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Senior Compensation Analyst - McKesson

March 04, 2020 5:11 PM | Anonymous member

Current Need

McKesson is hiring a Senior Compensation Analyst, to be based in the Richmond, VA or Alpharetta, GA office.

The Senior Compensation Analyst partners with Compensation Consultants to provide compensation support to large complex Business Units.  They will apply experienced, in-depth knowledge of compensation programs and data analysis to inform compensation-related decisions and improve the effectiveness of compensation strategies and programs.  Uses technical expertise to work on complex problems where analysis requires rigorous evaluation of multiple factors and data sources.  

Position Description

  • Develop deep understanding of the business and works with Compensation Consultants to manage the compensation strategy that aligns with the business strategy.
  • Client interaction: Engage, influence, and provide some consultation to various audiences, including HR Business Partners, line managers, senior management and executives.  Provide advice to partners in a way that expands the understanding of compensation principles and programs and maintains data integrity and compliance with guidelines.
  • Conduct 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.
  • Provide compensation support through job/pay analysis:
  • Perform market pricing analyses
  • Conduct job evaluations, with capability to determine FLSA classification; job mapping projects as a result of integrations and re-organizations; may assist on leveling projects in partnership with HRBPs and Managers
  • Participate in salary surveys and other benchmarking data sources – including pay practices/trends, global, LTI
  • Understand needs for market research and features of each survey; identify additional survey/market intelligence sources as needed
  • Lead some compensation projects and initiatives in the business, such as the Annual Compensation review and benchmarking studies.  Work with internal McKesson partners (e.g., HRIS) to support project goals.  Manage multiple analytical projects at the same time, prioritizing and adjusting to meet deadlines.
  • Provide guidance and expertise to other Compensation Analysts in the team.
  • Operational: May review, provide recommendations, and approve some compensation transactions outside of guidelines, such as promotions, adjustments and internal/external offers.

Typical Minimum Qualifications

  • Degree or equivalent
  • Typically requires 4+ years of relevant experience

Critical Skills

  • 4+ years Compensation experience and exhibited expertise in 1 or 2 Compensation practice areas (e.g., equity, executive, base pay, variable/sales programs).
  • Requires thorough compensation knowledge and experience, preferably in a large, complex organization or corporate setting.
  • Understands BU and HR strategy and the alignment with compensation
  • Interprets internal/external requirements and recommends solutions/best practices, and alternatives.
  • Takes a broad perspective and balances enterprise and BU approach, better leverages the Compensation function to identify solutions for clients.
  • Strong relationship builder, an example of teamwork, and a good communicator.  Can comfortably be the face to the client, grow relationships across HR and management, and strengthen the value of the Compensation function through good customer service.
  • Strong quantitative analysis skills with ability to communicate findings in a clear, concise manner.

Additional Preferred Knowledge & Skills

  • Naturally conscientious about providing accuracy, quality control and thoroughness in all data reports.
  • Works on problems of diverse scope where analysis of data requires evaluation of identifiable and unidentifiable factors.
  • Possesses business acumen on HR matters, ability to influence, interact and work effectively across Total Rewards function and other related functions, e.g. Talent Management, Talent Acquisition, HR Business Partners, Compensation Consultants, and external vendors.
  • Provides critical thinking and problem solving, working with limited direction.
  • Provides additional, relevant information than may not have been part of the original ask.
  • Provides analysis that identifies the issue, provides understanding, insights, and actionable conclusions.
  • CCP Preferred

Physical Requirements

  • General Office Demands 
Apply on line at: 


(c) Richmond Compensation Association


P.O. Box 5931 Midlothian, VA 23112

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