Compensation Lead Salary in Erie, PA

Lead Compensation Analyst - Average Salary $96,405

The Lead Compensation Analyst is responsible for overseeing the development, implementation, and maintenance of the organization's compensation programs. This includes conducting market research and analysis to ensure competitive and equitable pay practices, designing and administering incentive and bonus programs, and providing guidance and support to HR and management on compensation-related matters. The Lead Compensation Analyst also leads a team of compensation analysts, providing mentorship and guidance to ensure the team's success in delivering accurate and timely compensation solutions. Additionally, they collaborate with other HR and business leaders to develop and implement strategies that support the organization's overall compensation philosophy and goals.

Compensation Specialist IV - Average Salary $119,100

The Compensation Specialist IV evaluates jobs, determines pay grades, participates in compensation surveys, and performs associated analysis. Analyzes, designs, and administers employer compensation programs, including base pay, incentive pay, and performance management programs. Being a Compensation Specialist IV may supervise and guide lower-level compensation analysts. Ensures that requests for pay adjustments comply with current compensation policy. In addition, Compensation Specialist IV requires a bachelor's degree. Typically reports to manager or head of a unit/department. Compensation Specialist IV is a specialist on complex technical and business matters. Work is highly independent. May assume a team lead role for the work group. Working as a Compensation Specialist IV typically requires 7+ years of related experience.

Principal Compensation Analyst - Average Salary $119,070

The Principal Compensation Analyst evaluates jobs, determines pay grades, participates in compensation surveys, and performs associated analysis. Analyzes, designs, and administers employer compensation programs, including base pay, incentive pay, and performance management programs. Being a Principal Compensation Analyst may supervise and guide lower-level compensation analysts. Ensures that requests for pay adjustments comply with current compensation policy. In addition, Principal Compensation Analyst requires a bachelor's degree. Typically reports to manager or head of a unit/department. Principal Compensation Analyst is a specialist on complex technical and business matters. Work is highly independent. May assume a team lead role for the work group. Working as a Principal Compensation Analyst typically requires 7+ years of related experience.

Compensation Analyst IV - Average Salary $119,060

Compensation Analyst IV 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. Designs and communicates pay structures, grades, compensation budgets, and guidelines. Being a Compensation Analyst IV 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. Additionally, Compensation Analyst IV participates in compensation surveys, conducts research and analysis on market competitiveness, pay equity, and compensation trends. Requires a bachelor's degree or equivalent. Typically reports to a manager or head of a unit/department. The Compensation Analyst IV work is highly independent. May assume a team lead role for the work group. A specialist on complex technical and business matters. To be a Compensation Analyst IV typically requires 7+ years of related experience.

Compensation Team Leader - Average Salary $120,100

The Compensation Team Leader ensures that the plans/programs are consistent with employer's policies and all applicable federal and state laws. Administers corporate compensation plans/programs. Being a Compensation Team Leader maintains salary structures and company compensation policies. Conducts job evaluations to understand the content of a job. In addition, Compensation Team Leader is responsible for survey participation and compensation analysis. May lead and direct the work of others. Familiar with a variety of the field's concepts, practices, and procedures. Relies on extensive experience and judgment to plan and accomplish goals. Performs a variety of tasks. A wide degree of creativity and latitude is expected. Requires a bachelor's degree. Typically reports to manager or head of a unit/department. The Compensation Team Leader supervises a small group of para-professional staff in an organization characterized by highly transactional or repetitive processes. Contributes to the development of processes and procedures. Thorough knowledge of functional area under supervision. Working as a Compensation Team Leader typically requires 3 years experience in the related area as an individual contributor.