Head of a Unit/Department

Executive Compensation Analyst II 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 II 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 II

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)
Compares the pros and cons of two benefits vendors.
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Level 2 Behaviors
(Light Experience)
Collects required information to support the analysis of benefits program objective.
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Level 3 Behaviors
(Moderate Experience)
Communicates benefits clearly to employees based on company policies.
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Level 4 Behaviors
(Extensive Experience)
Analyzes industry trends to help improve overall benefits strategy and program offerings.
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Level 5 Behaviors
(Mastery)
Analyzes current benefits costs and creates a budget spreadsheet outlining annual benefits costs.
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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)
Explains the fundamentals and principles of employee compensation management.
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Level 2 Behaviors
(Light Experience)
Assists the management in developing a compensation structure based upon employee performance.
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Level 3 Behaviors
(Moderate Experience)
Helps in interpreting salary survey results to support the management of compensation programs.
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Level 4 Behaviors
(Extensive Experience)
Drafts plans of compensation initiatives to ensure successful execution of employee compensation.
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Level 5 Behaviors
(Mastery)
Develops and administers effective compensation programs under our organization's reward strategy.
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3 Executive Compensation Analyst II - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Executive Compensation Analyst II
Proficiency Level - 4
5 Competency for - Executive Compensation Analyst II
Proficiency Level - 5

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

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)
Describes the concepts and principles of budgeting operations.
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Level 2 Behaviors
(Light Experience)
Assists in developing and improving budgeting models, plans, and strategies.
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Level 3 Behaviors
(Moderate Experience)
Compares planned budgets vs. actual expenditures, identifies, reports, and explains variances.
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Level 4 Behaviors
(Extensive Experience)
Determines system capabilities and needs to improve the process for financial budgeting.
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Level 5 Behaviors
(Mastery)
Develops financial models to support the strategic improvement of our budgeting processes.
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2 Core Competencies – Analytical Thinking
Proficiency Level -2
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)
Describes the importance of analytical thinking in the workplace.
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Level 2 Behaviors
(Light Experience)
Applies appropriate methods to organize and disclose meaningful data patterns.
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Level 3 Behaviors
(Moderate Experience)
Creates and interprets causal links among various datasets.
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Level 4 Behaviors
(Extensive Experience)
Coaches others on using logic and reasoning to process and organize information.
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Level 5 Behaviors
(Mastery)
Establishes critical training and initiatives to foster analytical thinking across our business.
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3 Executive Compensation Analyst II - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Executive Compensation Analyst II
Proficiency Level - 4
5 Competency for - Executive Compensation Analyst II
Proficiency Level - 5

Summary of Executive Compensation Analyst II skills and competencies

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 a 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.

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