There is currently no job description for Equity Associate. Be the first to submit the job responsibilities for a Equity Associate.

Compile and analyze macroeconomic and industry data. Evaluate basic valuation methodologies for stocks under coverage. Create financial models and valuation analyses and write company reports, industry reports and investment recommendations. view job details

Demonstrates an exceptional standard of quality involving accuracy, attention to detail, organization and self-review skills, thoughtful analysis and problem-solving, effective collaborating skills and accountability for excellent results. Manage and support general department activities, including investment materials both for internal and external constituents. Develops and maintains professional relationships and contacts within the investments industry in order to conduct searches and gain knowledge of appropriate investment opportunities. view job details

There is currently no job description for Associate Equity Analyst. Be the first to submit the job responsibilities for a Associate Equity Analyst.

Interacts with internal and external auditors providing requested information to specific inquiries as needed. Assists in evaluating portfolio diversification by geography, industry, and sub-strategy. Works as part of a team to implement best operational and risk management practices. view job details

Q. I was recently promoted to a higher position and given a form stating my change in position and salary. However, the form said I was receiving an 'equity adjustment' as oppposed to a promotion. What is the difference? Was it my boss's way of cheating me out of a higher percentage increase or vice-versa? Also, what is a typical percent increase when promoted to a higher position?A. An equity adjustment is typically given to an employee when the company wants to bring his or her salary in line with either the internal or external 'competitive wage.' A promotional increase, on the other hand, ... view article details

Q: At work, two departments have two separate requirements. One requires a four-year bachelor's degree with a lower starting salary than the other, which requires only a two-year associate's degree. Is this appropriate?A: I know of no legal precedent requiring employers to pay someone with a bachelor's degree more than someone with an associate's degree. If your company has a compensation strategy that pays its employees based on competence and skill sets, it is possible that someone with an associate's degree would get paid more than an employee with a bachelor's degree.I can't say whether it... view article details

When Buying is Better   It's the rare person who doesn't resent handing over large sums in rent every month. Even if the very idea of a 30-year mortgage makes you shiver, the fact is, over the long term, building equity in your own property is far smarter than financing someone else's. A fixed rate mortgage also locks in your monthly rate so you know that whatever your payment is, at least it will stay the same for thirty years. Even with an adjustable rate mortgage (ARM) you know your monthly cost will hover within a plus or minus dollar range for the term of the mortgage. Rent, on the other ... view article details

Q. I started with my present company in Raleigh, NC, in February as an HR assistant on a temp-to-hire basis at a salary of $25,000. In March, the company hired me full-time and increased my salary to $28,000.At the time I came on board, our HR director resigned. We were without an HR director for about two months. Then the benefits generalist turned in her resignation. I took the initiative to learn her job in less than two weeks.At my performance review, the new HR director complimented me on taking the initiative to learn the benefits generalist's job and on how quickly I caught on. She then... view article details

Q. I began working at my company one month after the beginning of our fiscal year. I recently received my first salary increase (over a year later) and found that it was much lower than I had expected. I realize the current market conditions may have driven this lower increase, but I was told that perhaps it is also because I had not yet worked a full year (only 11 months, instead of 12) when raises were decided. Would this lower my salary increase percentage significantly? If so, is it appropriate for me to ask for a mid-year review (for my second year of employment)? My company tends to have... view article details

In 2024, how companies handle equity is changing in many ways. This is because of changes in the economy and how companies work. Both big and small companies are dealing with many different factors, from market fluctuations to evolving employee expectations. To stay competitive and get good employees, companies need to know what is happening with equity. Trends in vesting schedules and structures play a pivotal role. These reflect the adaptability of companies in aligning compensation strategies with changing market conditions and employee needs. Employees have been involved in equity programs... view blog & white papers details

Pay equity is having more than a moment - consider it a movement. Most people believe defines how companies approach their relationship with their workers. As a result, it radically alters how they foster workplace culture and engagement. The time to act is now. Firms that wait for the push for pay equity to fade away, do so at their own risk. Equity at work is the number one issue facing HR experts today. The call for action is coming from all sides. They come from workers and job candidates to group leaders and legislators, to society at large. Beyond being a smart decision, it is the right... view blog & white papers details

Salary.com's Pay Equity Reporting Toolkit is part of our CompAnalyst Reporting and Analytics. The Toolkit will help you assess internal pay differences and show you where and how to address them. Paying people equitably is important for compliance, recruiting, retention, DE&I, employee engagement, and improving business performance. The Pay Equity Reporting Toolkit will help you: Analyze pay equity by age, ethnicity, and gender Compare internal and external competitiveness for each employee Create presentation-ready reports that show where pay is equitable and where there are potential gaps.... view blog & white papers details

Pay equity is an important consideration for employers today. Addressing this important concern requires a well-considered process to ensure that individuals doing the same job, with the same skills, and level of proficiency within those skills, are paid equally. And pay equity is not only good for the individuals impacted, but has also been shown to have a strong positive link to overall engagement, turnover, and customer satisfaction metrics. Download this new white paper from Aptitude Research Partners to learn more. https://www2.salary.com/l/250572/2020-12-08/2m4jyy4 view blog & white papers details

Like no other time in history, compensation and equity are key drivers of culture and engagement. Radical change, driven by pay equity and the transfer of power from employer to employee, is happening more by the day. Creating a fairer employee experience is the most important initiative for HR executives in 2022. Plunkett Pay Equity Framework TM provides a clear, achievable path to pay equity. The time to make progress on this issue is now. view blog & white papers details