Sr. Compensation Consultant, The US Oncology Network

McKesson is an impact-driven, Fortune 10 company that touches virtually every aspect of healthcare. We are known for delivering insights, products, and services that make quality care more accessible and affordable. Here, we focus on the health, happiness, and well-being of you and those we serve – we care.

What you do at McKesson matters. We foster a culture where you can grow, make an impact, and are empowered to bring new ideas. Together, we thrive as we shape the future of health for patients, our communities, and our people. If you want to be part of tomorrow’s health today, we want to hear from you.

The Senior Compensation Consultant manages the Compensation program across all practices within The US Oncology Network. Responsible for analyzing employee and market data, providing consultative compensation support, leading compensation initiatives for the assigned client group, and designing tools to assist practice HR with managing rewards locally. This role is a key player in the design and creation of compensation strategies that align to the overall business strategy.   

Key Responsibilities

• Conducts rigorous analysis of multiple and complex data sources (compensation surveys and market research, talent, workforce, best practices) to create various compensation models. Scenarios may include predictive analytics to identify future trends and risk. Asks well-informed questions to diagnose problems/needs. Actively seeks market intelligence and industry-specific data to obtain in-depth understanding of the market and industry-specific compensation trends. Recommends solutions to ensure compensation programs are industry-aligned and best-in-class; and builds internal relationships and external networks. Works under consultative direction toward predetermined long-range targets. Participates in salary surveys and other benchmarking data sources, including pay practices/trends. Determines and pursues courses of action essential in obtaining desired outcomes. Goals generally communicated in solution or project goal terms.
• Client interaction: Engages, influences, and provides consultation to various audiences, including HR Business Partners, practice HR practitioners, line managers, senior management, and executives. Provides advice to partners in a way that expands the understanding of compensation principles and programs and maintains data integrity and compliance with guidelines. Key contributor on the design, development, and impact of various rewards programs and services. Frequently contributes to the development of new compensation theories and methods.
• Creates and maintains various tools and reports to assist local HR practitioners with implementing rewards programs within their practices. Resources include, but are not limited to, merit modeling workbooks, employee and job/position to market analyses, equity and compression models and analyses, practice-specific compensation philosophy development tools, and pay range by position/geography tools. Develops Compensation training tools and resources and conducts training sessions as needed for business and HR leaders.
• Leads the annual compensation review process: Develops merit and bonus structures, pay matrices, and Network-wide job architecture. Leads development, calculation, and finalization of bonus exceptions each fiscal year. Collaborates with senior leadership and corporate Compensation team to ensure eligible employees receive correct bonuses.
• Manages geographic pay differential data to ensure assigned zones are representative of cost of labor in local markets. Analyzes market-specific data to adjust differentials as necessary.
• Leads compensation activity for Mergers and Acquisitions. Collaborates with HR Business Partners and Integrations Team to ensure new staff are aligned to correct job codes and pay ranges.

Minimum Job Qualifications

• Ten years of Compensation experience including strategy development and demonstrated expertise in multiple Compensation practice areas (e.g., base pay, variable programs, market pricing, job description administration, etc.), preferably in a large, complex organization or corporate setting
• Four-year degree in Business Administration or Human Resources, Business Management, or related field

Preferred Skills and Experience

• Understanding of clinical roles and the healthcare industry is strongly preferred
• Masters degree in Business Administration or Human Resources strongly preferred

Specialized Knowledge/Skills:

• Certified Compensation Professional (CCP) through World at Work Required
• Advanced compensation knowledge including benchmarking, job evaluatio