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)
Describes the process of designing employee benefits program.
Level 2 Behaviors
(Light Experience)
Conducts appropriate audits of benefit programs in accordance with compliance standards.
Level 3 Behaviors
(Moderate Experience)
Creates communication materials relating to updated compensation and benefit programs.
Level 4 Behaviors
(Extensive Experience)
Facilitates employee benefit seminars and trainings for employees to ensure mutual understanding.
Level 5 Behaviors
(Mastery)
Champions the adoption of creative benefits package to ensure market competitiveness.
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.
Level 2 Behaviors
(Light Experience)
Conducts compensation research to adapt and update best practices in compensation management.
Level 3 Behaviors
(Moderate Experience)
Helps in interpreting salary survey results to support the management of compensation programs.
Level 4 Behaviors
(Extensive Experience)
Drafts plans of compensation initiatives to ensure successful execution of employee compensation.
Level 5 Behaviors
(Mastery)
Develops and administers effective compensation programs under our organization's reward strategy.
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.
Level 2 Behaviors
(Light Experience)
Gathers data from financial statements to help create budget plans and improve budgeting strategies.
Level 3 Behaviors
(Moderate Experience)
Implements strategic operational efficiencies and techniques for conducting successful budgeting.
Level 4 Behaviors
(Extensive Experience)
Determines system capabilities and needs to improve the process for financial budgeting.
Level 5 Behaviors
(Mastery)
Develops financial models to support the strategic improvement of our budgeting processes.
Skill definition-Applying specific knowledge, skills, tools, and techniques to manage a project from initial conception to successful completion.
Level 1 Behaviors
(General Familiarity)
Explains the differences in project management approaches, such as Agile, Waterfall, and Lean Six Sigma.
Level 2 Behaviors
(Light Experience)
Assists in resolving unexpected factors affecting the project's deadline and success.
Level 3 Behaviors
(Moderate Experience)
Communicates with stakeholders of varying interest levels regarding project progress and potential risks.
Level 4 Behaviors
(Extensive Experience)
Designs and sets key performance indicators to measure and track the teams' progress.
Level 5 Behaviors
(Mastery)
Forecasts and establishes project budgets through communicating with stakeholders.
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.
