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)
Identifies major types of benefits program.
Level 2 Behaviors
(Light Experience)
Performs employees' needs assessment to support the selection and of benefit program.
Level 3 Behaviors
(Moderate Experience)
Recommends improvements to the overall benefits program.
Level 4 Behaviors
(Extensive Experience)
Monitors overall benefits benchmarking activities to assess current programs and policies.
Level 5 Behaviors
(Mastery)
Establishes a periodic evaluation process to assess effectiveness of benefits.
Skill definition-Managing and determining the salary, bonuses, and benefits to ensure competitive and appropriate compensation for employees.
Level 1 Behaviors
(General Familiarity)
Identifies and describes different types of employee compensation in our workplace.
Level 2 Behaviors
(Light Experience)
Prepares reports and statistical information to identify potential issues in compensation management.
Level 3 Behaviors
(Moderate Experience)
Reviews compensation data to assist management with making pay decisions and designing pay programs.
Level 4 Behaviors
(Extensive Experience)
Monitors employee compensation to ensure compensations remain competitive to retain the best talent.
Level 5 Behaviors
(Mastery)
Establishes the guidelines and criteria for evaluating the appropriate employee compensation.
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 importance of budget reporting and forecasting in our workplace.
Level 2 Behaviors
(Light Experience)
Supplies supporting information and justification for major line items.
Level 3 Behaviors
(Moderate Experience)
Utilizes software tools and applications to forecast our annual budget accurately.
Level 4 Behaviors
(Extensive Experience)
Provides in-depth training to our entire organization about the zero based budgeting methodology.
Level 5 Behaviors
(Mastery)
Forecasts asset needs to leverage available inventory and data compilation for annual budgeting.
Skill definition-Applying specific knowledge, skills, tools, and techniques to manage a project from initial conception to successful completion.
Level 1 Behaviors
(General Familiarity)
Illustrates the difference between initiating, planning, executing, and closing a project.
Level 2 Behaviors
(Light Experience)
Gathers and tracks relevant data and information and reports updates to management.
Level 3 Behaviors
(Moderate Experience)
Implements a flexible project framework to prevent unnecessary disruption.
Level 4 Behaviors
(Extensive Experience)
Monitors project progress, quality, deadlines, and other key metrics to ensure timely completion.
Level 5 Behaviors
(Mastery)
Mediates project negotiations, scopes, and assigned resources at project inception to assure project success.
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.
