6 general skills or competencies (Job family competencies) for Compensation and Benefits Supervisor
Skill definition-Designing, managing, assessing and implementing compensation plan to attract and retain talent.
Level 1 Behaviors
(General Familiarity)
Identifies major types of benefits program.
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Level 2 Behaviors
(Light Experience)
Performs employees' needs assessment to support the selection and of benefit program.
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Level 3 Behaviors
(Moderate Experience)
Recommends improvements to the overall benefits program.
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Level 4 Behaviors
(Extensive Experience)
Monitors benefit programs cost and recommends appropriate actions to mitigate cost.
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Level 5 Behaviors
(Mastery)
Establishes a periodic evaluation process to assess effectiveness of benefits.
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Skill definition-Developing wellness programs and initiatives to promote the healthy lifestyle and well-being of employees across the organization.
Level 1 Behaviors
(General Familiarity)
Identifies trends and predictive insights related to employee wellness.
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Level 2 Behaviors
(Light Experience)
Gathers employee information to identify needs for individualized health and wellness plans.
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Level 3 Behaviors
(Moderate Experience)
Performs health assessments to create treatment plans and foster wellness for our employees.
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Level 4 Behaviors
(Extensive Experience)
Facilitates employee wellness programs to improve individual health and reduce healthcare costs.
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Level 5 Behaviors
(Mastery)
Promotes wellness programs to motivate our employees in improving long-term healthy behaviors.
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10 soft skills or competencies (core competencies) for Compensation and Benefits Supervisor
Skill definition-Applying specific policies, tools and practices to plan and prepare projected revenues, expenses, cash flows, and capital expenditures.
Level 1 Behaviors
(General Familiarity)
Explains the importance of budget reporting and forecasting in our workplace.
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Level 2 Behaviors
(Light Experience)
Produces budget reports showing planned vs. actual variances highlighted and explained.
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Level 3 Behaviors
(Moderate Experience)
Reviews and helps approve major budget adjustments to negotiate and reconcile line variances.
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Level 4 Behaviors
(Extensive Experience)
Provides in-depth training to our entire organization about the zero based budgeting methodology.
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Level 5 Behaviors
(Mastery)
Forecasts asset needs to leverage available inventory and data compilation for annual budgeting.
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Skill definition-Applying specific knowledge, skills, tools, and techniques to manage a project from initial conception to successful completion.
Level 1 Behaviors
(General Familiarity)
Illustrates the difference between initiating, planning, executing, and closing a project.
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Level 2 Behaviors
(Light Experience)
Gathers and tracks relevant data and information and reports updates to management.
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Level 3 Behaviors
(Moderate Experience)
Implements a flexible project framework to prevent unnecessary disruption.
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Level 4 Behaviors
(Extensive Experience)
Monitors project progress, quality, deadlines, and other key metrics to ensure timely completion.
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Level 5 Behaviors
(Mastery)
Mediates project negotiations, scopes, and assigned resources at project inception to assure project success.
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Summary of Compensation and Benefits Supervisor skills and competencies
There are 0 hard skills for Compensation and Benefits Supervisor.
6 general skills for Compensation and Benefits Supervisor, Benefit Programs, Employee Wellness, Human Resource Information System (HRIS), etc.
10 soft skills for Compensation and Benefits Supervisor, Budgeting, Project Management, Performance Management, etc.
While the list totals 16 distinct skills, it's important to note that not all are required to be mastered to the same degree. Some skills may only need a basic understanding, whereas others demand a higher level of expertise.
For instance, as a Compensation and Benefits Supervisor, he or she needs to be skilled in Budgeting, be skilled in Project Management, and be skilled in Performance Management.