Sr Compensation Consultant

We need to output HTML fragment with sections: About the role? The posting includes a paragraph about McKesson and then Position Summary. We need to use

for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. We must include sections only when posting has real specific content. We have content for: Position Summary (could be About the role). Responsibilities (Key Responsibilities). Requirements (Minimum Requirements). Preferred Qualifications (maybe Qualifications). Skills (Critical Skills & Capabilities). Pay (Base Pay Range). Benefits (mention of competitive compensation package, total rewards, but not specific benefits; they say "For more information regarding benefits at McKesson, please click here." That's not specific benefit details, so we should not create Benefits section unless specific content. They mention "competitive compensation package" but not details. So we should not include Benefits. Schedule not mentioned. So we include About the role (Position Summary), Responsibilities, Requirements, Qualifications (Preferred Qualifications), Skills, Pay. Possibly also "Qualifications" could combine Minimum Requirements and Preferred Qualifications? But we need separate sections? The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). So we can have each as separate if content exists. For Qualifications we have Preferred Qualifications content. For Requirements we have Minimum Requirements. For Skills we have Critical Skills & Capabilities. For Pay we have Base Pay Range. For About the role we have Position Summary paragraph. Also there is introductory fluff about McKesson; maybe that is part of About the role? Could include that as part of About the role. But we must not repeat job title as heading. The job title is Senior Compensation Consultant. Not to repeat as heading. So we will output:

About the role

... (Position Summary plus maybe the introductory McKesson description? The instruction: preserve ALL substantive information; do not invent or summarize away detail. The introductory paragraph about McKesson is substantive? It's generic fluff but it's part of posting. We should include it? It's not part of Position Summary but it's about company. Could be considered part of About the role. Safer to include it as part of About the role. We'll combine the introductory paragraph and Position Summary into one

maybe multiple

s. We'll keep them separate

elements. Then

Responsibilities

with

• for each bullet under Key Responsibilities. Need to capture all bullet points. Then

  Requirements

  with
  • for Minimum Requirements bullet points. Then

    Qualifications

    with
    • for Preferred Qualifications. Then

      Skills

      with
      • for Critical Skills & Capabilities. Then

        Pay

        with

        for Base Pay Range. We must not include Benefits or Schedule. We must remove boilerplate: cookie/navigation/legal/EEO/equal-opportunity/scam-warning, duplicated lines, application instructions. So we need to strip the scam warning, EEO statements, equal opportunity, disability accommodation, etc. Also remove the line "We are proud to offer a competitive compensation package at McKesson as part of our Total Rewards..." maybe that's benefits? It's vague; we can keep as part of About the role? It's about compensation package but not specific benefits. Might be considered part of About the role. But it's generic; we could keep it as part of About the role. However it's not specific benefit details; but it's still substantive? It's a statement about compensation package. Might be okay to keep in About the role. We must also remove the line "For more information regarding benefits at McKesson, please click here." That's a link instruction; we should remove as it's application instruction? It's a reference to benefits; but it's not specific benefit detail; we can drop. Also remove the EEO paragraphs and disability accommodation. Also remove the scam warning paragraphs. Also remove the line "Join us at McKesson!" maybe it's a call to action; could be considered application instruction; better to drop. Now we need to extract the content. Let's copy the posting and extract. Posting text: "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. Position Summary The Senior Compensation Consultant serves as a strategic advisor and analytical subject matter expert supporting Texas Oncology. The role partners with HR Business Partners, Finance, HRIS, business leaders and other key stakeholders to design, administer and evaluate compensation and retention programs, with particular focus on long-term and short-term incentives, market competitiveness, internal equity, capital investment analysis and measurable business outcomes. As part of the broader Compensation Center of Excellence, this role combines compensation expertise, financial modeling and strategic foresight to translate complex data into actionable recommendations. The position advances programs that support attraction and retention, strengthen the employee value proposition, improve investment decisions and align people programs with organizational objectives. Key Responsibilities Strategic Advisory & Partnership Serve as a trusted advisor to HR Business Partners and business leaders on compensation strategy, job evaluations, pay decisions, incentive programs and policy interpretation. Partner with Finance, HRIS and cross-functional stakeholders to align compensation, retention and capital investment programs with business objectives, talent priorities and organizational growth. Develop clear, data-driven recommendations and present findings to senior and executive leadership to support informed decision-making. Compensation Design, Market Analysis & Administration Conduct market pricing and benchmarking analyses using salary surveys, external market data and internal information to assess competitiveness and internal equity. Evaluate market trends and recommend adjustments to compensation structures, salary ranges, incentive plans and bonus programs. Participate in annual compensation cycles, including merit increases, bonus planning and incentive administration, ensuring alignment with performance and business outcomes. Support compensation-related initiatives such as job architecture, organizational changes and merger or acquisition integration, as applicable. LTIP & Retention Program Management Lead end-to-end administration of the Long-Term Incentive Plan (LTIP), including grant distribution tracking, eligibility evaluation, participant and leadership communications, and coordination of program adjustments. Annually evaluate targeted retention strategies, including Short-Term Incentives (STI), LTIP and other incentive offerings, to assess effectiveness and identify opportunities for enhancement. Quantify quarterly and annual turnover and turnover costs, and establish tracking that connects retention outcomes with organizational initiatives and incentive participation. Governance, Compliance & Data Integrity Ensure compensation and incentive programs adhere to federal, state and local requirements as well as internal policies and governance standards. Maintain the integrity, accuracy and confidentiality of compensation, employee and financial data. Apply sound judgment and appropriate controls when analyzing and communicating sensitive information. Program Management, Systems & Process Improvement Manage multiple priorities and workstreams in a fast-paced, matrixed environment, maintaining clear milestones, stakeholder alignment and high-quality deliverables. Partner with HRIS and cross-functional teams to support data management, reporting and system enhancements, including Workday or similar platforms. Identify and implement opportunities to streamline processes, strengthen controls and improve the efficiency and effectiveness of compensation, incentive and capital-related programs. Communication & Education Develop and deliver compensation- and incentive-related materials, training and communications for HR partners, leaders, employees and program participants. Translate complex financial and compensation concepts into concise, accessible insights tailored to the intended audience. Support transparent communication of compensation practices, philosophy and program outcomes. Minimum Requirements Bachelor's degree in Finance, Economics, Business Administration, Human Resources or a related field, or equivalent experience. Minimum of 7 years of relevant professional experience, including at least 5 years of progressive experience in compensation analysis, program design, financial modeling or strategic advisory support. Demonstrated experience conducting detailed financial and compensation analyses and developing accurate forecasts, pro forma models and executive-level recommendations. Strong knowledge of compensation principles, market pricing methodologies, pay practices and incentive program administration. Advanced Microsoft Excel skills, including pivot tables, lookup functions and complex formulas. Preferred Qualifications Healthcare industry experience, particularly within a healthcare organization or physician practice environment. Certified Compensation Professional (CCP) designation. Experience supporting LTIP, STI, retention or other incentive programs. Experience with capital investment processes and lookback analysis. Experience with Workday or a similar HRIS platform; knowledge of Power BI is a plus. Critical Skills & Capabilities Strong analytical and problem-solving skills, with the ability to interpret complex compensation, workforce and financial data. Ability to translate analysis into actionable insights, practical recommendations and clear business narratives. Strategic planning, performance assessment and program management capability. Excellent written, verbal and presentation skills, including the ability to influence stakeholders at all levels. Strong stakeholder management and cross-functional collaboration skills. High attention to detail, sound judgment and commitment to confidentiality. Ability to manage competing priorities and deliver high-quality work in a fast-paced, matrixed environment. Measures of Success Accurate, timely and actionable compensation, LTIP, retention and capital analyses. Effective administration and continuous improvement of compensation and incentive programs. Clear alignment of recommendations with market competitiveness, internal equity, talent priorities and business objectives. Trusted partnership with HR, Finance, HRIS and business leaders. Strong data integrity, governance, confidentiality and stakeholder communication. We are proud to offer a competitive compensation package at McKesson as part of our Total Rewards. This is determined by several factors, including performance, experience and skills, equity, regular job market evaluations, and geographical markets. The pay range shown below is aligned with McKesson's pay philosophy, and pay will always be compliant with any applicable regulations. In addition to base pay, other compensation, such as an annual bonus or long-term incentive opportunities may be offered. For more information regarding benefits at McKesson, please click here. Our Base Pay Range for this position $139,400 - $232,400 McKesson has become aware of online recruiting-related scams in which individuals who are not affiliated with or authorized by McKesson are using McKesson’s (or affiliated entities, like CoverMyMeds or RxCrossroads) name in fraudulent emails, job postings or social media messages. In light of these scams, please bear the following in mind: McKesson Talent Advisors will never solicit money or credit card information in connection with a McKesson job application. McKesson Talent Advisors do not communicate with candidates via online chatrooms or using email accounts such as Gmail or Hotmail. Note that McKesson does rely on a virtual assistant (Gia) for certain recruiting-related communications with candidates. McKesson job postings are posted on our career site: careers.mckesson.com. McKesson is an Equal Opportunity Employer McKesson provides equal employment opportunities to applicants and employees, without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, disability, age, genetic information, or any other legally protected category. For additional information on McKesson’s full Equal Employment Opportunity policies, visit our Equal Employment Opportunity page. McKesson is committed to being an Equal Employment Opportunity Employer and offers opportunities to all job seekers including job seekers with disabilities. If you need a reasonable accommodation to assist with your job search or application for employment, please contact us by sending an email to (United States) Disability_Accommodation@McKesson.com or (Canada) Accessibility@mckesson.ca. Resumes or CVs submitted to this email box will not be accepted. Join us at McKesson!" We need to strip the scam warning, EEO, disability accommodation, and the line "Join us at McKesson!" and the "For more information regarding benefits at McKesson, please