Sr. Consultant, Compensation

What Compensation contributes to Cardinal Health

Human Resources designs, implements and delivers human resource programs and policies, including recruitment, talent management, diversity and inclusion, compensation and benefits, among others. This function anticipates and plans for long-term human resource needs in alignment with business strategies.

Compensation designs and administers competitive compensation programs to attract and retain employees, drive performance and results, and provide rewards for individuals and teams. This job family sets policies and structures around a variety of compensation types, including base pay, short-term incentives, long-term incentives and deferred compensation, and communicates policies to managers throughout the enterprise.

Job Summary

The Sr. Consultant, Sales Compensation will be a hands-on individual contributor - equal parts analytical thinker and relationship builder.  They must have the poise and executive presence required to be a leader within the team, interact with other employees in a cross functional, company-wide manner.  This highly visible position will play a large role in shaping sales incentive programs for our pharmaceutical segment.

This position can be remote/work from home anywhere in the US.

Accountabilities

• Lead the design and governance of sales incentive programs for our pharmaceutical segment with partnership across the enterprise
• Maintain knowledge of best practices and industry standard suggestions to align business strategies with sales plan designs
• Prepare and deliver executive summaries for sales incentive plan design and effectiveness throughout the year
• Participates on project teams and focuses on process improvement, automating processes, and reducing exceptions for sales incentive plans
• Monitors the effectiveness of existing compensation programs and recommends changes to ensure alignment with compensation trends and organizational objectives.
• Interprets and summarizes analytical results and makes recommendations regarding the development and maintenance of compensation programs.
• Collaborates with key stakeholders to construct and lead key presentations and training on incentive plans, sales tools and technology.
• Provides advice and guidance to management and key stakeholders on pay decisions, policy interpretations, and job evaluations.
• Prepare and deliver education material and training to help other groups understand more about variable compensation
• Conducts sales job evaluations for any level with market pricing, functional and local calibration and framework scoring. Explains methods/results/recommendations with stakeholders
• Participates/completes compensation surveys for the sales function. Analyzes results and implications to CAH’s compensation levels and practices when survey results are returned.

Qualifications

• Bachelor's degree in related field, or equivalent work experience, preferred
• 8+ years’ experience in related field, with 3+ years of sales compensation experience, preferred
• Analytical mindset, with strong experience in Excel and other data analytics software (e.g., Tableau, etc.).
• Experience with Workday, commission programs and SPIFFs, preferred
• Sales Compensation design experience strongly preferred
• Strong interpersonal, verbal and written communication skills; able to communicate effectively and interact with personnel at various levels of expertise
• Ability to work independently and as a team player
• Strong analytical and financial acumen
• High level of self-confidence and sense of urgency.  Ability to maintain calm in high pressure situations
• Proven ability to perform with a high degree of accuracy under tight deadlines and flexibility to manage multiple projects

What is expected of you and others at this level

·       Applies advanced knowledge and understanding of concepts, principles, and technical capabilities to manage a wide variety of projects

·       Participates in the development of policies and procedures to achieve specific goals

·       Recommends new practices, processes, metrics, or models

·       Works on or may lead complex projects of large scope

·       Projects may have significant and long-term impact

·       Provides solutions which may set precedent

·       Independently determines method for completion of new projects

·       Receives guidance on overall project objectives

·       Acts as a mentor to less experienced colleagues