Sr Compensation Consultant

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 LTI P , STI, retention or other incentive programs.   Experience with capital investment processes and lookback analysis.   Experience with Workday or a similar HRIS pl