Vice President, Information Technology Salary at W R Grace & Co.-Conn BETA
How much does a W R Grace & Co.-Conn Vice President, Information Technology make?
As of December 2024, the average annual salary for a Vice President, Information Technology at W R Grace & Co.-Conn is $351,550, which translates to approximately $169 per hour. Salaries for Vice President, Information Technology at W R Grace & Co.-Conn typically range from $304,647 to $417,766, reflecting the diverse roles within the company.
It's essential to understand that salaries can vary significantly based on factors such as geographic location, departmental budget, and individual qualifications. Key determinants include years of experience, specific skill sets, educational background, and relevant certifications. For a more tailored salary estimate, consider these variables when evaluating compensation for this role.
DISCLAIMER: The salary range presented here is an estimation that has been derived from our proprietary algorithm. It should be noted that this range does not originate from the company's factual payroll records or survey data.
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What Skills Does a person Need at W R Grace & Co.-Conn?
At W R Grace & Co.-Conn, specify the abilities and skills that a person needs in order to carry out the specified job duties. Each competency has five to ten behavioral assertions that can be observed, each with a corresponding performance level (from one to five) that is required for a particular job.
- Collective Bargaining: Collective bargaining is a process of negotiation between employers and a group of employees aimed at agreements to regulate working salaries, working conditions, benefits, and other aspects of workers' compensation and rights for workers. The interests of the employees are commonly presented by representatives of a trade union to which the employees belong. The collective agreements reached by these negotiations usually set out wage scales, working hours, training, health and safety, overtime, grievance mechanisms, and rights to participate in workplace or company affairs. The union may negotiate with a single employer (who is typically representing a company's shareholders) or may negotiate with a group of businesses, depending on the country, to reach an industry-wide agreement. A collective agreement functions as a labour contract between an employer and one or more unions. Collective bargaining consists of the process of negotiation between representatives of a union and employers (generally represented by management, or, in some countries such as Austria, Sweden and the Netherlands, by an employers' organization) in respect of the terms and conditions of employment of employees, such as wages, hours of work, working conditions, grievance procedures, and about the rights and responsibilities of trade unions. The parties often refer to the result of the negotiation as a collective bargaining agreement (CBA) or as a collective employment agreement (CEA).
- Procurement: Procurement is the process of finding and agreeing to terms, and acquiring goods, services, or works from an external source, often via a tendering or competitive bidding process. Procurement is used to ensure the buyer receives goods, services, or works at the best possible price when aspects such as quality, quantity, time, and location are compared. Corporations and public bodies often define processes intended to promote fair and open competition for their business while minimizing risks such as exposure to fraud and collusion. Almost all purchasing decisions include factors such as delivery and handling, marginal benefit, and price fluctuations. Procurement generally involves making buying decisions under conditions of scarcity. If sound data is available, it is good practice to make use of economic analysis methods such as cost-benefit analysis or cost-utility analysis.
- Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
- Analysis: Analysis is the process of considering something carefully or using statistical methods in order to understand it or explain it.
- Promotion: Developing and implementing promotional activities to attract and increase the awareness of customers in buying products.
Related Jobs
Check more jobs information at W R Grace & Co.-Conn
| Job Title | Average W R Grace & Co.-Conn Salary | Hourly Rate | |
|---|---|---|---|
| 2 | Accountant GL | $74,618 | $36 |
| 3 | Accounting Clerk | $59,520 | $29 |
| 4 | Accounts Payable Administrator | $67,567 | $32 |
| 5 | Accounts Receivable Analyst | $72,223 | $35 |
| 6 | Admin. Assistant | $76,809 | $37 |
| 7 | Administrative Assistant, Safety | $63,880 | $31 |
| 8 | Analytical Chemist | $99,039 | $48 |
| 9 | Analytical Lab Technician | $76,082 | $37 |
| 10 | AP Specialist | $67,567 | $32 |
| 11 | Art Director | $173,792 | $84 |
| 12 | Boilerman | $68,632 | $33 |
| 13 | Business Coordinator | $88,047 | $42 |
Hourly Pay at W R Grace & Co.-Conn
FAQ about Salary and Jobs at W R Grace & Co.-Conn
The average hourly pay is $169. The salary for each employee depends on several factors, including the level of experience, work performance, certifications and skills.
According to the data, the highest approximate salary is about $417,766 per year. Salaries are usually determined by comparing other employees’ salaries in similar positions in the same region and industry.
According to the data, the lowest estimated salary is about $304,647 per year. Pay levels are mainly influenced by market forces, supply and demand, and social structures.
There are various ways to increase the wage. Level of education: An employee may receive a higher salary and get a promotion if they obtain advanced degrees. Experience in management: an employee with supervisory experience can increase the likelihood to earn more.