Evaluates and analyzes salary data for executives and top management.
Administers company executive compensation programs, annual and long-term incentive programs, and deferred compensation plans. Performs job matching and provides data to executive compensation surveys and reviews results. May participate in administration of performance appraisal programs for executives. Provides data and analysis utilized to make changes to the executive salary structure.
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 III 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)
Compares the pros and cons of two benefits vendors.
Level 2 Behaviors
(Light Experience)
Collects required information to support the analysis of benefits program objective.
Level 3 Behaviors
(Moderate Experience)
Communicates benefits clearly to employees based on company policies.
Level 4 Behaviors
(Extensive Experience)
Analyzes industry trends to help improve overall benefits strategy and program offerings.
Level 5 Behaviors
(Mastery)
Analyzes current benefits costs and creates a budget spreadsheet outlining annual benefits costs.
Skill definition-Managing and determining the salary, bonuses, and benefits to ensure competitive and appropriate compensation for employees.
Level 1 Behaviors
(General Familiarity)
Cites state laws and regulations that impact our organization's compensation management processes.
Level 2 Behaviors
(Light Experience)
Applies compensation survey process using platforms to aggregate and report on market data.
Level 3 Behaviors
(Moderate Experience)
Communicates compensation recommendations to fulfill gaps between the expectations of our employees.
Level 4 Behaviors
(Extensive Experience)
Delivers training on compensation processes to help determine the appropriate employee compensation.
Level 5 Behaviors
(Mastery)
Champions the adoption of new philosophies and technologies for compensation management.
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)
Compiles a list of basic issues and risks for conducting our budget processes.
Level 2 Behaviors
(Light Experience)
Applies established guidelines for conducting our budgeting processes.
Level 3 Behaviors
(Moderate Experience)
Communicates budget objectives and plans to help identify financial trends and create budget forecasts.
Level 4 Behaviors
(Extensive Experience)
Anticipates organizational income and expenses to make forecasts and develop budget plans.
Level 5 Behaviors
(Mastery)
Adapts relevant industry trends on techniques in financial budgeting in our organization.
Skill definition-Applying specific knowledge, skills, tools, and techniques to manage a project from initial conception to successful completion.
Level 1 Behaviors
(General Familiarity)
Lists examples of how poor communication can impede project success and techniques to rectify this.
Level 2 Behaviors
(Light Experience)
Gathers the necessary data during project initiation to complete planning and project scope.
Level 3 Behaviors
(Moderate Experience)
Works with different teams and departments to implement organizational changes that impact the project.
Level 4 Behaviors
(Extensive Experience)
Trains project team through offline and online courses and reviews both during and after project completion.
Level 5 Behaviors
(Mastery)
Stays abreast of new technologies, tools, and industry practices that affect project management alternatives.
There are 0 hard skills for Executive Compensation Analyst III.
8 general skills for Executive Compensation Analyst III, Benefit Programs, Compensation Management, Executive Compensation, etc.
8 soft skills for Executive Compensation Analyst III, Budgeting, Project Management, Analytical Thinking, etc.
While the list totals 16 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 III, he or she needs to be skilled in Budgeting, be proficient in Project Management, and be skilled in Analytical Thinking.
