Omnicare Senior Manager, Total Rewards & Benefits

We’re building a world of health around every individual — shaping a more connected, convenient and compassionate health experience. At CVS Health®, you’ll be surrounded by passionate colleagues who care deeply, innovate with purpose, hold ourselves accountable and prioritize safety and quality in everything we do. Join us and be part of something bigger – helping to simplify health care one person, one family and one community at a time.

Position Summary

Omnicare is a leading provider of pharmacy services to long-term care facilities nationwide, supporting skilled nursing facilities, assisted living communities, and other institutional care settings. As we transition to an independent, standalone organization, we are building and strengthening internal capabilities to support our approximately 6,000 colleagues and multi-state operations.

The Senior Manager, Total Rewards & Benefits is responsible for the execution, governance, and continuous optimization of the organization’s compensation and benefits programs. This role ensures programs are competitive, compliant, and aligned with the company’s overall Total Rewards philosophy.

Operating within a lean HR model, this position partners closely with senior leadership to deliver scalable, data-driven solutions while maintaining strong controls over compensation decisions, benefits administration, and regulatory compliance.

Key Responsibilities

Total Rewards Strategy Execution & Governance

• Execute the organization’s Total Rewards strategy in alignment with business objectives and compensation philosophy

• Ensure consistent application of compensation and benefits programs across a multi-state workforce

• Establish governance frameworks to maintain pay equity, consistency, and control

• Monitor and enforce adherence to salary structures, ranges, and incentive frameworks

Compensation Programs

• Lead the annual compensation cycle, including merit increases, bonus planning, and execution

• Administer compensation structures, job architecture, and salary ranges across all employee populations

• Provide guidance to HRBPs and leaders on hiring offers, promotions, and pay decisions

• Review and approve exception requests, ensuring alignment with guidelines and escalation protocols

• Maintain tracking and reporting on compensation exceptions and trends

Market Benchmarking & Analytics

• Manage compensation benchmarking activities, including job matching and market pricing

• Utilize survey data (e.g., Mercer, Radford, industry benchmarks) to assess competitiveness

• Analyze pay trends and provide actionable recommendations to leadership

• Support ongoing evaluation of compensation structures and adjustments

Benefits & Wellbeing Programs

• Oversee benefits administration in partnership with brokers and external vendors

• Support open enrollment planning, execution, and employee communications

• Monitor benefits utilization, cost trends, and program effectiveness

• Ensure compliance with all benefits-related regulations (e.g., ERISA, ACA, COBRA)

• Partner with vendors on renewals, plan performance, and service delivery

Compliance, Risk Management & Governance

• Ensure compliance with federal, state, and local regulations across compensation and benefits programs

• Maintain audit-ready documentation and support internal and external audits

• Identify and mitigate risks related to pay equity, compensation practices, and benefits administration

• Establish policies, controls, and approval workflows to support governance

Leadership Advisory & Business Partnership

• Act as a trusted advisor to HRBPs and leadership on compensation and benefits decisions

• Provide decision frameworks, guardrails, and tools to enable consistent manager practices

• Support workforce planning, cost modeling, and labor expense analysis

• Deliver insights to leadership on trends, risks, and opportunities

Process Improvement & Transformation

• Identify opportunities to streamline and automate Total Rewards processes

• Support HR system optimization (HRIS, compensation planning tools, vendor platforms)

• Leverage analytics and AI tools to enhance reporting, benchmarking, and decision-making

• Drive continuous improvement in program delivery and employee experience

• Comp