Compensation and Benefits Manager (Formal)IIIExecutive Compensation ManagerJob Skill RequirementsSpecified Duration of Work (If Any)...Duration-Compensation Type, Rate, and Annualized Result...Compensation- - - Estimated hours a skill will be applied during the task. Could be simply the task hours or specific to the skill...ExperienceLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...1st YearLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...StandardsSkills Required for the task...SkillsPoints are in Thousands...(in Thousands)Estimated hours a skill will be applied during the task. Could be simply the task hours or specific to the skill...CredentialLevel of skill required. Based on the tiered Job system (I - V) and a sublevel scale from 1 t0 10...LevelFocus is the proportion (based on intensity and frequency) a skills is applied relative to the other skills...HoursThis interpretation of Skill Points is based on the skill, hours, level and focus attributes (among other proprietary factors)...PointsUsage is the predicted application rate of the skill throughout the task relative to the number of hours...UsageThis interpretation of Skill Points is based on the skill, and the applied usage attributes (among other proprietary factors)..PointsTotal financial and non-financial rewards an employee receives in exchange for their work, including base pay, bonuses, and benefits like stock options, health insurance, and retirement plans. ...Corporate CompensationGR3Level Tier III - 3 3 III 2225Hourly/ 0.25H0.25270Administering a group or several projects that align with a company’s organizational strategy, goals, and mission. ...Program ManagementGR3Level Tier III - 3 3 III 2225Daily/ 2D2270Quantitative analysis is a research methodology that uses mathematical and statistical techniques to analyze numerical data and identify patterns, trends, and relationships between variables. ...Quantitative AnalysisGR3Level Tier III - 3 3 III 2225Hourly/ 0.25H0.25270'Practice of following established rules, guidelines, and procedures within an organization. ...Policy AdherenceGR3Level Tier III - 3 3 III 2225Weekly/ 8W8173Process encompassing the planning, structuring, and organization of a program. ...Program DesignGR3Level Tier III - 3 3 III 2225Weekly/ 8W8173Formal systems devised for the management of people within an organization. The responsibilities of a human resource manager fall into three major areas: staffing, employee compensation and benefits, and defining/designing work. ...Human Resource ManagementGR3Level Tier III - 3 3 III 2225Daily/ 1D168Systematic approaches to find the best solutions, whether it's maximizing profit or minimizing waste, by identifying and improving processes and resources. ...Optimization StrategiesGR3Level Tier III - 3 3 III 2225Daily/ 1D168'Managing and monitoring the compensation that employees get for the service performed. ...Payroll ManagementGR3Level Tier III - 3 3 III 2225Daily/ 1D168Describes the goal that organizations aspire to achieve in their efforts to ensure that they are aware of and take steps to comply with relevant laws, policies, and regulations. ...Regulatory ComplianceGP2Level Tier III - 3 3 III 1720Weekly/ 10W10270'A variable, performance-based pay structure—separate from base salary—designed to motivate employees by linking rewards to specific, measurable goals or company success. ...Incentive CompensationGP1Level Tier III - 3 3 III 1210Weekly/ 8W8173Abstract separation of a whole into its constituent parts in order to study the parts and their relations. analysis. abstract thought, logical thinking, reasoning. ...Analytical ThinkingGR3Level Tier III - 3 3 III 2225Daily/ 2D2270Objective analysis and evaluation of an issue in order to form a judgment. ...Critical ThinkingGR3Level Tier III - 3 3 III 2225Daily/ 1D168Giving expert advice to people working in a professional or technical field. ...ConsultingGR3Level Tier III - 3 3 III 2225Weekly/ 6W697Identifying core concepts and underlying principles to solve problems. ...Conceptual Problem SolvingGR3Level Tier III - 3 3 III 2225Daily/ 1D168Ability to judge, make a decision, or form an opinion objectively, authoritatively, and wisely, especially in matters affecting action ...Judgment and Decision MakingGR3Level Tier III - 3 3 III 2225Daily/ 1D168The quality or state of being correct or precise. ...AccuracyGP1.5Level Tier III - 3 3 III 1465Daily/ 1D168'Interactions between departments, team, and / or group from within a company, usually suggesting working together from different disciplines or parts of the company. ...Internal CollaborationGP1Level Tier III - 3 3 III 1210Weekly/ 6W697AI platform that elevates plan-to-hire. Workday is the only platform that unites HR and finance. ...WorkdayGP1Level Tier III - 3 3 III 1210Monthly/ 40M40230''Cloud-powered productivity platform that combines familiar apps like Word and Excel with intelligent cloud services and advanced security. ...Microsoft 365GP1Level Tier III - 3 3 III 1210Monthly/ 30M30130(ERP) comprehensive set of applications for managing various business processes, including Human Capital Management (HCM), Financial Management, Supply Chain Management, and Customer Relationship Management (CRM) ...PeopleSoftGP1Level Tier III - 3 3 III 1210Monthly/ 30M30130...Total Skill Points:381803030Objective is the primary goal of the task...Description- Link is a way to share an internal link to the task (if there is one)...Job LinkSkills Label™ Patent 11587190 skillslabel.com
  


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A Job Label is a complete ROI for a standard job listing lasting a year or less. Job Labels standardize what skills are required for both prior experience and first year application.

A template establishes baseline job requirements. A job posting and the company listing the job should have different requirements, so on a Job Label the referenced skills and their definitions change. Skills might get added or removed.

Use Job Labels to attract professionals. A clear advantage with Job Labels are they allow evaluations to consider not only a credential (degree or certificate), but whether workers are able to apply the necessary skills neeeded for the job.

Use the Learning Labels Search to find a Job Template. Then create a Job Label in seconds...

Use Skills Based Approach to prepare to learn, get, and verify the skills in 6 months to 2 years...