Corporate Compensation Consultant - Remote

Alignment Health is breaking the mold in conventional health care, committed to serving seniors and those who need it most: the chronically ill and frail. It takes an entire team of passionate and caring people, united in our mission to put the senior first. We have built a team of talented and experienced people who are passionate about transforming the lives of the seniors we serve. In this fast-growing company, you will find ample room for growth and innovation alongside the Alignment Health community. Working at Alignment Health provides an opportunity to do work that really matters, not only changing lives but saving them. Together. The Sr.

Compensation

Consultant is remote and plays a key role in designing, implementing, and maintaining compensation programs that align with the company’s strategic goals. This role will have a high degree of focus on Stock Administration and Executive Compensation. The role will be analyzing market data, evaluating internal equity and supporting compensation-related initiatives while partnering with Human Resources Business Partners, the Talent Acquisition team, and business leaders. This role will help drive efforts to enhance our compensation job architecture. Job Responsibilities: Stock Plan Administration Execute end-to-end employee equity administration, including new grants, vesting and RSU releases, option exercises, and related transactions. Coordinate equity award preparation, processing, and reporting with external vendors and internal partners (Payroll, Finance, Legal, Treasury). Maintain accuracy and integrity of equity plan records across platforms performing regular reconciliations between HR, payroll, stock administration, and the transfer agent. Ensure compliance with U.S. securities laws, tax regulations (IRS, SEC), and internal controls, including SOX 404 and review for SEC filings (e.g., Form 4, 10-K, proxy statements) and internal and external audits. Prepare equity and executive compensation reporting and worksheets for senior leadership and Board committees. Assist with the design, implementation, and administration of a scalable Employee Stock Purchase Plan (ESPP), including U.S. and international programs, vendor coordination, employee inquiries, and compliance monitoring. Compensation & Job Architecture Analyze internal and external compensation data to assess the competitiveness of base pay, incentive, and equity programs. Conduct job analysis, benchmark roles, market price positions, and perform FLSA classification assessments. Develop, maintain, and administer salary structures, job architecture, leveling frameworks, and compensation tools. Partner with HR Business Partners and Talent Acquisition to provide compensation guidance for job evaluations, offers, promotions, and organizational changes. Participate in compensation surveys, analyze results, identify trends, and recommend adjustments to maintain competitive positioning. Ensure compliance with federal, state, and local wage, pay transparency, and compensation-related regulations. Support the annual compensation planning process, including merit, bonus, and equity cycles, ensuring data accuracy, system readiness, and audit integrity. Systems & Reporting Support configuration, administration, and execution of compensation and equity programs within Workday and related systems. Ensure data integrity across HRIS, payroll, equity platforms, and reporting tools. Evaluate compensation systems, processes, and controls; recommend and support continuous improvements. Produce regular and ad hoc compensation and equity analyses and reports to support leadership decision-making. Supervisory Responsibilities: N/A Job Requirements: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily.The requirements listed below are representative of the knowledge, skill, and/or ability required.

• Minimum Experience:
• At least 5 years of Compensation/Total Rewards experience with knowledge of market pricing data and analysis, compensation surveys and managing annual compensation cycles
• Equity Administration.
• Experience administering premium pay element administration such as allowances, shift differentials, and on call premiums
• Knowledge of incentive plans design, implementation, budgeting and communication.
• High-level proficiency in Excel and solid analytical skills.
• Experience with Human Resources technology systems (Workday, market pricing, annual compensation planning tools)
• Must possess excellent interpersonal, written, and verbal communication skills. Demonstrated success in communicating compensation changes and processes to employees