As a Compensation Analyst, you have transferrable skills that would make you a good fit for other similar jobs. Here's a list of related jobs, possible career transitions and alternative careers, based on skills you likely have.
These job titles are similar to the Compensation Analyst role, and are often used interchangeably by companies. For example, some employers may refer to a Compensation Analyst as either a Compensation Manager or a Compensation Consultant.
A Compensation Manager shares 85% of core skills with a Compensation Analyst.
A Compensation Consultant shares 92% of core skills with a Compensation Analyst.
A Compensation Specialist shares 93% of core skills with a Compensation Analyst.
Here is a list of possible career transitions and similar professions a typical Compensation Analyst often moves into, within or outside their industry.
A Human Resources Analyst shares 60% of core skills with a Compensation Analyst.
A Human Resources Administrator shares 51% of core skills with a Compensation Analyst.
A Human Resources Business Partner shares 54% of core skills with a Compensation Analyst.
A Human Resources Manager shares 53% of core skills with a Compensation Analyst.
A Human Resources Information System Analyst shares 52% of core skills with a Compensation Analyst.
A Human Resources Specialist shares 50% of core skills with a Compensation Analyst.
A Human Resources Advisor shares 54% of core skills with a Compensation Analyst.
A Vice President Compensation shares 74% of core skills with a Compensation Analyst.
A Compensation Benefits Manager shares 61% of core skills with a Compensation Analyst.
A Director Compensation shares 84% of core skills with a Compensation Analyst.
If you're a Compensation Analyst and are planning to move into a similar profession or alternative career, it's important to build the right skill sets to position you for your next career.
We analyzed thousands of career transitions in your industry and identified the highest value skills to build as a Compensation Analyst. Building these skills will set you up for the most number of the above careers.
Here is a word cloud of the skills above. Use this as inspiration for the kinds of transferrable skills you need to build to move into a similar profession or alternative career.
To become a Human Resources Specialist from a Compensation Analyst, you should develop skills like Employee Relations, Human Resources Information Systems (HRIS), Onboarding, Employee Engagement, Interviewing, New Hire Orientations, Labor Relations and Teaching.
To become a Compensation Benefits Manager from a Compensation Analyst, you should develop skills like Deferred Compensation, Compensation, Human Resources Information Systems (HRIS), Traffic Design, Employee Relations, Personnel Management, U.S. Family and Medical Leave Act (FMLA) and Compensation Strategies.
Job titles that are especially common for a Compensation Analyst to move into include Director Compensation, Human Resources Specialist, Human Resources Administrator, Human Resources Information System Analyst, Human Resources Analyst, Human Resources Manager, Human Resources Business Partner and Vice President Compensation.
Here is a list of alternative careers and related jobs for a Compensation Analyst:
It's common for a Compensation Analyst to be referred to as a Compensation Specialist, Compensation Manager or Compensation Consultant.
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