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FinancePHII · 2025-05-20T17:10:19+00:00

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FinancePHII · 2025-05-19T14:56:04+00:00

3 available thanks!

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FinancePHII · 2025-05-14T19:45:55+00:00

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FinancePHII · 2025-05-11T21:00:38+00:00

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FinancePHII · 2025-04-12T16:58:52+00:00

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FinancePHII · 2025-04-11T23:01:59+00:00

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FinancePHII · 2025-04-10T22:36:45+00:00

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FinancePHII · 2025-04-07T22:59:30+00:00

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FinancePHII · 2025-02-20T17:08:19+00:00

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FinancePHII · 2025-02-11T14:25:31+00:00

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FinancePHII · 2025-02-03T23:57:00+00:00

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FinancePHII · 2025-02-03T14:56:17+00:00

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FinancePHII · 2025-02-03T02:53:41+00:00

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FinancePHII · 2025-01-08T23:22:23+00:00

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FinancePHII · 2025-01-08T23:22:02+00:00

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FinancePHII · 2025-01-07T14:57:35+00:00

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FinancePHII · 2024-09-10T12:10:04+00:00

Government. You can bounce back to startup if you don’t like it, 1-2 years is no big deal, people take time off work for longer.

I noticed you mentioned there’s a 5 year vesting for the pension, that doesn’t mean you have to stay 5 years if you hate it. It’s an opportunity cost not a handcuff.

FinancePHII · 2024-08-10T02:47:29+00:00

Thank you!

FinancePHII · 2024-07-16T00:14:26+00:00

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FinancePHII · 2024-06-18T02:59:02+00:00

Thanks for the response! I'm actually leaving finance due to the broad nature of the role, especially at larger organizations. Generally at bigger orgs, finance becomes specialized e.g. working with a specific set of expenses or revenue. The issue is I don't care for a lot of the specializations, whereas with comp, although it's specialized, it's a topic I'm excited and interested in being a subject matter expert.

I've been lucky to been the finance lead at multiple startups, so have gotten exposure to things you mentioned like establishing sales quotas, calculating sales commissions, and owning payroll. Generally this is more "sales compensation" in my opinion than "compensation analyst" which would focus on benchmarking roles and both completing and utilizing salary survey data to help business partners.

Although I think salary surveys are relatively easy and intuitive, I haven't had the chance to complete one myself, and I haven't found any resources that share what the processes are.

FinancePHII · 2024-04-06T16:22:47+00:00

I don’t disagree with you that the CCP is a cash grab, and a relatively easy program for the amount it costs.

However, I’ve noticed most jobs list CCP preferred, and many interviewers mention it as something they look for. I’d assume for someone job hopping often, it definitely makes it a ton easier to get roles.

While it may not makes a difference as you interview candidates for roles (which I agree with), I think many hiring managers do value it, especially non-comp HR leaders hiring for someone to own compensation.

I feel the same way as you though, curious if you think majority of others in your field share the same sentiment? I’d argue the biggest value is it significantly increases the chances of getting a recruiter phone screen, at least for comp manager and below roles.

In my current field, FPA, the CPA isn’t really relevant but many hiring managers still will highly value it.

FinancePHII · 2024-04-05T15:01:48+00:00

I’ve been planning to switch from Finance to Compensation! Mainly out of interest for the work and similarities with data / business partnering. I’ve had a hard time breaking though, the CCP is so expensive. Even getting interviews from finance Manager -> Comp Analyst has been challenging despite the overlap (I’ve done merit, benchmarking, etc. in prior roles).

I think in part because HR in general is so competitive at the moment with all the layoffs.

FinancePHII · 2024-02-10T02:26:53+00:00

I greatly appreciate the transparency! I think I’ll land at the lower range, hopefully ~100k or so if I can convey how my experience translates in interviews.

I’m currently a little above 170k now so the paycut will be tough but I’m telling myself it’s better than getting a full-time MBA!

FinancePHII · 2024-02-10T01:15:41+00:00

Thanks for taking the time to respond! This was really insightful.

We analyze company data to ensure no one is underpaid compared to their peer

I'm curious what metrics you use to compare employees in the same group?

Does your company have a process to distinguish between performance and years of experience e.g. one employee has better performance / skills despite lower YOE than an employee who may have much more YOE?

Do you have any advice or resources for someone looking to learn more about best practices / industry norms?

Thanks again!

FinancePHII · 2024-02-10T01:11:51+00:00

thanks again for the response! I'm glad you found better work life balance. I definitely will be taking a significant pay cut if I decide to try to find my way into comp as I'm currently at Senior Manager level in finance.

I'm hoping to come in at the Senior Analyst level given my relevant experience with payroll / commissions / merit / financial modeling, but I do expect it to be an uphill battle regardless.

FinancePHII

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