How much does an Executive Compensation Analyst II make in Allendale, SC? The average Executive Compensation Analyst II salary in Allendale, SC is $80,714 as of February 26, 2024, but the range typically falls between $74,080 and $91,475. Salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession. With more online, real-time compensation data than any other website, Salary.com helps you determine your exact pay target. 

Executive Compensation Analyst II Salaries by Percentile
Percentile Salary Location Last Updated
10th Percentile Executive Compensation Analyst II Salary $68,041 Allendale,SC February 26, 2024
25th Percentile Executive Compensation Analyst II Salary $74,080 Allendale,SC February 26, 2024
50th Percentile Executive Compensation Analyst II Salary $80,714 Allendale,SC February 26, 2024
75th Percentile Executive Compensation Analyst II Salary $91,475 Allendale,SC February 26, 2024
90th Percentile Executive Compensation Analyst II Salary $101,272 Allendale,SC February 26, 2024
25% $74,080 10% $68,041 90% $101,272 75% $91,475 $80,714 50%(Median) Didn’t find job title? Click
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What skills does an Executive Compensation Analyst II need?

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.

1.

Presentation: Presentation conveys information from a speaker to an audience. Presentations are typically demonstrations, introduction, lecture, or speech meant to inform, persuade, inspire, motivate, build goodwill, or present a new idea/product.

2.

Incentive Programs: An incentive program is a formal scheme used to promote or encourage specific actions or behavior by a specific group of people during a defined period of time. Incentive programs are particularly used in business management to motivate employees and in sales to attract and retain customers. Scientific literature also refers to this concept as pay for performance.

3.

Child Care: Child care, otherwise known as day care, is the care and supervision of a child or multiple children at a time, whose ages range from six weeks to thirteen years. Child care is the action or skill of looking after children by a day-care center, nannies, babysitter, teachers or other providers. Child care is a broad topic that covers a wide spectrum of professionals, institutions, contexts, activities, and social and cultural conventions. Early child care is an equally important and often overlooked component of child development. Child care providers can be children's first teachers, and therefore play an integral role in systems of early childhood education. Quality care from a young age can have a substantial impact on the future successes of children. The main focus of childcare is on the development of the child, whether that be mental, social, or psychological. In most cases children are taken care of by their parents, legal guardians, or siblings. In some cases, it is also seen that children care for other children. This informal care includes verbal direction and other explicit training regarding the child's behavior, and is often as simple as "keeping an eye out" for younger siblings. Care facilitated by similar-aged children covers a variety of developmental and psychological effects in both caregivers and charge. This is due to their mental development being in a particular case of not being able to progress as it should be at their age. This care giving role may also be taken on by the child's extended family. Another form of childcare that is on the rise in contrast to familial caregiving is that of center-based child care. In lieu of familial care giving, these responsibilities may be given to paid caretakers, orphanages or foster homes to provide care, housing, and schooling.

Presentation 4.62%
Incentive Programs 0.63%
Child Care 4.2%
Others 90.55%

Job Description for Executive Compensation Analyst II

Executive Compensation Analyst II evaluates and analyzes salary data for executives and top management. Administers company executive compensation programs, including executive salary surveys, annual and long-term incentive programs, and deferred compensation plans. Being an Executive Compensation Analyst II requires a bachelor's degree. Typically reports to a manager or head of a unit/department. The Executive Compensation Analyst II gains exposure to some of the complex tasks within the job function. Occasionally directed in several aspects of the work. To be an Executive Compensation Analyst II typically requires 2 to 4 years of related experience. (Copyright 2024 Salary.com)... View full job description

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Job Openings for Executive Compensation Analyst II in Allendale, SC

Career Path for Executive Compensation Analyst II

A career path is a sequence of jobs that leads to your short- and long-term career goals. Some follow a linear career path within one field, while others change fields periodically to achieve career or personal goals.

For Executive Compensation Analyst II, the first career path typically starts with a Stock Plan Administrator III position, and then Stock Plan Administrator IV.

The second career path typically starts with a Compensation Analyst III position, and then progresses to Compensation Analyst IV.

Additionally, the third career path typically starts with an Executive Compensation Analyst III position, and then progresses to Executive Compensation Manager.

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Executive Compensation Analyst II salary varies from city to city. Compared with national average salary of Executive Compensation Analyst II, the highest Executive Compensation Analyst II salary is in San Francisco, CA, where the Executive Compensation Analyst II salary is 25.0% above. The lowest Executive Compensation Analyst II salary is in Miami, FL, where the Executive Compensation Analyst II salary is 2.9% lower than national average salary.

City, State Compared to national average
City, State San Francisco, CA Compared to national average
+ 25.0%
City, State Washington, DC Compared to national average
+ 11.3%
City, State Miami, FL Compared to national average
-2.9%
City, State Chicago, IL Compared to national average
+ 5.5%
City, State Boston, MA Compared to national average
+ 12.7%
City, State New York, NY Compared to national average
+ 17.5%
City, State Dallas, TX Compared to national average
-0.7%

Take just three simple steps below to generate your own personalized salary report

Step 1 of 3

Understand the total compensation opportunity for an Executive Compensation Analyst II, base salary plus other pay elements

Average Base Salary

Core compensation

 
 
 
74080
91475
80714

Average Total Cash Compensation

Includes base and annual incentives

 
 
 
75918
98499
84407
These charts show the average base salary (core compensation), as well as the average total cash compensation for the job of Executive Compensation Analyst II in Allendale, SC. The base salary for Executive Compensation Analyst II ranges from $74,080 to $91,475 with the average base salary of $80,714. The total cash compensation, which includes base, and annual incentives, can vary anywhere from $75,918 to $98,499 with the average total cash compensation of $84,407.
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74080
91475

 

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About Allendale, South Carolina    Allendale is a town in Allendale County, South Carolina, United States. The population was 3,482 at the 2010 census, a decline from 4,052 in 2000. It ....More

Allendale, South Carolina  area prices were up 1.5% from a year ago    View the Cost of Living in Allendale, South Carolina

Executive Compensation Analyst II Salary in popular cities: ColumbiaCharlestonNorth Charleston

Skills associated with Executive Compensation Analyst II: Incentive Programs, Equity Based Compensation, Salary Program Administration, HR Regulatory Environment & Compliance ...More

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