Senior Compensation Consultant

At Accendra Health, we understand that healthcare is complex, and we’re here to make it easier. We help deliver care beyond traditional settings, making essential products and services more accessible through every stage of life. As part of the care team, our teammates play a critical role in delivering personalized, long-term care for the patients we serve.

With deep expertise promoting health outside the hospital and a presence in communities nationwide through our Apria and Byram Healthcare brands, Accendra Health does more than just deliver the essentials.

If you’re interested in meaningful work with impact, explore our career opportunities and join us in our purpose of Bringing Care To Life.

The anticipated salary range for this position is $150k - $180k annual. The actual compensation offered may vary based on job related factors such as experience, skills, education and location.

JOB SUMMARY The Senior Compensation Consultant is a senior-level individual contributor recognized as an internal expert in compensation. This role leads the design, analysis, and execution of complex compensation programs and initiatives, partnering with HR Business Partners, Talent Acquisition, and senior business leaders. The Senior Compensation Consultant provides strategic guidance on compensation matters, leads enterprise or cross-functional projects, and drives continuous improvement of compensation frameworks, tools, and processes.

ESSENTIAL DUTIES AND RESPONSIBILITIES Serve as a trusted advisor to HRBPs, Talent Acquisition, and senior business leaders on complex compensation matters, including organizational design, job architecture, offers, promotions, and retention strategies

Lead enterprise or cross-functional compensation projects (e.g., job architecture design, pay structure development, compensation program redesign, market pricing strategies)
Conduct and provide oversight of job evaluations and leveling assessments, ensuring alignment to enterprise career framework standards and consistency across the organization

Analyze external market data and internal equity to develop strategic, data-driven compensation recommendations

Provide leadership and direction during compensation planning cycles (merit, bonus, incentive plans), including design enhancements and issue resolution

Influence and guide compensation decisions across functions, ensuring alignment with business strategy, affordability, and governance standards

Develop, refine, and govern compensation policies, guidelines, and tools to ensure consistency, scalability, and compliance

Serve as a subject matter expert on cross-functional initiatives and represent Compensation in broader enterprise programs

Partner with Legal, Finance, and HR leadership on regulatory compliance, including FLSA and other applicable compensation-related requirements

Support the design, analysis, and administration of executive compensation programs, including executive market assessments, long and short-term incentive plan analysis, executive perquisites, and preparation of materials for senior leadership and Compensation Committee review

Identify and drive process improvements, automation opportunities, and enhancements to compensation systems and workflows

Mentor and coach junior compensation team members; may lead project teams and coordinate resources across functions

Other duties as assigned QUALIFICATIONS

Education Required:

Bachelor's Degree Education Preferred:
Master's Degree Required Years/Type of

Experience:

Typically 7-10+ years of progressive compensation or related analytical experience

Demonstrated experience leading complex, cross-functional projects or enterprise initiatives

Proven ability to influence senior leaders and drive strategic outcomes

Certificates/Licenses/Registrations or Professional Designations Preferred:
Certified Compensation Professional (CCP)
KNOWLEDGE, SKILLS & ABILITIES Technical / Job Knowledge:

Advanced knowledge of compensation principles including job architecture, market pricing, pay structures, and incentive design

Deep understanding of regulatory requirements (e.g., FLSA) and ability to apply in complex scenarios

Ability to translate market data and analytics into strategic recommendations and actionable insights

Experience with equity and executive compensation preferred

Computer / Systems

Skills:

Experience with HRIS and compensation tools (e.g., Workday, Pay Factors)
Advanced Excel/data modeling skills and ability to work with large, complex datasets

Communication /…