As of October 01, 2024, the average annual pay of Compensation Team Leader in Connersville, IN is $117,400. While Salary.com is seeing that Compensation Team Leader salary in Connersville, IN can go up to $147,012 or down to $88,934, but most earn between $102,500 and $132,900. Salary.com shows the average base salary (core compensation), as well as the average total cash compensation for the job of Compensation Team Leader in the United States.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $132,900 | $11,075 | $2,556 | $64 |
| Average | $117,400 | $9,783 | $2,258 | $56 |
| 25th Percentile | $102,500 | $8,542 | $1,971 | $49 |
As of October 01, 2024, the average annual pay of Compensation Team Leader in Connersville, IN is $117,400. While Salary.com is seeing that Compensation Team Leader salary in Connersville, IN can go up to $147,012 or down to $88,934, but most earn between $102,500 and $132,900. Salary.com shows the average base salary (core compensation), as well as the average total cash compensation for the job of Compensation Team Leader in the United States.
An entry-level Compensation Team Leader with under 1 year experience makes about $111,255. With less than 2 years of experience, a mid-level Compensation Team Leader makes around $111,915. After 2-4 years, the Compensation Team Leader pay rises to about $115,210. Those senior Compensation Team Leader with 5-8 years of experience earn roughly $120,670, and those Compensation Team Leader having 8 years or more experience are expected to earn about $122,515 on average.
| Levels | Salary |
|---|---|
| Entry Level Compensation Team Leader | $111,255 |
| Intermediate Level Compensation Team Leader | $111,915 |
| Senior Level Compensation Team Leader | $115,210 |
| Specialist Level Compensation Team Leader | $120,670 |
| Expert Level Compensation Team Leader | $122,515 |
| Entry Level | 5% |
| Mid Level | 5% |
| Senior Level | 2% |
| Top Level | 3% |
| Experienced | 4% |
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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.
Leadership: Knowledge of and ability to employ effective strategies that motivate and guide other members within our business to achieve optimum results.
Continuous Improvement: A continual improvement process, also often called a continuous improvement process (abbreviated as CIP or CI), is an ongoing effort to improve products, services, or processes. These efforts can seek "incremental" improvement over time or "breakthrough" improvement all at once. Delivery (customer valued) processes are constantly evaluated and improved in the light of their efficiency, effectiveness and flexibility. Some see CIPs as a meta-process for most management systems (such as business process management, quality management, project management, and program management). W. Edwards Deming, a pioneer of the field, saw it as part of the 'system' whereby feedback from the process and customer were evaluated against organisational goals. The fact that it can be called a management process does not mean that it needs to be executed by 'management'; but rather merely that it makes decisions about the implementation of the delivery process and the design of the delivery process itself.
Cadence: In Western musical theory, a cadence is the end of a phrase in which the melody or harmony creates a sense of resolution.
| Skill | Salary | Demand |
|---|---|---|
|
Initiative
|
$143,228 |
22%
|
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Initiative
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$143,228 |
22%
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|
Initiative
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$143,228 |
22%
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Initiative
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$143,228 |
22%
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