Skills & Competencies for Executive Compensation Analyst III

Executive Compensation Analyst III job profile

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JOB SUMMARY for Executive Compensation Analyst III

Evaluates and analyzes salary data for executives and top management.

JOB RESPONSIBILITIES for Executive Compensation Analyst III

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.

Executive Compensation Analyst III SALARY RANGE

BASE 50%
$113,245
TOTAL 50%
$121,331
Job Level
P03
Job Code
HR09200388
Education/Degree
Bachelor's Degree
Reports To
Manager or Head of a Unit/Department

Executive Compensation Analyst III 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 III 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 III

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)
Lists the factors that should be considered in the development of the benefits objectives.
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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 -3
Skill definition-Managing and determining the salary, bonuses, and benefits to ensure competitive and appropriate compensation for employees.
Level 1 Behaviors
(General Familiarity)
Lists the best practices for managing compensation plans in our organization.
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Level 2 Behaviors
(Light Experience)
Prepares reports and statistical information to identify potential issues in compensation management.
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Level 3 Behaviors
(Moderate Experience)
Utilizes data tools to manipulate data sets for incentive compensation plan design and management.
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Level 4 Behaviors
(Extensive Experience)
Oversees the implementation of new techniques to ensure continuous improvement in compensation processes.
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Level 5 Behaviors
(Mastery)
Keeps updated on all state laws and regulations that Impact compensation and benefits management.
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3 Executive Compensation Analyst III - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Executive Compensation Analyst III
Proficiency Level - 4
5 Competency for - Executive Compensation Analyst III
Proficiency Level - 5

8 soft skills or competencies (core competencies) for Executive Compensation Analyst III

1 Core Competencies – Budgeting
Proficiency Level -3
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.
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Level 2 Behaviors
(Light Experience)
Supplies supporting information and justification for major line items.
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Level 3 Behaviors
(Moderate Experience)
Utilizes software tools and applications to forecast our annual budget accurately.
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Level 4 Behaviors
(Extensive Experience)
Provides in-depth training to our entire organization about the zero based budgeting methodology.
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Level 5 Behaviors
(Mastery)
Introduces technologies, policies, and programs for more effective budget management.
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2 Core Competencies – Project Management
Proficiency Level -2
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.
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Level 2 Behaviors
(Light Experience)
Gathers the necessary data during project initiation to complete planning and project scope.
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Level 3 Behaviors
(Moderate Experience)
Works with different teams and departments to implement organizational changes that impact the project.
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Level 4 Behaviors
(Extensive Experience)
Monitors project progress, quality, deadlines, and other key metrics to ensure timely completion.
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Level 5 Behaviors
(Mastery)
Stays abreast of new technologies, tools, and industry practices that affect project management alternatives.
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3 Executive Compensation Analyst III - Skill and Competency
Proficiency Level - 3
4 Skill and Competency - Executive Compensation Analyst III
Proficiency Level - 4
5 Competency for - Executive Compensation Analyst III
Proficiency Level - 5

Summary of Executive Compensation Analyst III skills and competencies

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 a Executive Compensation Analyst III, he or she needs to be skilled in Budgeting, be proficient in Project Management, and be skilled in Analytical Thinking.

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