Sample Job Description for Entry Compensation Analyst

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A sample job description outlines the essential duties, responsibilities, and requirements of a specific role within an organization. It provides a clear and concise summary of what the job entails, the expectations for the position, the qualifications, and skills and competencies required to perform the job successfully.
An accurate, well-written job description example can attract qualified candidates and ensure that both the employer and employee have a clear understanding of the role. It can also serve as a basis for performance evaluations and career development plans.
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Entry Compensation Analyst Job Overview

Entry Compensation Analyst Job Description Sample

Analyzes, designs, and administers employer compensation programs, including base pay, long and short-term incentives, spot bonuses, commissions, and stock that align with company objectives for recruiting, retention, and employee engagement.

JOB LEVEL
P01
EDUCATION/DEGREE
Bachelor's Degree
REPORTS TO
Manager
Salary Range
BASE 50%
$66,850
TOTAL 50%
$68,590
Job Responsibilities for Entry Compensation Analyst

Designs and communicates pay structures, grades, compensation budgets, and guidelines. Advises managers on making effective pay decisions that support employee engagement and comply with compensation policy and budgetary guidelines. Evaluates jobs and develops and maintains job descriptions and job architecture. Participates in compensation surveys, conducts research and analysis on market competitiveness, pay equity, and compensation trends.

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View Job Description Templates of Similar Jobs

Job Title Job Description
1 Entry Employment Representative The Entry Employment Representative contacts potential candidates and confirms interview schedules. Assists in the recruitment of potential employees via recruiting website, employee referrals, on-site recruiting and other sources. Being an Entry Employment Representative performs exit interviews and processes change of employee status. Makes offers and conducts orientation for new employees. In addition, Entry Employment Representative may require an associate's degree of human resources. Typically reports to a supervisor or manager. Being an Entry Employment Representative works on projects/matters of limited complexity in a support role. Work is closely managed. Working as an Entry Employment Representative typically requires 0-2 years of related experience.
2 Entry HRIS Analyst The Entry HRIS Analyst assists in identifying new HR needs and the software products to fulfill these needs. Evaluates, analyzes, and maintains company Human Resources Information Systems (HRIS). Being an Entry HRIS Analyst typically requires a bachelor's degree or its equivalent. Makes alterations to existing programs to gather and report data as necessary. In addition, Entry HRIS Analyst typically reports to Manager. Being an Entry HRIS Analyst works on projects/matters of limited complexity in a support role. Work is closely managed. Working as an Entry HRIS Analyst typically requires 0-2 years of related experience.
3 Entry Sales Analyst The Entry Sales Analyst researches and evaluates current economic conditions that may affect the organization's ability to sell its products or services in the marketplace. Prepares sales forecasts and collects and analyzes data to evaluate current sales goals. Being an Entry Sales Analyst recommends changes to current sales techniques, procedures or promotional efforts based on market research and new trends. Assists in the development of sales quotas and forecasts for the sales team. In addition, Entry Sales Analyst requires a bachelor's degree. Typically reports to a supervisor or manager. Working as an Entry Sales Analyst typically requires 0-2 years of related experience. Works on projects/matters of limited complexity in a support role. Work is closely managed.
4 Employee Benefits Programs Analyst I The Employee Benefits Programs Analyst I monitors benefit trends in the business environment and must stay abreast of applicable benefits legislation. Researches, analyzes, evaluates, and administers corporate benefit plans and programs. Being an Employee Benefits Programs Analyst I may require a bachelor's degree. Assists in determining impact of new policies or provisions. In addition, Employee Benefits Programs Analyst I typically reports to a manager. Being an Employee Benefits Programs Analyst I works on projects/matters of limited complexity in a support role. Work is closely managed. Working as an Employee Benefits Programs Analyst I typically requires 0-2 years of related experience.
5 Top Compensation Officer The Top Compensation Officer oversees the collection of wage, salary, and incentive survey data to ensure the organization's compensation programs/objectives are competitive in the current marketplace. Plans and directs compensation policies, objectives, and initiatives. Being a Top Compensation Officer plans and administers long and short term equity programs and executive programs that drive company performance. Responsible for the design, development, and administration of all compensation programs used to attract and retain employees. In addition, Top Compensation Officer ensures compensation programs remain within budgetary constraints. Directs communications to employees that is clear and reinforces the value of the compensation programs. Keeps abreast of regulatory, market, and practice changes and trends. Requires a bachelor's degree. Typically reports to top management. May require CCP. The Top Compensation Officer manages a departmental function within a broader corporate function. Develops major goals to support broad functional objectives. Approves policies developed within various sub-functions and departments. Working as a Top Compensation Officer typically requires 8+ years of managerial experience. Comprehensive knowledge of the overall departmental function.

Entry Compensation Analyst Skills & Proficiency Level

Skills Proficiency Level
Budgeting Level 2
Analytical Thinking Level 2
Attention to Detail Level 2