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%
$86,710
TOTAL 50%
$90,568
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)
Identifies major types of benefits program.
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Level 2 Behaviors
(Light Experience)
Performs employees' needs assessment to support the selection and of benefit program.
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Level 3 Behaviors
(Moderate Experience)
Recommends improvements to the overall benefits program.
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Level 4 Behaviors
(Extensive Experience)
Monitors overall benefits benchmarking activities to assess current programs and policies.
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Level 5 Behaviors
(Mastery)
Establishes a periodic evaluation process to assess effectiveness of benefits.
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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 importance of compensation management in retaining and alluring our employees.
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Level 2 Behaviors
(Light Experience)
Identifies and collects employee feedback on specific issues related to compensation and benefits.
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Level 3 Behaviors
(Moderate Experience)
Performs statistical analyses to support the implementation and management of compensation programs.
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Level 4 Behaviors
(Extensive Experience)
Manages our compensation program to assure an appropriate approach is established for compensation claims.
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Level 5 Behaviors
(Mastery)
Develops and maintains a framework for market-based salary ranges and compensation plan structure.
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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)
Explains the different purposes and uses of our organization's budgets.
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Level 2 Behaviors
(Light Experience)
Produces budget reports showing planned vs. actual variances highlighted and explained.
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Level 3 Behaviors
(Moderate Experience)
Reviews and helps approve major budget adjustments to negotiate and reconcile line variances.
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Level 4 Behaviors
(Extensive Experience)
Monitors budgeting processes to ensure adherence to our organization's financial practices and standards.
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Level 5 Behaviors
(Mastery)
Establishes operating procedures to guide the consistency and repeatability 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)
Explains the integral role data collection plays when conducting analytical thinking.
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Level 2 Behaviors
(Light Experience)
Gathers necessary information from various channels to support decision-making.
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Level 3 Behaviors
(Moderate Experience)
Examines information or a situation thoroughly and in detail.
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Level 4 Behaviors
(Extensive Experience)
Evaluates the cost, return, risks, and achievements before recommending a solution.
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Level 5 Behaviors
(Mastery)
Forecasts customers' expectations and formulates strategies to ensure customer satisfaction.
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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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