Compensation Consultant II

Ever wondered what it takes to build one of the largest and most respected healthcare staffing and total talent solutions companies? It takes trailblazers, innovators, and exceptional people like you.

At AMN Healthcare, we don't just offer jobs - we build careers that make a difference.

• Named to Becker's Top 150 Places to Work in Healthcare - three years running.
• Consistently ranked among SIA's Largest Staffing Firms in America.
• Honored with Modern Healthcare's Innovators Award for driving change through innovation.
• Proud holder of The Joint Commission's Gold Seal of Approval for Staffing Companies since 2006.

The Consultant II, Compensation serves as a trusted compensation advisor, providing analysis, consultation, and recommendations related to compensation programs, job evaluation, classification, organizational design, and pay practices. This role partners closely with Human Resources and business leaders to support organizational restructures, job reclassifications, new position development, market pricing, salary administration, and pay equity initiatives.

The ideal candidate combines strong analytical capabilities with expertise in compensation strategy, market analysis, job architecture, and internal equity practices to help drive competitive and equitable compensation decisions across the organization.

• Conduct comprehensive compensation analyses, including market pricing, salary benchmarking, internal equity reviews, pay equity assessments, cost analyses, and market trend evaluations.
• Develop data-driven recommendations for salary offers, promotions, reclassifications, market adjustments, and internal equity adjustments.
• Support compensation program effectiveness by ensuring alignment with organizational objectives and market competitiveness.
• Participate in annual compensation processes, including merit, bonus, and equity planning cycles.

• Review and assess requests for new positions, organizational restructures, and job reclassifications.
• Perform job analyses, evaluate role scope and responsibilities, and recommend appropriate job grades and salary ranges.
• Apply consistent job evaluation and classification methodologies across the organization.
• Partner with HR Business Partners and leaders to support organizational design initiatives and workforce changes.

• Develop, revise, and maintain job descriptions to accurately reflect business needs and market alignment.
• Maintain compensation documentation, including job descriptions, organizational charts, salary structures, and market data.
• Support the maintenance and administration of job architecture and salary structure frameworks.

• Provide compensation guidance and consultation to leaders, HR teams, and key stakeholders.
• Communicate compensation findings, market insights, and recommendations clearly and effectively.
• Assist in delivering compensation-related training and education to internal stakeholders.
• Support cross-functional Human Resources initiatives and projects as needed.

• Bachelor's degree and 5-7 years of progressive compensation experience; or
• High School Diploma/GED and 9-11 years of relevant compensation experience.

• Certified Compensation Professional (CCP) preferred.

• Strong knowledge of compensation principles, salary administration, job evaluation, and classification methodologies.
• Experience conducting market pricing, pay equity, and internal equity analyses.
• Demonstrated ability to interpret compensation data and provide actionable recommendations.
• Experience supporting compensation programs in a fast-paced, complex organization.
• Strong analytical, problem-solving, and critical-thinking skills.
• Ability to influence and consult with leaders at various levels of the organization.
• Exceptional communication and presentation skills.
• Strong organizational skills with the ability to manage competing priorities and deadlines.
• Proficiency with Excel and compensation systems, including Better Comp or similar compensation software.

• Annual merit cycle administration.
• Bonus and incentive compensation programs.
• Equity compensation programs.
• Salary structure design and maintenance.
• Job architecture…