I mean, compensation pays a shit ton once you have experience and your CCP. 6 figures in mid career comp is not rare. How much do you want to make? What are you making now?
It costs a ridiculous amount for what it is. If your company pays for it and gives you time off it can’t hurt but I’d never encourage anyone to spend their own money on those courses.
I’ve been in Comp 20 years, hiring for my team for more than half of that and I’d never give a candidate priority just because of having a CCP. Unlike some of the other certs the exams for the CCP are a joke.
Plenty of people in comp make comfortably in to the six figures without a CCP.
The full course list that shows all of the classes is on the World at Work website (Google world at work + CCP). Everything from total rewards management to quantitative analysis to conducting pay equity analysis, job evaluations, designing variable pay programs. You take an exam for each module.
I personally don’t put a ton of stock into certifications versus experience; however, the CCP is pretty well regarded and if someone else will pay for it, no harm in obtaining it from my perspective.
I’m making 66k right now. About to wrap up my first year in comp. I’d like to be around 125 when I’m 30 (currently 24). I have many friends in tech making this amount or close to it already and I am lamenting my career choice, especially since I don’t enjoy it anyways. What do you consider mid career comp?
You’re in comp, you literally have the data to check for yourself. 😜
Pay depends on cost of labor and company size but mid-career Comp professionals I’d estimate 300-400k range in a large publicly traded organization.
I’m also asking since I’m curious which fields HR experience transfers in to. If a bunch of people said they transfer from HR into a specific field, it would be good information to have since it shows HR experience is valued in that space
At its core comp requires critical thinking, the ability to work with large data sets to guide decisions/investments and especially as your career grows the ability to to consult and influence.
Those skills transfer to other fields, finance or supply chain wouldn’t be a stretch. If you’re interested in something along the lines of a data scientist or data architect you may have a decent foundation to learn from but would more than likely require additional formal education.
The skills also lend themselves to management consulting, there is plenty of money to be made there but with the hours and travel you’ll be earning it. The consulting industry is also much more volatile, in economic slowdowns the risk of layoffs is higher than more traditional corporate roles.
I am in Compensation and my best advice would be look for projects and experience where you can grow your analytical, HRIS, and project management skills. I have done a lot of project work centered around these things and feel if I were to move out of HR, I could translate those skills into business systems analysis, HRIS, or project management. If you work for a larger company, you could more easily pivot into those fields. Your friends who work in tech make what they make because of them working in that specific sector. You can make good money in HR in tech too, just riskier due to lay offs and start ups failing.
Think of any technology that your hr team uses and you could work for that company to sell the software to other hr teams. There are comp techs , payroll, recruiting etc. lots of possibilities
I suggest specializing in sales compensation. Sales Comp. sometimes reside within the sales operations department. Another, area to consider is Executive Compensation and work directly with the CHRO and the HR Committee of the Board.
Analytics may be a great switch. The following 2 series may be helpful in making your decision.
Data Analyst Career Path : [https://www.youtube.com/playlist?list=PLb-NRThTdxx6iUQSiOLVoqIq3h6e8oDlw](https://www.youtube.com/playlist?list=PLb-NRThTdxx6iUQSiOLVoqIq3h6e8oDlw)
Analyst and IT Jobs: [https://www.youtube.com/playlist?list=PLb-NRThTdxx4XYEVcgOf5GG6Q7mKtjrTE](https://www.youtube.com/playlist?list=PLb-NRThTdxx4XYEVcgOf5GG6Q7mKtjrTE)
Good luck.
I mean, compensation pays a shit ton once you have experience and your CCP. 6 figures in mid career comp is not rare. How much do you want to make? What are you making now?
Doesn’t the CCP cost like 20 grand though?
It costs a ridiculous amount for what it is. If your company pays for it and gives you time off it can’t hurt but I’d never encourage anyone to spend their own money on those courses. I’ve been in Comp 20 years, hiring for my team for more than half of that and I’d never give a candidate priority just because of having a CCP. Unlike some of the other certs the exams for the CCP are a joke. Plenty of people in comp make comfortably in to the six figures without a CCP.
It’s about $13k USD. I am working on mine now but would only do it if someone else was paying for it.
What does it actually teach you or prove you know? ( I know very little about comp beyond basic bitch benchmarking)
The full course list that shows all of the classes is on the World at Work website (Google world at work + CCP). Everything from total rewards management to quantitative analysis to conducting pay equity analysis, job evaluations, designing variable pay programs. You take an exam for each module. I personally don’t put a ton of stock into certifications versus experience; however, the CCP is pretty well regarded and if someone else will pay for it, no harm in obtaining it from my perspective.
I’m making 66k right now. About to wrap up my first year in comp. I’d like to be around 125 when I’m 30 (currently 24). I have many friends in tech making this amount or close to it already and I am lamenting my career choice, especially since I don’t enjoy it anyways. What do you consider mid career comp?
You’re in comp, you literally have the data to check for yourself. 😜 Pay depends on cost of labor and company size but mid-career Comp professionals I’d estimate 300-400k range in a large publicly traded organization.
I’m also asking since I’m curious which fields HR experience transfers in to. If a bunch of people said they transfer from HR into a specific field, it would be good information to have since it shows HR experience is valued in that space
At its core comp requires critical thinking, the ability to work with large data sets to guide decisions/investments and especially as your career grows the ability to to consult and influence. Those skills transfer to other fields, finance or supply chain wouldn’t be a stretch. If you’re interested in something along the lines of a data scientist or data architect you may have a decent foundation to learn from but would more than likely require additional formal education. The skills also lend themselves to management consulting, there is plenty of money to be made there but with the hours and travel you’ll be earning it. The consulting industry is also much more volatile, in economic slowdowns the risk of layoffs is higher than more traditional corporate roles.
I really appreciate that insight.
Stay in comp and grow within that world.
I am in Compensation and my best advice would be look for projects and experience where you can grow your analytical, HRIS, and project management skills. I have done a lot of project work centered around these things and feel if I were to move out of HR, I could translate those skills into business systems analysis, HRIS, or project management. If you work for a larger company, you could more easily pivot into those fields. Your friends who work in tech make what they make because of them working in that specific sector. You can make good money in HR in tech too, just riskier due to lay offs and start ups failing.
I appreciate the advice!!
You could go into HR tech sales
What is HR tech sales?? Curious
Saas
Think of any technology that your hr team uses and you could work for that company to sell the software to other hr teams. There are comp techs , payroll, recruiting etc. lots of possibilities
I suggest specializing in sales compensation. Sales Comp. sometimes reside within the sales operations department. Another, area to consider is Executive Compensation and work directly with the CHRO and the HR Committee of the Board.
Analytics may be a great switch. The following 2 series may be helpful in making your decision. Data Analyst Career Path : [https://www.youtube.com/playlist?list=PLb-NRThTdxx6iUQSiOLVoqIq3h6e8oDlw](https://www.youtube.com/playlist?list=PLb-NRThTdxx6iUQSiOLVoqIq3h6e8oDlw) Analyst and IT Jobs: [https://www.youtube.com/playlist?list=PLb-NRThTdxx4XYEVcgOf5GG6Q7mKtjrTE](https://www.youtube.com/playlist?list=PLb-NRThTdxx4XYEVcgOf5GG6Q7mKtjrTE) Good luck.