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.