As of February 01, 2025, the average annual salary for an Employee Relations/Shared Services Representative II in Bismarck, ND is $83,000. Salary.com reports that pay typically ranges from $74,400 to $92,700, with most professionals earning between $66,570 and $101,531.
| Annual Salary |
Monthly Pay |
Weekly Pay |
Hourly Wage |
|
| 75th Percentile | $92,700 | $7,725 | $1,783 | $45 |
| Average | $83,000 | $6,917 | $1,596 | $40 |
| 25th Percentile | $74,400 | $6,200 | $1,431 | $36 |
An entry-level Employee Relations/Shared Services Representative II with under 1 year experience makes about $79,198. With less than 2 years of experience, a mid-level Employee Relations/Shared Services Representative II makes around $79,453. After 2-4 years, the Employee Relations/Shared Services Representative II pay rises to about $82,005. Those senior Employee Relations/Shared Services Representative II with 5-8 years of experience earn roughly $85,566, and those Employee Relations/Shared Services Representative II having 8 years or more experience are expected to earn about $86,990 on average.
| Levels | Salary |
|---|---|
| Entry Level Employee Relations/Shared Services Representative II | $79,198 |
| Intermediate Level Employee Relations/Shared Services Representative II | $79,453 |
| Senior Level Employee Relations/Shared Services Representative II | $82,005 |
| Specialist Level Employee Relations/Shared Services Representative II | $85,566 |
| Expert Level Employee Relations/Shared Services Representative II | $86,990 |
| Entry Level | 5% |
| Mid Level | 4% |
| Senior Level | 1% |
| Top Level | 3% |
| Experienced | 5% |
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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.
Initiative: Taking decisive action and initiating plans independently to address problems, improve professional life, and achieve goals.
HRIS: HRIS is a management system designed specifically to provide managers with information to make HR decisions. Is a system that lets you keep track of all your employees and information about them.
Employee Engagement: Employee engagement is a fundamental concept in the effort to understand and describe, both qualitatively and quantitatively, the nature of the relationship between an organization and its employees. An "engaged employee" is defined as one who is fully absorbed by and enthusiastic about their work and so takes positive action to further the organization's reputation and interests. An engaged employee has a positive attitude towards the organization and its values. In contrast, a disengaged employee may range from someone doing the bare minimum at work (aka 'coasting'), up to an employee who is actively damaging the company's work output and reputation. An organization with "high" employee engagement might therefore be expected to outperform those with "low" employee engagement. Employee engagement first appeared as a concept in management theory in the 1990s, becoming widespread in management practice in the 2000s, but it remains contested. It stands in an unspecified relationship to earlier constructs such as morale and job satisfaction. Despite academic critiques, employee engagement practices are well established in the management of human resources and of internal communications.
| Skill | Salary | Demand |
|---|---|---|
|
Organizational Management
|
$90,470 |
9%
|
|
Labor Relations
|
$87,980 |
6%
|
|
Analytical Skills
|
$87,980 |
6%
|
|
Collaboration
|
$87,150 |
5%
|
|
Employment Law
|
$87,150 |
5%
|
|
Workday
|
$87,150 |
5%
|
