What does a Senior Analyst at Cencora earn?

A senior professional at the analytical B4 level is anchored in Conshohocken at about $105,000 base with a 10 percent target bonus and no routinely evidenced equity, for roughly $115,500 total. The B5 lead, principal or manager step runs about $128,000 base and $149,600 total once a modelled $5,000 annual grant is included. Cencora publishes no salary ranges at these levels, so every figure is a third-party observation or a model built on one. The nearest employer-published anchors are a $24 per hour Senior Pharmacy Technician posting, a national $141,600 to $283,250 Senior Director range and Canadian postings at CAD 81,428 to 131,428 for an Oakville manager.

Does Cencora give RSUs, options or an ESPP?

An ESPP broadly, RSUs and performance shares selectively, and options not at all. The employee stock purchase plan buys shares at 85 percent of the applicable plan price across six-month purchase periods with payroll deductions of 1 to 25 percent and a 2,000-share cap per purchase date, and it is the only stock benefit evidenced for the general workforce. Restricted stock units and performance shares are granted under the 2022 Omnibus Incentive Plan, which had 17.9 million shares available at FY2025 year-end; RSUs generally vest ratably over three years and performance shares run a three-year period settling from 0 to 230 percent of target. No new stock options have been granted since fiscal 2020, and the minimum band at which an employee becomes eligible for a routine RSU grant is not publicly disclosed.

How does Cencora's bonus work?

For named executives the design is fully disclosed and for everyone else it is not. The executive annual incentive runs on a corporate scorecard weighted 40 percent adjusted operating income, 25 percent adjusted diluted earnings per share, 25 percent adjusted free cash flow and 10 percent corporate responsibility. In FY2025 the formula produced 185.3 percent and the compensation committee cut it by four points to a final 181.3 percent, paid in the first quarter of FY2026. Robert Mauch's target was 175 percent of salary and he received $4,283,213; the other named executives were at 100 percent targets. Cencora publishes no bonus target by band for ordinary employees, so the 3 percent at B1 rising to 45 percent at B9 shown here is modelled from the ranges in the research bundle.

What was the Cencora CEO paid?

Robert P. Mauch's FY2025 Summary Compensation Table total was $18,256,227: $1,350,000 of salary, $4,283,213 of non-equity incentive at the 181.3 percent corporate factor, $12,000,218 of stock awards and $622,796 of other compensation. Roughly 91 percent of his target direct compensation was incentive-based. That is 198 times the $92,438 median employee. The stock figure is a grant-date accounting value rather than cash received, and the performance share half of it can settle anywhere from 0 to 230 percent of target. In October 2025 he exercised 3,763 legacy options at $86.09 and sold 5,097 shares at $326.80 under a Rule 10b5-1 plan adopted in November 2024.

How does Cencora pay in India compared with the United States?

India is Cencora's largest evidenced workforce outside the United States, with Pune described as a strategic innovation hub covering IT, finance, sourcing and procurement, legal and compliance, and no city headcount published. Total compensation runs at roughly 12 percent of the Conshohocken anchor at the entry band and rises toward 47 percent at the enterprise VP band, so the gap narrows from about eight times at entry level to little more than two times at the top of the employee ladder. The compression is deliberate in the model: enterprise leadership pay is far less locally segmented than operations work. The salary anchors are a Levels.fyi software-engineer range of 903,000 to 1.26 million rupees and one employee-shared Pune offer of 700,000 rupees base plus an 8 percent bonus, neither of which Cencora has confirmed.

All Companies

Cencora

Compensation Insight

How Cencora Pays

Cencora's reconstructed B1 to B9 professional ladder and its disclosed B10 named-executive tier, priced across 30 markets alongside RSUs, performance shares that settle from 0 to 230 percent and an 85 percent ESPP, an $18.26M CEO package at 198:1, and a 13-record H-1B wage file.

~47,000 full-time employees · NYSE: COR · Cencora, Inc. · Renamed from AmerisourceBergen in 2023 · Conshohocken, Pennsylvania · FY ends 30 September

Employees

~47,000

Approximately 47,000 full-time employees in more than 50 countries at 30 September 2025. Corporate materials separately describe more than 51,000 team members; the two populations are not reconciled.

FY2025 revenue

$321.3B

Pharmaceutical distribution revenue on thin margins, so revenue per employee is a poor proxy for pay capacity.

CEO compensation

$18.26M

Robert P. Mauch's FY2025 Summary Compensation Table total, of which roughly 91 percent of target direct compensation was incentive-based.

CEO pay ratio

198:1

Against a $92,438 median employee, down from 245:1 in FY2022, 230:1 in FY2023 and 210:1 in FY2024.

Annual incentive payout

181.3%

FY2025 final corporate factor after the committee cut the 185.3 percent formula result by four points. Four consecutive years above target.

Stock-based compensation

$148.0M

FY2025 accounting expense across all award types. It is not cash paid, grant-date target value or realised employee proceeds.

Equity reserve

17.9M shares

Available under the 2022 Omnibus Incentive Plan at 30 September 2025, against an initial 22.75 million share reserve.

H-1B median wage

$134,722

Median of 13 Cencora Patient Services labour condition applications; base wage only and a small single-entity sample.

Locations

United States

India

United Kingdom

Canada

Australia

New Zealand

Switzerland

Germany

France

Spain

Netherlands

Lithuania

Romania

Czechia

Poland

Singapore

Japan

1.00× base / 1.00× TC vs Conshohocken

Band Hierarchy

Cencora publishes no grade code, no band minimums and no salary matrix for ordinary employees. The B1 to B9 ladder here is an analytical crosswalk built from official job postings, Levels.fyi role medians, H-1B labour condition applications and Glassdoor triangulation, anchored on Conshohocken. Only the named-executive tier, the board and individual filed employment arrangements carry a real company disclosure.

Professional and operations ladder — B1 through B4

Senior professionalIndividual contributor and front-line manager tracks diverge here · variable 10% · modeled

Senior Analyst, Senior Software Engineer, Senior Specialist, Product Owner and Solution Consultant on the technical path; front-line Manager on the leadership path.

5 to 10 years

●●●○○○○○○○○○

Professional / engineer IIIndividual contributor, with a supervisor or team-lead branch · variable 8% · modeled

Analyst, Software Engineer, Business Analyst, Specialist II and Senior Coordinator roles; the fully proficient professional level in the model.

3 to 7 years

●●○○○○○○○○○○

Associate / specialist IIndividual contributor, with limited team-coordinator or shift-lead scope · variable 6% · modeled

Associate Analyst, Associate Software Engineer, Specialist I, QA Coordinator and Drug Safety Associate roles in shared services, technology and patient support.

1 to 4 years

●○○○○○○○○○○○

Entry / operations supportOperations, with no regular people-management path · variable 3% · modeled

Trainee, Warehouse Associate, Customer Service Representative, Pharmacy Technician I and Junior Coordinator roles across distribution centres, patient services and pharmacy operations.

0 to 2 years

●○○○○○○○○○○○

Management and specialist ladder — B5 through B7

Director / senior principalDirector-level management or a scarce enterprise specialist · variable 20% · modeled

Senior Enterprise Architect, Principal Director and distinguished domain leaders in cybersecurity, regulatory, data and supply chain; Director on the leadership path.

13 to 20 years

●●●●●●●●○○○○

Senior manager / architect / associate directorArchitecture and domain expertise alongside second-line management · variable 16% · modeled

Solution Architect, Enterprise Architect, Principal Engineer and Domain Expert on the technical path; Senior Manager and Associate Director on the leadership path.

10 to 16 years

●●●●●●○○○○○○

Lead / principal / managerSenior individual contributor or people manager · variable 13% · modeled

Lead Engineer, Principal Analyst, Technical Product Lead and Senior Solution Consultant on the technical path; Manager or Senior Manager of a smaller function on the leadership path.

8 to 13 years

●●●●○○○○○○○○

Enterprise leadership — B8 and B9

Enterprise VP / SVP / segment presidentEnterprise leadership; no normal individual-contributor analogue · variable 45% · modeled

Vice President, Senior Vice President and operating-company or segment president roles across US Healthcare Solutions and International Healthcare Solutions.

18 to 28 years

●●●●●●●●●●●●

Senior director / functional VPFunctional leadership across a business unit or corporate function · variable 28% · modeled

Senior Director and Vice President roles in technology, commercial, legal, finance, quality and supply chain, plus fellow-equivalent enterprise experts by exception.

16 to 24 years

●●●●●●●●●●○○

Disclosed executive layer

President and Chief Executive Officer

Robert P. Mauch, in the role since 1 October 2024

Full Summary Compensation Table disclosure with salary, incentive target, payout factor, long-term incentive mix and pay ratio.

Executive Chairman

Steven H. Collis, retired 30 September 2025

Disclosed as a named executive officer for FY2025 at $9,680,235 total. The role lapsed on retirement and the board chair is now independent.

Executive Vice Presidents

Eva C. Boratto as Chief Financial Officer from 29 June 2026, Elizabeth S. Campbell as Chief Legal Officer, Samantha Hammock as Chief Human Resources Officer from June 2026

Only those who qualify as named executive officers appear in the compensation tables. Boratto's terms were disclosed in a Form 8-K; Hammock's were not disclosed at all.

Segment and operating-company presidents

Leaders of US Healthcare Solutions, International Healthcare Solutions, World Courier, MWI Animal Health, Alliance Healthcare and Innomar Strategies

Not publicly disclosed. No compensation table exists for this layer and Section 16 filings only appear if the individual is a Section 16 officer.

Board of Directors

D. Mark Durcan, independent Board Chair from 1 October 2025

Governance package rather than an employment band: a cash retainer plus an annual restricted stock unit award, disclosed in the proxy director compensation table.

VerifiedNo row in this table carries a Cencora grade code. The band anchors closest to real disclosure are B2, calibrated against a Canadian Drug Safety Associate posting, B5 against an Oakville manager posting, and B8 against the national Senior Director of Enterprise Security Architecture range.

Track divergence

B1 to B3

One path. This population is dominated by distribution, pharmacy and customer-service work where hourly rates, shift differentials and overtime often matter more than an annual bonus target, and where the only evidenced stock benefit is the employee stock purchase plan.

B4 to B5

The technical and management tracks separate. A senior engineer or specialist can be paid comparably to a front-line manager without managing anyone, and the model reflects that by giving both the same band anchors.

B6 to B8

Scarce enterprise architecture, cybersecurity, biopharma, data, regulatory and supply-chain expertise sits alongside associate director, director and senior director roles. The one live employer posting at this level, a Senior Director of Enterprise Security Architecture at $141,600 to $283,250, is a specialist leadership role rather than a large people-management job.

B9 and above

There is no normal individual-contributor analogue. Enterprise remit dominates geography, and the model converges location factors upward as seniority rises so that a Pune or Bucharest leader is not priced as a junior offshore worker.

Hierarchy qualifications and legacy structures

Cencora's filings identify executives by title and describe plans in detail, but no public document contains a company-wide grade code such as Grade 8 or Band E. Presenting B1 to B9 as Cencora nomenclature would be unsupported.
Cencora was renamed from AmerisourceBergen in 2023 and carries legacy operating companies including Alliance Healthcare, World Courier, MWI Animal Health and Innomar Strategies. The public record does not establish that every legacy salary grade, incentive target and equity threshold has been migrated to one architecture.
The crosswalk is most reliable for United States corporate, technology and professional roles, where pay-transparency statutes force employers to publish ranges, and least reliable for distribution, pharmacy and European wholesale operations where collective agreements and hourly structures dominate.
Executive Vice President, Chief Executive Officer and board seats are corporate titles rather than hidden grade numbers. This report keeps the named-executive tier out of the band table entirely and carries it in the executive section instead.
Around 47,000 full-time employees are reported across more than 50 countries, but no city-level headcount exists anywhere in the public record, so no band row here can be weighted by how many people actually sit in it.

Peer-level mapping

Band	Archetype	Peer mapping	Caveat
B1	Entry / operations support	Associate, coordinator, technician or analyst I at McKesson, Cardinal Health or a specialty-pharmacy peer.	Much of this population is paid hourly with shift differentials and overtime, so an annualised figure understates a night or weekend worker and overstates a part-year one.Modelled from the bundle's $33,000 to $52,000 US entry range. The nearest employer-published anchor is a Cencora Senior Pharmacy Technician posting at $24 per hour.
B2	Associate / specialist I	Analyst I or associate specialist. The Cencora Ontario bilingual Drug Safety Associate posting at CAD 43,466 to 77,044 sits at this scope.	Titles migrate across legacy operating companies, so an Alliance Healthcare or Innomar associate may carry more scope than the same title in a US shared-services team.Modelled from the bundle's $43,000 to $68,000 US range, triangulated against the Pune entry offer of 700,000 rupees base plus an 8 percent target bonus.
B3	Professional / engineer II	Analyst II, engineer or first-level supervisor. Levels.fyi places Cencora business analysts at a $100,495 US median and business operations at $108,296.	Manager can be an individual-contributor title in market-access and consulting work, so a peer manager title does not automatically map above this band.Modelled from the bundle's $62,000 to $100,000 US range. Levels.fyi India software-engineering records of 903,000 to 1.26 million rupees calibrate the Indian equivalent.
B4	Senior professional	Senior analyst, senior engineer or manager I. Most of the thirteen Cencora Patient Services H-1B filings sit in this band or the one above it.	H-1B wages are the offered base for one filed role at one worksite. They are not a company band and exclude bonus entirely.Modelled from the bundle's $82,000 to $130,000 US range, consistent with H-1B observations of $97,000 to $139,027 for engineering and analytics titles.
B5	Lead / principal / manager	Lead, principal, manager or senior manager. The archived Oakville Manager, New Business Insights posting at CAD 81,428 to 131,428 is a Canadian anchor for this scope.	Functional breadth and budget accountability matter more than the title here, and a principal engineer can out-earn a manager with a larger team.Modelled from the bundle's $100,000 to $158,000 US range; the equity line uses the bottom of the bundle's own $5,000 to $20,000 scenario grant.
B6	Senior manager / architect / associate director	Senior manager, architect or associate director. Levels.fyi records a $169,150 US median for Cencora solution architects and $226,125 for software engineering managers.	Levels.fyi combines cash and equity inconsistently across submissions, so its manager median cannot be compared directly with a base-only figure.Modelled from the bundle's $125,000 to $195,000 US range; the equity line uses the bottom of the bundle's $15,000 to $50,000 scenario grant.
B7	Director / senior principal	Director at a distribution, biopharma-services or health-technology peer. Public salary samples widen sharply here and equity becomes materially more likely.	Cencora does not disclose the band at which a routine long-term incentive grant begins, so any equity attributed to a director is a market scenario rather than a company rule.Modelled from the bundle's $150,000 to $235,000 US range; the equity line uses the bottom of the bundle's $40,000 to $150,000 scenario grant.
B8	Senior director / functional VP	Senior director or functional vice president. The strongest employer anchor in the whole bundle sits here: a national $141,600 to $283,250 range for a Senior Director of Enterprise Security Architecture.	That posting states a national average range and permits location-specific ranges from 10 percent below the minimum to 12 percent above the maximum, so it is not a guaranteed offer in any given city.Base anchored on the disclosed $141,600 to $283,250 Senior Director posting; the equity line uses the bottom of the bundle's $100,000 to $400,000 scenario grant.
B9	Enterprise VP / SVP / segment president	Vice president, senior vice president or segment president at McKesson, Cardinal Health or a large specialty-services peer.	Cencora discloses no compensation for any regional president, operating-company chief executive or business-unit head unless that person becomes a named executive officer, so this row is the thinnest-evidenced in the table.Modelled from the bundle's $245,000 to $425,000 US base range; the equity line uses the bottom of the bundle's $300,000 to $3,000,000 scenario grant.

Critical evidence warning

Cencora publishes no salary ranges, band minimums or midpoints for ordinary employees, and no global rating scale, merit matrix or promotion policy. Every non-executive figure in this report is either an employer job posting, a third-party observation or a calibrated model built on one, and it should be used for orientation rather than quoted as a Cencora pay band. The named-executive rows, plan terms, insider filings and statutory benefit rules are the only parts of this page that rest on primary disclosure.

Compensation by Band — Conshohocken

Low / median / high annual values at 1.00× base and 1.00× total-compensation factors versus Conshohocken. Total equals base plus bonus plus annualized equity.

Band	Title	Base	Variable	Total TC	Equity
B1	Entry / operations support 0 to 2 years · modeled	$36K – $48K	3%	$43K $37K – $50K	—
B2	Associate / specialist I 1 to 4 years · modeled	$47K – $63K	6%	$58K $50K – $67K	—
B3	Professional / engineer II 3 to 7 years · modeled	$68K – $92K	8%	$86K $73K – $99K	—
B4	Senior professional 5 to 10 years · modeled	$89K – $121K	10%	$116K $98K – $133K	—
B5	Lead / principal / manager 8 to 13 years · modeled	$109K – $147K	13%	$150K $127K – $172K	$5K
B6	Senior manager / architect / associate director 10 to 16 years · modeled	$134K – $182K	16%	$198K $169K – $228K	$15K
B7	Director / senior principal 13 to 20 years · modeled	$162K – $219K	20%	$268K $228K – $308K	$40K
B8	Senior director / functional VP 16 to 24 years · modeled	$196K – $265K	28%	$394K $335K – $454K	$100K
B9	Enterprise VP / SVP / segment president 18 to 28 years · modeled	$285K – $385K	45%	$786K $668K – $904K	$300K

Headquarters, official company address · 6 reported band cellsReportedModeledVerifiedBase and total use a plus or minus 15 percent planning envelope around the median; equity uses plus or minus 25 percent. Total compensation is rebuilt from base plus target bonus plus annualised equity so that it reconciles, rather than carrying the source bundle's notional benefit loading.

Benchmark your level

Total Compensation Range by Band

Total compensation in Conshohocken across the employee bands. Ranges are planning envelopes around the median, not offer bands.

Global Footprint & Pay Arbitrage

Cencora reported roughly 47,000 full-time employees in more than 50 countries at 30 September 2025 and describes more than 51,000 team members in corporate materials. Conshohocken is the pay anchor. Every other market in this report is calibrated against it using the source bundle's own city pay index, with the gap narrowing as seniority rises.

~47,000

Full-time employees at 30 September 2025

50+

Countries with Cencora operations

Markets modelled in this report

$321.3B

FY2025 revenue on thin distribution margins

Office and market catalogue — calibration factors versus Conshohocken

Location	Likely office profile	Presence	Base	TC
Conshohocken United States · USD	Corporate headquarters in the Philadelphia suburbs and the pay anchor for every other market in this report. It carries three of the thirteen H-1B filings and is the reference point for the national Senior Director range.	Headquarters, official company address	1.00×	1.00×
Chesterbrook United States · USD	Legacy AmerisourceBergen corporate and shared-services campus a few miles from the current headquarters, priced within two percent of the anchor.	Official corporate site	0.98×	0.98×
Frisco United States · USD	North Texas corporate and technology location. Texas has no pay-transparency statute, so employer ranges surface less often here than in Pennsylvania or California.	Official corporate site	0.94×	0.94×
Carrollton United States · USD	Operations and shared-services site in the Dallas metroplex, weighted toward distribution support and customer service rather than corporate staff.	Official operations site	0.91×	0.91×
Chicago United States · USD	Commercial and corporate presence serving the Midwest, with the Romeoville distribution network nearby on a materially lower index.	Commercial and corporate coverage	0.96×	0.96×
Columbus United States · USD	Distribution and operations market. Roles here skew hourly and shift-based, where overtime and shift differentials matter more than the annual bonus target.	Official operations site	0.84×	0.84×
Boston United States · USD	Biopharma and commercial market where Cencora competes for talent against manufacturers and specialty-services firms rather than against distributors.	Biopharma and commercial coverage	1.12×	1.12×
Oakland United States · USD	The highest-index United States market in the model at 1.20 times the anchor for junior bands, reflecting Bay Area cost pressure rather than a richer Cencora band.	Commercial and operations coverage	1.20×	1.20×
Boise United States · USD	Home of MWI Animal Health, one of the legacy operating companies whose titles, incentive designs and benefit traditions may not have been fully harmonised.	MWI Animal Health operating company	0.87×	0.87×
Pune India · INR	Cencora describes Pune as a strategic innovation hub covering IT, finance, sourcing and procurement, legal and compliance. It is the largest evidenced non-US professional site, though no headcount is published.	Official careers page for India	0.12×	0.12×
Bangalore India · INR	Global capability and technology market priced slightly above Pune. The only direct salary evidence is a Levels.fyi software-engineering range of 903,000 to 1.26 million rupees.	Regional technology coverage	0.12×	0.12×
Mumbai India · INR	Corporate and commercial market and the highest of the three Indian indices, though no Cencora-specific Mumbai salary observation exists in the source bundle.	Corporate and commercial coverage	0.13×	0.13×
London United Kingdom · GBP	Corporate and commercial centre for the Alliance Healthcare businesses. Glassdoor places an Associate Director at £129,000 to £190,000 total pay, the only senior UK observation in the bundle.	Corporate and commercial coverage	0.80×	0.80×
Chessington United Kingdom · GBP	Alliance Healthcare UK operations site south-west of London, modelled eight points below the London index and weighted toward distribution and service roles.	Alliance Healthcare operations site	0.72×	0.72×
Oakville Canada · CAD	Home of Innomar Strategies and Cencora Canada. An archived Cencora posting for Manager, New Business Insights disclosed a CAD 81,428 to 131,428 base range.	Innomar Strategies and corporate site	0.66×	0.66×
Toronto Canada · CAD	Commercial and corporate coverage for the Greater Toronto Area. Ontario postings for a bilingual Drug Safety Associate disclosed CAD 43,466 to 77,044.	Commercial and corporate coverage	0.70×	0.70×
Sydney Australia · AUD	World Courier and commercial presence. Glassdoor samples for infrastructure, network and systems engineering span roughly AUD 86,000 to 146,000 but are too small to build a band on.	World Courier and commercial coverage	0.76×	0.76×
Melbourne Australia · AUD	Specialty logistics market four points below Sydney. The Australian footprint is materially smaller than the United States, India or United Kingdom operations.	World Courier and logistics coverage	0.72×	0.72×
Auckland New Zealand · NZD	Specialty logistics coverage attached to the Australian business. No Cencora-specific New Zealand salary observation exists in the source bundle.	World Courier and logistics coverage	0.64×	0.64×
Zurich Switzerland · CHF	The only market outside the United States modelled at parity with the anchor, reflecting a high-cost local market and a significant World Courier biopharma logistics presence.	Commercial and logistics coverage	1.00×	1.00×
Munich Germany · EUR	World Courier and Alcura activity. Germany is modelled as a higher-value biopharma and logistics market than the Iberian or central European sites.	World Courier and Alcura coverage	0.68×	0.68×
Paris France · EUR	Alliance Healthcare France commercial centre, with the Gennevilliers distribution site nearby on a lower index of 0.62.	Alliance Healthcare commercial site	0.68×	0.68×
Madrid Spain · EUR	Alliance Healthcare Spain corporate market. Collective-agreement coverage is common in Spanish wholesale distribution and is not reflected in this model.	Alliance Healthcare corporate site	0.54×	0.54×
Amsterdam Netherlands · EUR	Commercial and logistics coverage for the Benelux region, modelled two points below Paris and Munich.	Commercial and logistics coverage	0.66×	0.66×
Vilnius Lithuania · EUR	Shared-services and HR delivery centre. A live Cencora posting for HR Service Representative I disclosed a monthly range of €2,135.94 to €3,051.37, the clearest employer-published European figure in the bundle.	Official Cencora job posting	0.33×	0.33×
Bucharest Romania · RON	Shared-services and operations market. Romania is the largest population named in the FY2025 pay-ratio de minimis exclusion list at 1,086 employees.	Shared services and operations	0.32×	0.32×
Prague Czechia · CZK	Commercial and services market. Czechia appears in the pay-ratio exclusion list with 489 employees at the measurement date.	Commercial and services coverage	0.42×	0.42×
Warsaw Poland · PLN	Commercial and services coverage in central Europe, modelled two points below Prague and eight above Bucharest.	Commercial and services coverage	0.40×	0.40×
Singapore Singapore · SGD	Regional commercial and specialty logistics hub for South-East Asia. No Cencora-specific Singapore salary observation exists in the source bundle.	Regional commercial and logistics hub	0.62×	0.62×
Tokyo Japan · JPY	World Courier and commercial coverage, the highest-index Asian market in the model and level with Melbourne and Chessington at junior bands.	World Courier and commercial coverage	0.72×	0.72×

Cencora publishes no city-level headcount, so this catalogue ranks nothing by employee count. The only population figures in the public record are the countries named in the FY2025 pay-ratio de minimis exclusion: 1,086 employees in Romania, 489 in Czechia, 209 in Portugal, 106 in Colombia, 86 in Argentina and 47 in Mexico. Those are pay-ratio exercise populations, not a global headcount ranking.

Conshohocken anchor medians — the basis of every modeled cell

Band	Base	Stock	Bonus	Total
B1 · Entry / operations support	$42K	$0	$1K	$43K
B2 · Associate / specialist I	$55K	$0	$3K	$58K
B3 · Professional / engineer II	$80K	$0	$6K	$86K
B4 · Senior professional	$105K	$0	$11K	$116K
B5 · Lead / principal / manager	$128K	$5K	$17K	$150K
B6 · Senior manager / architect / associate director	$158K	$15K	$25K	$198K
B7 · Director / senior principal	$190K	$40K	$38K	$268K
B8 · Senior director / functional VP	$230K	$100K	$64K	$394K
B9 · Enterprise VP / SVP / segment president	$335K	$300K	$151K	$786K

Conshohocken is the anchor at 1.00. Its medians come from the source bundle's US benchmark table, which triangulates official Cencora postings, Levels.fyi role medians, Glassdoor and the Cencora Patient Services H-1B file.
The single strongest employer anchor is a live national range of $141,600 to $283,250 for a Senior Director of Enterprise Security Architecture, which calibrates B8 and constrains everything below it.
Oakland at 1.20 and Boston at 1.12 are the only United States markets modelled above the anchor. Columbus at 0.84 is the lowest, reflecting a distribution and operations mix rather than a different Cencora policy.
India runs at 0.115 to 0.125 of the anchor at the entry band and rises toward 0.47 at B9. Pune is the largest evidenced non-US professional site, described by Cencora as a strategic innovation hub covering IT, finance, sourcing and procurement, legal and compliance.
Zurich is the only non-US market modelled at parity with Conshohocken, reflecting Swiss market cost and the World Courier biopharma logistics presence in Bern and Basel.
The named-executive tier is deliberately absent from the location table. Executive pay is a US-listed-company governance regime, not a local salary band, and applying a city factor to it would produce a fictional Pune or Bucharest chief executive.

Model rules

Every modelled cell is the Conshohocken median multiplied by the city factor for that band and then by the 25 August 2026 foreign-exchange snapshot taken at 16:00 UTC.
City factors come from the source bundle's own pay index. The bundle then applies a seniority convergence factor rising from zero at B1 to 0.40 at B9; this report expresses the same behaviour as a junior factor and a senior factor interpolated linearly by seniority, which flattens the bundle's convex curve slightly in the middle of the ladder.
A total compensation cell is base plus target bonus plus annualised equity and nothing else. Sign-on payments, relocation, shift differentials, overtime, sales commissions, retention awards and expatriate tax equalisation are excluded.
The source bundle's published total compensation envelope folded a notional benefits allowance into the number, which is employer cost rather than pay. That loading has been stripped and each total rebuilt from its components, which is why the junior totals here sit slightly below the bundle's and the senior totals sit above them.
Equity below B5 is a real zero rather than a missing value. Cencora evidences no routine restricted stock unit or performance share grant for ordinary employees, and the employee stock purchase plan is a purchase mechanism rather than an employer grant.
Where no direct city observation exists, and that is most cities, the cell is a planning envelope rather than a benchmark and should be replaced with payroll or survey data before any offer is set.

Benchmark your pay

Variable Pay & Annual Cash Incentive

Cencora discloses its executive annual incentive in unusual detail and discloses nothing at all about the employee bonus grid. The FY2025 corporate scorecard weighted adjusted operating income 40 percent, adjusted diluted earnings per share 25 percent, adjusted free cash flow 25 percent and corporate responsibility 10 percent. The formula produced 185.3 percent of target and the compensation committee applied negative discretion to settle on 181.3 percent, the fourth consecutive year above target.

Band	Target	Mechanism	Recent payout
B1 Entry / operations support	0 to 5 percent of base	Modelled target only. Many hourly distribution, pharmacy and customer-service roles carry shift differentials, overtime or spot awards instead of an annual bonus.	Not publicly disclosed
B2 Associate / specialist I	3 to 8 percent of base	Modelled target. The one Indian data point in the bundle, a Pune associate offer, carried an 8 percent target bonus on a 700,000 rupee base.	Not publicly disclosed
B3 Professional / engineer II	5 to 10 percent of base	Modelled annual target bonus. No company-published bonus table exists at this level in any market.	Not publicly disclosed
B4 Senior professional	7 to 12 percent of base	Modelled annual target bonus. Role-specific sales or operations incentives can supersede it entirely in commercial and distribution functions.	Not publicly disclosed
B5 Lead / principal / manager	10 to 15 percent of base	Modelled annual target bonus, typically weighted between company, function and individual outcomes in a business of this type.	Not publicly disclosed
B6 Senior manager / architect / associate director	12 to 20 percent of base	Modelled annual management incentive. The weighting between enterprise, segment and individual results is not disclosed below the named-executive layer.	Not publicly disclosed
B7 Director / senior principal	15 to 25 percent of base	Modelled annual management incentive. This is the level at which a segment result plausibly begins to dominate an individual modifier.	Not publicly disclosed
B8 Senior director / functional VP	20 to 35 percent of base	Modelled annual management incentive with company, segment and individual weighting. Nothing about this layer is disclosed below the named-executive tier.	Not publicly disclosed
B9 Enterprise VP / SVP / segment president	30 to 60 percent of base	Modelled annual management incentive. The disclosed named-executive floor of 100 percent of salary suggests this range understates the top of the band.	Not publicly disclosed
NEO Named executive officers and CEO	100 percent of salary, 175 percent for the chief executive	Annual cash incentive on a four-metric corporate scorecard, certified by the compensation committee after fiscal year-end and paid in the first quarter of the following fiscal year.	181.3 percent of target in FY2025, after 160.0 percent in FY2024, 131.9 percent in FY2023 and 139.2 percent in FY2022.

ModeledVerifiedThe distinguishing feature is a balanced corporate scorecard plus explicit committee discretion. In FY2025 the formula returned 185.3 percent and the committee, after consulting its compensation adviser, cut four points to reach 181.3 percent. Small differences between named executives come from salary effective dates, eligible earnings and table rounding rather than individual performance modifiers.

Executive incentive targets — percent of salary

President and Chief Executive Officer

175 percent of base salary

Robert P. Mauch, on a $1,350,000 salary, giving a $2,362,500 target opportunity.

Executive Chairman

100 percent of base salary

Steven H. Collis, on a $1,000,000 salary, in his final fiscal year before retiring on 30 September 2025.

Executive Vice President and Chief Financial Officer

100 percent of base salary

James F. Cleary for FY2025; the same 100 percent target was set for Eva C. Boratto on her $1,000,000 salary from 29 June 2026.

Executive Vice President and Chief Legal Officer

100 percent of base salary

Elizabeth S. Campbell, on a $775,000 salary.

Executive Vice President and Chief Human Resources Officer

100 percent of base salary

Silvana Battaglia for FY2025, on a $670,000 salary. Terms for her successor Samantha Hammock were not disclosed.

Named-executive outcomes

Executive	Target	Paid	Attainment
Robert P. Mauch	$2,362,500	$4,283,213	181.3% of target
Steven H. Collis	$1,000,000	$1,813,000	181.3% of target
James F. Cleary	$930,000	$1,679,000	About 180.5%, reflecting eligible-earnings mechanics
Elizabeth S. Campbell	$775,000	$1,395,000	180.0% of target
Silvana Battaglia	$670,000	$1,205,000	About 179.9% of target

Employee payout timing and history

Nothing about the ordinary employee bonus is published: not the target by level, not the payout mechanism, not the frequency, and not a single year of payout history. The band targets shown above are the source bundle's transparent model. Sales, distribution, pharmacy, consulting and logistics populations almost certainly use different designs from one another, and the four-year run of above-target executive payouts should not be read as a promise to anyone else.

Sales and special incentives

Sales commission plans, deal or renewal bonuses, distribution-centre productivity awards, shift differentials, overtime rules and spot award budgets are all not publicly disclosed at a policy level. The source bundle explicitly declines to convert anonymous employee reports about any of these into company facts.

Negotiate your bonus

Equity — RSUs, PSUs, Options & ESPP

Cencora uses United States public-company equity terminology rather than the Indian colloquial use of ESOP. The instruments that matter are the 2022 Omnibus Incentive Plan, restricted stock units, performance shares, a run-off population of legacy options and an employee stock purchase plan. For the general workforce the ESPP is effectively the whole story: no public source establishes a band at which routine restricted stock unit grants begin.

2022 Omnibus Incentive Plan

Active; no awards may be granted after 9 March 2032

Verified

Permits options, stock appreciation rights, stock awards, restricted stock units, performance awards, dividend equivalents and other awards to employees, officers, non-employee directors, contractors and consultants selected by the administrator. A one-year minimum vesting rule generally applies, subject to a 5 percent exception pool, and every full-value award consumes three shares of the reserve.

Reserve: 17.9 million shares available at 30 September 2025, against an initial reserve of 22.75 million shares plus specified legacy-plan shares

FY2025 Form 10-K and the 2022 plan exhibit filed with the SEC

Employee Stock Purchase Plan

Active; confirmed on Cencora's current US Total Rewards page

Verified

Six-month offering and purchase periods with payroll deductions of 1 to 25 percent and a purchase price of 85 percent of the applicable plan price. The filed plan caps purchases at 2,000 shares per purchase date. Eligibility generally begins after 30 days for employees working more than 20 hours a week and more than five months a year, subject to exclusions, waiver and foreign subplans.

Reserve: Separate ESPP reserve; the current remaining pool was not located in the reviewed filings

Filed AmerisourceBergen employee stock purchase plan exhibit, with current availability confirmed on the Cencora US Total Rewards page

2014 Omnibus Incentive Plan

Closed to new grants after the 2022 plan was approved

Verified

Outstanding legacy awards continue under their original terms. All new grants use the 2022 plan, and specified shares from the legacy plan can become available to the 2022 reserve, which is one reason a simple pool-utilisation percentage is unreliable.

Reserve: No new grants; residual outstanding awards only

FY2025 Form 10-K and the 2022 plan exhibit

Legacy stock options

Run-off only; no new option grants since fiscal 2020

Verified

147,000 options remained outstanding and exercisable at 30 September 2025 at a weighted-average exercise price of about $87, with a weighted-average remaining life of roughly one year. 387,000 were exercised during FY2025.

Reserve: 147,000 outstanding and exercisable at FY2025 year-end

FY2025 Form 10-K, corroborated by SEC Form 4 exercise filings

The 17.9 million shares available at 30 September 2025 is the only source-backed capacity statement. Comparing it with the 22.75 million initial reserve implies 78.7 percent nominally remaining and 21.3 percent nominally consumed.
That percentage is not an official utilisation rate. Full-value awards count three shares against the reserve, forfeited and expired awards can return to the pool, and legacy-plan share recycling changes the denominator.
Cencora publishes no grants-used-divided-by-pool figure anywhere, and no replacement of the 2022 plan has been proposed.
FY2025 stock-based compensation expense was about $148.0 million across all award types. That is an accounting charge, not cash paid or grant-date target value, and dividing it by headcount to infer a typical grant would be meaningless.

2022 Omnibus Incentive Plan capacity and FY2025 award activity

17.9M

Shares available at 30 Sep 2025

Against an initial reserve of 22.75 million shares plus specified legacy-plan shares.

522,000

Restricted stock units granted in FY2025

588,000 vested and 64,000 were forfeited; 1.078 million remained nonvested at year-end.

125,000

Performance shares granted in FY2025

120,000 vested and 7,000 were forfeited; 246,000 remained nonvested at year-end.

$108.7M

FY2025 restricted stock unit expense

With $89.4 million of unrecognised cost still to be expensed in future periods.

0% to 230%

Performance share settlement range

Over a three-year performance period, subject to metrics and committee certification.

387,000

Legacy options exercised in FY2025

At a weighted-average exercise price of about $87, against a $328.06 reference share price.

Vesting — common reported employee schedule

Year 1

33%

+First of three equal annual installments · annual tranche

Year 2

67%

+Second installment · annual tranche

Year 3

100%

+Final installment; performance shares certify here · annual tranche

Year 4

100%

+Fully vested; post-vesting holding only · annual tranche

Restricted stock units generally vest ratably over three years and performance shares run a three-year performance period. The fourth row above is a post-vesting marker for the display only; it does not turn a three-year award into a four-year vest. Executive retirement and change-in-control provisions can alter timing, and the FICA mechanics that apply to retirement-eligible executives can trigger a withholding event well before the shares are actually delivered.

Eligibility by hierarchy level

The 2022 plan permits awards to a broad participant population, but legal eligibility is not the same as routine practice. No public source establishes the minimum band, standard grant size or grant frequency for ordinary employees.
For B1 and B2 the best verified broad-based stock benefit is the discounted employee stock purchase plan in the United States. There is no evidence of routine restricted stock unit or performance share grants at these levels anywhere.
For B3 and B4 retention or critical-skill grants may occur, but no public threshold or standard value exists, which is why this report shows a real zero rather than a modelled grant.
From B5 upward equity becomes progressively more plausible for management, scarce talent and succession candidates. The scenario grant values used here are the bottom of the source bundle's own ranges: $5,000 at B5, $15,000 at B6, $40,000 at B7, $100,000 at B8 and $300,000 at B9.
Only at the named-executive tier is annual long-term incentive verified. The FY2025 mix was 60 percent performance shares and 40 percent restricted stock units for every named executive.
Indian employees may participate in a foreign subplan where one is offered, but local eligibility, tax withholding and remittance mechanics are not publicly disclosed. Cencora is a NYSE issuer, so BSE and NSE allotment filings, SEBI SAST filings and Indian ESOP trusts are structurally inapplicable to the parent company.

Indicative annual grant value by band — Conshohocken

Band	Annual value (USD)	Median	Shares at $328.06
B5 · Lead / principal / manager	$4K – $6K	$5K	~11–19
B6 · Senior manager / architect / associate director	$11K – $19K	$15K	~34–57
B7 · Director / senior principal	$30K – $50K	$40K	~91–152
B8 · Senior director / functional VP	$75K – $125K	$100K	~229–381
B9 · Enterprise VP / SVP / segment president	$225K – $375K	$300K	~686–1,143

Annualized planning value (±25%), not the face value of every new-hire grant. Share equivalents use the $328.06 reference price at 25 August 2026 close and ignore plan valuation rules and PSU performance. Highlighted rows are disclosed grant-date stock awards.

Named executive target equity

Executive	Target	Units / structure
Robert P. Mauch President and Chief Executive Officer	$12.0 million annual target	Granted 20 November 2024 as 29,606 target performance share units and 19,737 restricted stock units, a 60/40 split.
Steven H. Collis Executive Chairman	$6.0 million annual target	Same 60 percent performance share and 40 percent restricted stock unit mix.
James F. Cleary Executive Vice President and Chief Financial Officer	$3.8 million annual target	Same 60/40 mix; he retired from the role during 2026.
Elizabeth S. Campbell Executive Vice President and Chief Legal Officer	$2.9 million annual target	Same 60/40 mix.
Silvana Battaglia Executive Vice President and Chief Human Resources Officer	$1.7 million annual target	Same 60/40 mix; the FY2025 named-executive aggregate target was $14.4 million excluding the chief executive.
Eva C. Boratto Executive Vice President and Chief Financial Officer	$6.0 million sign-on restricted stock unit award	A hiring award rather than an annual grant, vesting in three equal annual installments on 29 June 2027, 2028 and 2029, alongside a $2.0 million cash sign-on.

VerifiedThe employee stock purchase plan is the most predictable stock value available to an ordinary Cencora employee and it is a purchase mechanism, not an employer grant. Six-month purchase periods, payroll deductions of 1 to 25 percent, an 85 percent purchase price and a 2,000-share cap per purchase date. Insider filings confirm it is in live use at senior levels too: Silvana Battaglia purchased 27.344 shares at $287.088 on 31 December 2025, and two of the five acquisition lots in Elizabeth Campbell's August 2026 Form 144 were ESPP purchases of 58 shares each.

Benchmark your equity

Executive Compensation

FY2025 was Robert P. Mauch's first full year as President and Chief Executive Officer, having taken the role on 1 October 2024. His Summary Compensation Table total was $18,256,227, of which roughly 91 percent of target direct compensation was incentive-based. Salary was 7.4 percent of the reported total, stock awards 65.7 percent, the annual cash incentive 23.5 percent and all other compensation 3.4 percent.

CEO total — Robert P. Mauch

$18.26M

Stock awards are 65.7% of the reported total; salary 7% and non-equity incentive 23%

23%

66%

Salary $1.35M

Incentive $4.28M

Equity $12.00M

Base salary$1,350,000

Non-equity incentive compensation$4,283,213

Stock awards at grant-date value$12,000,218

All other compensation$622,796

Reported total$18,256,227

Reading the package

The $12,000,218 stock figure is a grant-date accounting value rather than cash received. Sixty percent of the underlying annual award is performance shares that can settle anywhere from 0 to 230 percent of target over a three-year period, so the realised value could be a fraction of the reported number or well above it. The remaining 40 percent is restricted stock units vesting ratably over three years.

CEO-to-median-employee ratio

198:1

Median employee $92,438 · Calculated under SEC rules against a median employee compensated at $92,438 for FY2025. The ratio has fallen every year on record, from 245:1 in FY2022 on a $68,343 median, to 230:1 in FY2023 on $76,034, 210:1 in FY2024 on $87,891 and 198:1 in FY2025. The decline reflects a rising median as much as anything the chief executive was paid, and cross-company comparisons remain imperfect because SEC rules permit different employee populations, measurement dates and de minimis exclusions..

Peer CEO comparison

McKesson · Brian S. Tyler · FY2026$24.21M

McKesson 2026 proxy statement

Cardinal Health · Jason Hollar · FY2025$18.98M

Cardinal Health 2025 proxy statement

Cencora · Robert P. Mauch · FY2025$18.26M

Cencora 2026 proxy statement

Cencora sits below McKesson and just below Cardinal Health among the three large United States pharmaceutical distributors. Fiscal calendars differ, McKesson's figure covers a later fiscal year, and one-time awards move any single year materially, so this is a directional comparison rather than a same-period pay ranking.

Named Executive Officers & Board

Cencora's executive layer changed substantially across FY2025 and FY2026: a new chief executive on 1 October 2024, the retirement of the Executive Chairman at fiscal year-end 2025, an independent board chair from 1 October 2025, a new chief financial officer on 29 June 2026 and a new chief human resources officer announced in June 2026.

Robert P. Mauch · President and Chief Executive Officer$18.26M

Salary $1.35M · Cash incentive $4.28M · Stock $12.00M · Other $623K · Equity 65.7%

Steven H. Collis · Executive Chairman, retired 30 September 2025$9.68M

Salary $1.00M · Cash incentive $1.81M · Stock $6.00M · Other $867K · Equity 62%

James F. Cleary · Executive Vice President and Chief Financial Officer$6.52M

Salary $930K · Cash incentive $1.68M · Stock $3.80M · Other $113K · Equity 58.3%

Elizabeth S. Campbell · Executive Vice President and Chief Legal Officer$5.18M

Salary $775K · Cash incentive $1.40M · Stock $2.90M · Other $107K · Equity 56%

Silvana Battaglia · Executive Vice President and Chief Human Resources Officer$3.66M

Salary $670K · Cash incentive $1.21M · Stock $1.70M · Other $88K · Equity 46.4%

For every named executive other than the chief executive, the stock column above uses the disclosed FY2025 annual long-term incentive target rather than reconstructing each Summary Compensation Table subcomponent, and the other compensation column is the residual to the filed total. This avoids falsely equating a target award with a grant-date accounting value, but it means only Mauch's four components are each independently filed figures. Eva C. Boratto's FY2026 arrangement was disclosed separately in a Form 8-K: a $1,000,000 base salary, a 100 percent annual incentive target, a $2,000,000 cash sign-on and a $6,000,000 sign-on restricted stock unit award vesting over three years.

Board compensation framework

Element	Amount	Notes
Independent director cash retainer	$120,000	Increased from $100,000 effective 1 April 2025.
Lead Independent Director	$125,000 cash plus $250,000 equity	The role was held by D. Mark Durcan until he became independent Board Chair on 1 October 2025.
Committee chair retainers	$20,000 to $25,000	Varies by committee, on top of the base cash retainer.
Annual equity award	Restricted stock units	Generally vests after one year, subject to service and retirement terms. Directors may elect cash, stock, restricted stock units or deferral for their retainers.
Stock ownership guideline	5 times the annual cash retainer	Employee directors receive no additional director compensation.

Actual FY2025 director totals varied with committee assignments, partial-year service, special litigation committee work and elections to take equity in lieu of cash, so no single number describes a Cencora director's pay. D. Mark Durcan bought 4,000 shares on the open market at $266.26 in May 2026, a $1.065 million purchase that took his holding to 27,767 shares and is the only unambiguous open-market insider purchase in the recent filing record.

Regional heads and other officers

Cencora discloses no compensation for any regional president, segment leader, operating-company chief executive, technology head or country manager. Unless an individual becomes a named executive officer or receives a separately filed employment arrangement, their pay is simply not publicly disclosed. Samantha Hammock's appointment as Chief Human Resources Officer in June 2026 was announced without any compensation terms.

Insider Trades — SEC Forms 3/4/5

Cencora is a NYSE issuer, so SEC Forms 3, 4, 5 and 144 are the relevant insider sources. The transactions below are the recent material ones and those that illuminate how the equity plans actually operate. They are not a complete export of every dividend equivalent, ESPP fraction or tax-withholding line in EDGAR.

Date	Person	Transaction	Shares	Price	Value
2026-08-24	Elizabeth S. Campbell EVP and Chief Legal Officer	Sale Form 144 notice of a proposed sale with a stated aggregate market value of $3,662,662.53. A Form 144 is notice of an intended sale, not proof of execution, and the filing reported no sales in the preceding three months.	11,301	—	$3.66M
2026-06-29	Eva C. Boratto EVP and Chief Financial Officer	Award Sign-on restricted stock unit award worth $6.0 million, vesting in three equal annual installments from 29 June 2027. The unit count was not reliably parsed from the filing table; 18,289 is the indicative equivalent at the $328.06 reference share price.	18,289	—	$6.00M
2026-05-28	D. Mark Durcan Independent Board Chair	Purchase Open-market purchase taking his reported holding to 27,767 shares. The only clear discretionary buy in the recent record.	4,000	$266.26	$1.07M
2026-03-11	Elizabeth S. Campbell EVP and Chief Legal Officer	Settlement Restricted stock unit vesting. The same lot appears in her August 2026 Form 144 as 6,781 of the shares proposed for sale.	12,623	$350.30	$4.42M
2026-03-11	Elizabeth S. Campbell EVP and Chief Legal Officer	Withholding Shares withheld to cover tax on the same vesting event. This is a mechanical withholding rather than a discretionary sale.	5,842	$350.30	$2.05M
2025-12-31	Silvana Battaglia EVP and Chief Human Resources Officer	Purchase Employee stock purchase plan purchase, exempt under Rule 16b-3. Evidence that the ESPP is used at executive level as well as across the workforce.	27.344	$287.09	$8K
2025-12-15	James F. Cleary EVP and Chief Financial Officer	Withholding FICA and tax withholding on a retirement-eligible award. The underlying grant still vests in three installments, which is why a withholding event can precede delivery.	199	$350.32	$70K
2025-10-20	Robert P. Mauch President and Chief Executive Officer	Exercise Exercise of legacy options at $86.09 against a market price above $326. Cencora has granted no new options since fiscal 2020.	3,763	$86.09	$324K
2025-10-20	Robert P. Mauch President and Chief Executive Officer	Sale Sale under a Rule 10b5-1 plan adopted on 15 November 2024, filed alongside the option exercise on the same day.	5,097	$326.80	$1.67M
2025-10-01	Elizabeth S. Campbell EVP and Chief Legal Officer	Sale Sale under a Rule 10b5-1 plan adopted on 20 December 2024.	1,886	$313.28	$591K
2025-04-22	Steven H. Collis Executive Chairman	Exercise Exercise of legacy options at $86.09, the same strike as the Mauch exercise six months later.	12,579	$86.09	$1.08M
2025-04-22	Steven H. Collis Executive Chairman	Sale Sale under a Rule 10b5-1 plan adopted on 25 November 2024, five months before his retirement as Executive Chairman.	14,579	$281.81	$4.11M

Reading guide

Legacy options are running offBoth large exercises in the record use the same $86.09 strike from a pre-2020 grant. With 147,000 options left at FY2025 year-end and a weighted-average remaining life of about a year, this instrument is nearly finished.

Most executive share movement is mechanicalVesting settlements, tax withholding and 10b5-1 plan sales dominate. Only the Durcan purchase and the ESPP purchases are discretionary buys.

A Form 144 is a notice, not a tradeCampbell's August 2026 filing proposes selling 11,301 shares assembled from two ESPP purchases of 58 shares and three restricted stock vesting lots. It does not establish that any sale occurred.

No Indian promoter or SAST structure existsCencora is a NYSE issuer, so BSE and NSE insider filings and SEBI SAST disclosures do not apply. Walgreens Boots Alliance ceased to own more than 5 percent of Cencora common stock in June 2025, which is a US securities and related-party matter rather than a promoter structure.

Benchmark your package

Benefits & Perks

The evidence here is deeply asymmetric. Cencora publishes a detailed United States Total Rewards page and nothing comparable for any other market, so every non-US region below separates the statutory floor from what Cencora itself has actually said. A statutory entitlement is not evidence that Cencora offers an enhanced version of it.

United States

Retirement — 401(k) match. 100 percent on the first 3 percent of eligible pay deferred plus 50 percent on the next 2 percent, for a maximum employer match of 4 percent. Qualifying student-loan payments may count toward the match. The vesting schedule is not disclosed. [official]
Health — Medical, prescription, dental and vision. Plan options with health savings account and flexible spending account choices. Insurer names, premium share and deductibles are not disclosed. [official]
Family — Paid parental and caregiver leave. 12 weeks of paid parental leave and two weeks of paid caregiver leave. Service and eligibility conditions are not disclosed. [official]
Protection — Life and disability cover. Company-provided and voluntary life, short-term disability and long-term disability. Coverage multiples and buy-up costs are not disclosed. [official]
Equity — Discounted employee stock purchase plan. Six-month purchase periods, payroll deductions of 1 to 25 percent and a purchase price of 85 percent, with a filed cap of 2,000 shares per purchase date. [official]
Education and family support — Tuition assistance, scholarships, adoption and surrogacy support. Named on the Total Rewards page. Reimbursement caps and the tax treatment of each are not disclosed. [official]
Time off — Paid time away. Referenced in Total Rewards but the exact vacation or paid time off days by tenure are not disclosed. [npd]

Global programs

Learning — Development, mentoring and education assistance. Described at a high level in Cencora careers materials. No named third-party learning platform, certification cap or sabbatical policy is evidenced as available to every employee. [official]
Inclusion and wellbeing — Employee communities and wellbeing resources. Referenced in careers materials. Country-by-country employee assistance programme providers are not disclosed. [official]
Equity — Employee stock purchase plan. Confirmed on the United States Total Rewards page. Foreign subplans may differ, and no source establishes which countries outside the United States actually offer it. [official]
Ways of working — Hybrid and remote cadence. Not publicly disclosed at a global policy level, nor is any formal international rotation or mobility programme. [npd]

Benefit fields not publicly quantified

The United States is the only market where a company-level public schedule supports exact plan statements. India, the United Kingdom, Australia, Canada, Europe, Latin America and Asia should all be read as statutory floor plus an undisclosed employer enhancement until a local offer letter, employee handbook, summary plan description or benefits guide is obtained.

Performance Review & Pay Progression

Cencora's proxy statement gives a rigorous picture of the executive performance process and the company publishes nothing at all about the employee one. There is no public rating scale, no calibration distribution, no merit matrix, no promotion policy and no appraisal calendar, and the source bundle deliberately declines to convert anonymous employee-review claims into company facts.

Not publicly disclosed

No company-wide rating scale or set of rating labels appears in any reviewed primary source, so no rating-to-increase table can exist.

No enterprise-wide appraisal month or effective hike date is published. At executive level, FY2025 salary adjustments took effect on 20 November 2024, annual equity awards are generally made around November and annual cash incentives are paid after fiscal year-end in the first quarter of the following year; extrapolating that calendar to every country or bargaining unit would be unsafe.

No increment percentage by rating is disclosed, and no verified company-wide announcement of an average 2025 or 2026 salary increase, pay freeze or across-the-board cut was found.

No forced ranking or bell curve is evidenced. The absence of a source is not proof that no calibration exists, only that none is public.

No promotion hike percentage by band is published, and no reliable public dataset quantifies the gap between lateral hires and internal promotees at Cencora.

Probation and confirmation processes are not disclosed and almost certainly vary by legal entity, role and jurisdiction across the legacy operating companies.

No compensation-equity statistic was located. Cencora communicates inclusion and equal-opportunity commitments, but no gender or ethnicity pay gap figure, adjusted or unadjusted, appears in the reviewed disclosures.

Company-wide voluntary attrition, a consistent quarterly global headcount series and any India technology-centre attrition figure are all absent from the public record.

Modeled promotion planning timeline

Band	Years to next scope	Promotion hike	Status
B1 · Entry / operations support	1 to 2 years	Not disclosed	Modeled planning interval
B2 · Associate / specialist I	2 to 3 years	Not disclosed	Modeled planning interval
B3 · Professional / engineer II	2 to 4 years	Not disclosed	Modeled planning interval
B4 · Senior professional	2 to 4 years	Not disclosed	Modeled planning interval
B5 · Lead / principal / manager	3 to 5 years	Not disclosed	Modeled planning interval
B6 · Senior manager / architect / associate director	3 to 5 years	Not disclosed	Modeled planning interval
B7 · Director / senior principal	3 to 6 years	Not disclosed	Modeled planning interval
B8 · Senior director / functional VP	3 to 6 years	Not disclosed	Modeled planning interval
B9 · Enterprise VP / SVP / segment president	Succession-dependent	Not disclosed	Modeled planning interval

What is verified is the executive process. Annual goals are approved by the compensation committee, performance is assessed after fiscal year-end and paid after certification, annual long-term incentive grants use 60 percent performance shares and 40 percent restricted stock units over a three-year framework, and the committee reviews salaries for role scope, market positioning, performance and succession context. None of that establishes how a warehouse associate in Columbus or an analyst in Pune is reviewed.

Pay progression evidence

Modelled career-duration framework, not Cencora policy: B1 to B2 typically takes one to two years, B2 to B3 two to three years, B3 to B4 two to four years, B4 to B5 two to four years, B5 to B6 three to five years, B6 to B7 three to five years, B7 to B8 three to six years and B8 to B9 three to six years, with the move beyond B9 succession-dependent and usually disclosed only after the appointment. Adjacent band midpoints are market reference points rather than promotion entitlements: an internal promotee may enter a new range below its midpoint while a hard-to-fill lateral hire is positioned differently. Every promotion-hike percentage at Cencora is not publicly disclosed.

Negotiate your raise

H-1B / LCA Visa Footprint — United States

The Cencora H-1B record is small, recent and belongs to one legal entity rather than the group. Thirteen listed labour condition applications for Cencora Patient Services, LLC cluster in technology, architecture, analytics and validation roles at analytical B4 to B6 base-salary territory. These are offered base wages for a filed role at a filed worksite, not total compensation and not a company band.

Listed labour condition applications

Covering 2020 through 2025, of which three were filed in 2025 and all three were certified.

Median wage

$134,722

The 25th percentile is $107,720, the 75th percentile $138,196 and the mean $124,822 across the thirteen disclosed wages.

Certification outcome

13 of 13 certified

Four records were later shown as Certified - Withdrawn, which reflects a withdrawn filing rather than a denial.

USCIS petition approval rate

Not disclosed

Labour condition application certification by the Department of Labor is a separate process from USCIS petition approval, and no approval rate is published for Cencora.

Dataset summary

Dataset	Result	Interpretation
Ellis aggregate for Cencora Patient Services, LLC	13 listed labour condition applications with a $134,722 median	The only aggregate located. It does not cover Cencora, Inc., MWI Animal Health, World Courier or any other group entity.
Recalculated percentiles from the thirteen disclosed wages	$107,720 at the 25th percentile and $138,196 at the 75th	The aggregator headline median of $134,722 was reproduced independently from the filing-level table.
2025 filings only	Three certified filings at $97,000, $134,000 and $135,000	Two Infrastructure Engineer III roles in Indian Land, South Carolina and one Data Governance Analyst in Stafford, Texas.

City-level H-1B wage history

City	P25	Median	P75	Records
Indian Land, SC The largest worksite in the file, carrying infrastructure engineering, Salesforce architecture and application architecture roles.	$134K	$135,358	$139K	5
Conshohocken, PA Headquarters filings spanning a validation engineer, a principal architect and a data analyst, the widest spread in the file.	$100K	$119,318	$139K	3
Clarksburg, MD Two older filings, both later shown as certified-withdrawn.	$97K	$116,064	$135K	2
Newark, DE A single senior business analytics consultant filing, the highest single wage in the file.	$137K	$137,392	$137K	1
Fort Mill, SC A single QA analyst team lead filing from January 2021, later certified-withdrawn.	$115K	$115,440	$115K	1
Stafford, TX A single data governance analyst filing from July 2025 and the lowest wage in the file.	$97K	$97,000	$97K	1

All-years aggregates. P25/P75 are rounded reconstruction values marked modeled; medians and record counts are the stronger fields.

Selected title / worksite records

Title	Worksite	Proffered wage	Notes
Infrastructure Engineer III	Indian Land, SC	$134,000 to $135,358	Three filings across April 2024, April 2025 and November 2025, all certified. The most repeated title in the file.
Principal Architect II	Conshohocken, PA	$139,000	Filed September 2024 and certified. The highest headquarters wage in the file and consistent with analytical B6.
Senior Validation Engineer	Conshohocken, PA	$100,000	Filed November 2024 and certified. A reminder that headquarters wages span a $39,000 range within one year.
Sr Business Analytics Consultant	Newark, DE	$137,392	Filed February 2024 and certified.
Sr. Salesforce Architect	Indian Land, SC	$139,027	Filed June 2023, certified and later withdrawn. The same wage appears on a 2022 Senior Application Architect filing at the same worksite.
Data Governance Analyst	Stafford, TX	$97,000	Filed July 2025 and certified. The lowest wage among the three 2025 filings.

Reading the data correctly

The dataset covers Cencora Patient Services, LLC and not necessarily any other Cencora legal entity, so it is not a picture of United States pay across a roughly 47,000-person workforce.
A labour condition application wage is a filing-specific offered base wage. It excludes bonus and any equity entirely and is not a company band.
Thirteen records over six years is a very small sample. A single filing moves a city median by tens of thousands of dollars, as the Newark and Stafford rows show.
Certified - Withdrawn means a certified application was later withdrawn. It says nothing about employment duration and nothing about the USCIS petition outcome.
Department of Labor certification and USCIS petition approval are different processes, and no Cencora petition approval rate is publicly disclosed.

Compare onsite vs offshore

Key Nuances & Insights

01The company is Cencora, but half the paper trail says AmerisourceBergen

AmerisourceBergen renamed itself Cencora in 2023. The employee stock purchase plan still on file with the SEC is the AmerisourceBergen plan filed in 2018, several legacy option grants predate the rename, and the operating businesses that people actually work for still trade as Alliance Healthcare, World Courier, MWI Animal Health and Innomar Strategies. Anyone searching for compensation history before 2023 needs the old name, and any figure carrying it should be read as a legacy disclosure rather than a superseded one.

02Disclosure is inverted relative to headcount

Five named executives out of roughly 47,000 employees account for essentially all of the precise pay data in the public record. The proxy discloses each one's salary, target percentage, payout factor, long-term incentive mix and grant-date value to the dollar. For everyone else there is one national Senior Director range, three Canadian postings, one Lithuanian posting, one hourly pharmacy technician rate and thirteen visa filings.

03The ESPP is the whole equity story for most employees

No public source establishes a band at which routine restricted stock unit grants begin. The 2022 plan legally permits awards to employees, officers, directors, contractors and consultants, but legal eligibility is not practice. The reliable stock benefit for an ordinary employee is buying shares at 85 percent through six-month purchase periods with 1 to 25 percent payroll deductions, capped at 2,000 shares per purchase date.

04Options are finished, not merely rare

No new options have been granted since fiscal 2020, and only 147,000 remained outstanding at FY2025 year-end at a weighted-average exercise price of about $87 with roughly a year of average life left. Both large executive exercises in the recent filing record use that same $86.09 strike. Anyone joining now should assume options are simply not on the table.

05The bonus has beaten target four years running, and that is the risk

Final corporate factors were 139.2 percent in FY2022, 131.9 percent in FY2023, 160.0 percent in FY2024 and 181.3 percent in FY2025. A candidate modelling a 100 percent payout is probably being conservative on recent history and correctly cautious on design: metrics, targets and committee discretion all change, and in FY2025 the committee actively cut four points off a 185.3 percent formula result.

06Revenue is a trap when reasoning about pay capacity

FY2025 revenue was $321.3 billion, which would put Cencora among the largest companies on earth by that measure. Pharmaceutical distribution runs on very thin margins, and stock-based compensation was $148.0 million, roughly 0.05 percent of revenue. Comparing revenue per employee against a software company and inferring pay capacity from it produces badly wrong conclusions.

07Pune is a professional hub, not a back office

Cencora describes Pune as a strategic innovation hub supporting IT, finance, sourcing and procurement, legal and compliance. Applying a generic entry-level India multiplier to a senior architecture or finance role there understates it substantially: the model's India factor rises from about 0.12 at the entry band to about 0.47 at the enterprise VP band.

08Geographic compression is level-dependent and steep

The gap between Conshohocken and an offshore market narrows sharply with seniority. India runs at roughly eight times below the anchor at entry level and a little over two times below it at the top of the employee ladder. Bucharest moves from 0.32 to 0.59 and Vilnius from 0.33 to 0.60. A candidate negotiating a senior offshore role should be pricing against the senior factor, not the headline country index.

09Legacy operating companies may still run different rules

Alliance Healthcare, World Courier, MWI Animal Health and Innomar Strategies entered the group through different histories. The public record confirms a unified Cencora brand and does not confirm that every legacy salary grade, incentive target, benefit book and equity threshold has been migrated to one architecture. Local titles and benefits may remain heterogeneous, which is why a title match across two Cencora entities is weak evidence of a pay match.

10The pay ratio improved because the median rose, not because the CEO was cut

The ratio fell from 245:1 in FY2022 to 198:1 in FY2025 while the disclosed median employee figure climbed from $68,343 to $92,438, a 35 percent increase over three years. Chief executive compensation over the same span moved from $16.75 million to $18.26 million. The median employee is a single re-identified individual under SEC rules and the population, dates and exclusions can change, so this is not a median base-salary growth series.

11Pay transparency, not generosity, explains where the data is

The United States and Canada yield employer ranges because state and provincial statutes require them. The single Lithuanian posting exists because Lithuania requires a salary range in job advertisements. India, the United Kingdom and Australia produce almost nothing verified, which is a disclosure artefact rather than evidence that those markets are paid differently from how this model shows.

12Executive equity is a target, not a number in a bank account

Robert Mauch's $12.0 million long-term incentive target became 29,606 performance share units and 19,737 restricted stock units on 20 November 2024. Sixty percent of that can settle anywhere from 0 to 230 percent of target over three years. The $12,000,218 in the proxy is a grant-date accounting value; the realised outcome is unknowable until certification.

13A Form 144 is not a sale and a withholding is not a decision

Three of the twelve insider events shown here are mechanical: tax withholding on vesting, FICA mechanics on a retirement-eligible award and an ESPP purchase. One is a proposed sale that may never have executed. Reading executive share movement as a sentiment signal at Cencora would be a mistake; only the Durcan open-market purchase clearly is one.

14No Indian filing surface exists for the parent

Cencora is a NYSE issuer, so BSE and NSE allotment filings, SEBI SAST disclosures and Indian ESOP trust structures are structurally inapplicable to the parent company. Indian employees may participate in a foreign subplan where one is offered, but eligibility, tax withholding and remittance mechanics are not publicly disclosed anywhere.

Research control

Against the two other large United States pharmaceutical distributors, Cencora's chief executive was paid $18.256 million for FY2025, below McKesson's Brian S. Tyler at $24.213 million for FY2026 and marginally below Cardinal Health's Jason Hollar at $18.976 million for FY2025. Fiscal calendars and one-time awards differ across the three, so the ordering is directional. Below the executive layer no peer comparison is possible on public data: none of the three publishes a grade architecture or an employee salary matrix, and Cencora's own employee evidence amounts to a handful of postings and thirteen visa filings.

Evidence classification

Label	Meaning	Examples and permitted use
Verified	A Cencora filing, official company page, official job posting or government rule.	The named-executive rows, plan terms, insider filings, the United States benefits schedule, the Canadian and Lithuanian posting ranges and every statutory floor shown here.
Reported	Employee-submitted pay, a third-party salary record or an H-1B labour condition application.	Levels.fyi role medians, Glassdoor triangulation for London and Australia, the Pune entry offer and the thirteen Cencora Patient Services visa wages.
Modeled	A Conshohocken anchor observation multiplied by a city calibration factor and an FX rate inside a planning envelope.	Every band row B1 through B9 and every non-anchor cell in the location table. None of it is a Cencora pay band.
Not publicly disclosed	No number is supplied because no primary source supports one.	The employee bonus grid, the rating scale, merit and promotion percentages, attrition, city headcount, the equity eligibility threshold and every non-US benefits schedule.

Explicit “Not publicly disclosed” index

Official grade codes and any worldwide base or bonus range for ordinary employees.

The global performance review calendar, rating scale, merit increase by rating and any forced-ranking distribution.

Promotion hike percentages by band and any quantified lateral-hire premium against internal promotees.

The minimum band at which a routine restricted stock unit grant begins, and grant size or frequency by band below the named-executive tier.

Company-wide voluntary attrition, a quarterly global headcount series and city-level headcount anywhere in the world.

India health insurance provider and coverage, family floater, group term life, paternity leave, leave-day counts, National Pension System contribution, transport and meal values.

United Kingdom employer pension above the statutory minimum, private medical cover, life assurance and car allowance.

Australia employer-specific enhancements above the superannuation guarantee and statutory leave.

Canadian health and dental employer share, retirement matching, vacation by service and parental top-up.

Compensation for every regional president, segment leader, operating-company chief executive and country manager below the named-executive layer.

Any gender or ethnicity pay gap statistic, adjusted or unadjusted.

The USCIS H-1B petition approval rate and any visa data for Cencora legal entities other than Cencora Patient Services, LLC.

Known gaps and diligence before relying on a cell

1The named-executive tier is deliberately excluded from the band table. The source bundle models a B10 executive band at every one of its 61 cities using a convergence factor of 1.00, which forces every location to the same worldwide figure and would produce a fictional Pune or Bucharest chief executive on a United States package. That row is carried in the executive section instead, and the location factors here interpolate between B1 and B9 only.
2The source bundle's published total compensation envelope folded a notional benefits allowance into the number. That is employer cost rather than pay, so it has been stripped and every total rebuilt as base plus target bonus plus annualised equity. Junior totals here therefore sit a little below the bundle's published totals and senior totals sit above them, because the bundle's envelope also omitted most of its own modelled long-term incentive values.
3Equity for B1 through B4 is a real zero rather than a missing value. The bundle's own scenario ranges begin at $0 for B3 and B4, and no public source evidences a routine grant at any of these levels. From B5 upward the figure used is the bottom of the bundle's scenario range, which is a deliberately conservative choice.
4The bundle applies a convex seniority convergence curve, rising from 0.00 at B1 to 0.03 at B4, 0.14 at B6, 0.28 at B8 and 0.40 at B9. This report expresses the same behaviour as a junior factor and a senior factor interpolated linearly by seniority, which slightly overstates offshore factors in the middle of the ladder relative to the bundle's own numbers.
5Thirty of the bundle's 61 modelled cities are carried here. The omitted markets, including Memphis, Louisville, Kansas City, Amityville, Romeoville, Liverpool, Glasgow, Warrington, Montreal, Vancouver, Calgary, Gennevilliers, Barcelona, Lisbon, Bern, Basel, Dublin, Oslo, Istanbul, Cairo, Dubai, São Paulo, Mexico City, Bogotá, Buenos Aires, Santiago, Hong Kong, Shanghai and Seoul, add currency breadth but no additional Cencora-specific salary evidence.
6The 10-K reports approximately 47,000 full-time employees while corporate materials describe more than 51,000 team members. These are not reconciled as one population and both are retained rather than averaged.
7For the four named executives other than the chief executive, the stock column uses the disclosed FY2025 long-term incentive target and the other-compensation column is the residual to the filed total. Only Mauch's four components are each independently filed figures.
8Eva Boratto's sign-on restricted stock unit count could not be reliably parsed from the Form 4 table. The 18,289 units shown are the indicative equivalent of the disclosed $6.0 million award at the $328.06 reference share price, not a filed unit count.
9The two bundles supplied for Cencora are byte-identical, so no cross-bundle discrepancy exists to reconcile. Every conflict noted here is internal to the single research report.
10The distribution, pharmacy and warehouse population is folded into the B1 to B3 rows because the bundle prices it on the same city index as professional work. Where those roles are genuinely hourly with shift and overtime loading, the annualised figures here will understate a night-shift worker and overstate a part-year one.

FX rates used — 1 USD equals, snapshot 2026-08-25

95.249031

INR

0.733198

GBP

0.856689

EUR

1.383569

CAD

1.396879

AUD

1.674877

NZD

0.802477

CHF

4.50269

RON

20.632018

CZK

3.685554

PLN

1.269492

SGD

159.222778

JPY

Single-date conversion layer for comparability; it ignores payroll-date FX, tax, purchasing power, benefits valuation and hedging. Compensation intelligence, not legal, tax, investment, immigration or employment advice.

Source register — 33 sources

S02	Cencora 2026 Proxy Statement covering FY2025 compensation · Cencora, Inc. via SEC EDGAR · 22 January 2026. Chief executive and named-executive compensation, annual incentive design and payout factors, long-term incentive mix and targets, director pay and the CEO pay ratio series.
S03	Cencora FY2025 Form 10-K · Cencora, Inc. via SEC EDGAR · 25 November 2025. Headcount, global footprint, 2022 plan share reserve, restricted stock unit, performance share and option activity, and stock-based compensation expense.
S04	Cencora 2022 Omnibus Incentive Plan exhibit · Cencora, Inc. via SEC EDGAR · 31 March 2022. Eligibility, permitted award types, three-to-one share counting, minimum vesting rule, director cap and plan term.
S05	AmerisourceBergen Employee Stock Purchase Plan as filed · AmerisourceBergen Corporation via SEC EDGAR · 3 May 2018. Six-month purchase periods, 1 to 25 percent payroll deductions, 85 percent purchase price, eligibility rules and the 2,000-share purchase cap.
S06	Cencora US Total Rewards page · Cencora careers site · Current at 26 August 2026. Medical and wellbeing offerings, parental and caregiver leave, the 401(k) matching formula, ESPP confirmation, tuition assistance and family-building support.
S08	Form 8-K on Eva Boratto's compensation arrangement · Cencora, Inc. via SEC EDGAR · 27 May 2026. The $1.0 million base salary, 100 percent annual incentive target, $2.0 million cash sign-on and $6.0 million sign-on restricted stock unit award.
S09	Cencora announcement of Samantha Hammock as Chief Human Resources Officer · Cencora newsroom · 15 June 2026. Leadership change over the global people and rewards function; no compensation terms were disclosed.
S10	Cencora careers page for India · Cencora careers site · Current at 26 August 2026. Pune described as a strategic innovation hub supporting IT, finance, sourcing and procurement, legal and compliance.
S13	Levels.fyi company salary page for Cencora · Levels.fyi · Continuously updated, read 26 August 2026. United States medians of $138,568 company-wide, $208,950 for business operations managers, $226,125 for software engineering managers and $169,150 for solution architects.
S14	Levels.fyi software engineer page for Cencora · Levels.fyi · Continuously updated, read 26 August 2026. India software-engineering range of 903,000 to 1.26 million rupees, with a displayed median that sits below the displayed low end.
S15	Glassdoor salary pages for Cencora · Glassdoor · Continuously updated, read 26 August 2026. London Associate Director estimate of £129,000 to £190,000 and Australian engineering estimates of AUD 86,000 to 146,000, used only as triangulation.
S16	Cencora Patient Services, LLC H-1B labour condition application file · Ellis visa-sponsor aggregate of Department of Labor data · Continuously updated, read 26 August 2026. Thirteen listed applications, the wage percentiles, the six-city distribution and the three 2025 filings.
S17	Cencora job posting for HR Service Representative I in Vilnius · Cencora careers site · 2026 posting. Employer-published monthly range of €2,135.94 to €3,051.37, the clearest European salary disclosure in the bundle.
S18	Cencora job posting for Senior Pharmacy Technician · Cencora careers site · 2026 posting. Employer-published rate of $24 per hour, the only hourly anchor in the record.
S31	Senior Director of Enterprise Security Architecture posting · Built In, reproducing the Cencora employer posting · August 2026. National range of $141,600 to $283,250 with geographic adjustment language permitting 10 percent below the minimum and 12 percent above the maximum.
S32	Archived Cencora posting for Manager, New Business Insights in Oakville · Cencora careers site, archived · Archived posting. Employer-published range of CAD 81,428 to 131,428.
S33	Archived Cencora posting for Quality Assurance Coordinator in Mississauga · Cencora careers site, archived · Archived posting. Employer-published range of CAD 50,058 to 91,773.
S34	Archived Cencora posting for bilingual Drug Safety Associate in Ontario · Cencora careers site, archived · Archived posting. Employer-published range of CAD 43,466 to 77,044.
S19	SEC Form 4 for D. Mark Durcan · Cencora, Inc. via SEC EDGAR · 28 May 2026. Open-market purchase of 4,000 shares at $266.26, taking his holding to 27,767 shares.
S20	SEC Form 144 for Elizabeth S. Campbell · Cencora, Inc. via SEC EDGAR · 24 August 2026. Notice of a proposed sale of 11,301 shares with the five acquisition lots, two of which are ESPP purchases.
S35	SEC Form 4 for Robert P. Mauch's option exercise and sale · Cencora, Inc. via SEC EDGAR · 21 October 2025. Exercise of 3,763 options at $86.09 and sale of 5,097 shares at $326.80 under a Rule 10b5-1 plan.
S36	SEC Form 4 for Steven H. Collis's option exercise and sale · Cencora, Inc. via SEC EDGAR · 23 April 2025. Exercise of 12,579 options at $86.09 and sale of 14,579 shares at $281.81 under a Rule 10b5-1 plan.
S38	SEC Form 4 for Elizabeth S. Campbell's restricted stock unit vesting · Cencora, Inc. via SEC EDGAR · 13 March 2026. 12,623 shares acquired on vesting with 5,842 withheld at $350.30 for taxes.
S40	SEC Form 4 for Silvana Battaglia's ESPP purchase · Cencora, Inc. via SEC EDGAR · 7 January 2026. Purchase of 27.344 shares through the employee stock purchase plan at $287.088.
S21	McKesson 2026 Proxy Statement · McKesson Corporation via SEC EDGAR · 2026. Brian S. Tyler's FY2026 total compensation of $24.213 million for the peer chief executive comparison.
S22	Cardinal Health 2025 Proxy Statement · Cardinal Health, Inc. via SEC EDGAR · 2025. Jason Hollar's FY2025 total compensation of $18.976 million for the peer chief executive comparison.
S23	XE USD currency table · XE.com · 25 August 2026 at 16:00 UTC. The single foreign-exchange snapshot used for every currency conversion in this report.
S24	Super guarantee rates and thresholds · Australian Taxation Office · Current guidance. The 12 percent superannuation guarantee rate from 1 July 2025.
S27	Holiday entitlement and holiday pay guidance · UK Government · Current guidance. The 5.6 weeks of statutory paid holiday used as the United Kingdom floor.
S28	Automatic enrolment pension contribution guidance · UK Government · Current guidance. The 8 percent minimum total contribution of qualifying earnings with at least 3 percent from the employer.
S29	Employees' Provident Funds Scheme · Employees' Provident Fund Organisation, India · Current scheme text. The 12 percent contribution rate subject to coverage and wage-base rules.
S42	Compliance Handbook for Employers Under the Four Labour Codes · Ministry of Labour and Employment, India · February 2026. Gratuity at 15 days' wages per completed year and 26 weeks of maternity benefit for eligible employees.
S30	NYSE quote for Cencora, ticker COR · New York Stock Exchange · 25 August 2026 close. The $328.06 reference share price used only to translate award values into indicative share counts.

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Recent News & Workforce Trend

Cencora publishes no salary hike announcements, no attrition figure and no quarterly headcount series, so the events that actually move pay here are executive appointments, filings and grant cycles. The two years to August 2026 brought a new chief executive, a new chief financial officer, a new chief human resources officer, a retired executive chairman and an independent board chair.

~47,000

FY2025 Form 10-K employees

Full-time employees across more than 50 countries at 30 September 2025.

51,000+

FY2025 corporate framing employees

Team members, the broader description used in the proxy and corporate materials. It is not directly comparable with the full-time measure.

2,023

FY2025 pay-ratio exclusions employees

Combined employees in the six countries excluded under the de minimis exemption: 1,086 in Romania, 489 in Czechia, 209 in Portugal, 106 in Colombia, 86 in Argentina and 47 in Mexico.

No consistent quarterly global headcount series exists in the public record, and no company-wide voluntary attrition rate has been disclosed. The 47,000 and 51,000 figures differ because of timing, part-time and contingent inclusion, acquisitions, divestitures and definitional choices, and this report keeps both rather than reconciling them.

24 Aug 2026

Chief Legal Officer filed notice of a proposed share sale

Elizabeth S. Campbell filed a Form 144 for a proposed sale of 11,301 shares with a stated aggregate market value of $3,662,662.53, assembled from two ESPP purchases and three restricted stock vesting lots. A Form 144 is a notice, not proof of execution, and the filing reported no sales in the preceding three months.

SEC Form 144

29 Jun 2026

Eva Boratto's compensation as Chief Financial Officer took effect

A $1,000,000 base salary, a 100 percent annual incentive target, a $2,000,000 cash sign-on and a $6,000,000 sign-on restricted stock unit award vesting in three equal annual installments from 29 June 2027. She replaced James F. Cleary, whose transition support continued through 2026.

Cencora Form 8-K and Form 4

15 Jun 2026

Samantha Hammock appointed Chief Human Resources Officer

A new executive vice president over the global people and rewards function, succeeding Silvana Battaglia. No compensation terms were disclosed, which is itself notable given how completely the other executive vice president arrangements are filed.

Cencora newsroom

28 May 2026

Independent Board Chair increased his shareholding

D. Mark Durcan bought 4,000 shares on the open market at $266.26, a $1,065,040 purchase taking his reported holding to 27,767 shares. It is the only clearly discretionary insider buy in the recent record.

SEC Form 4

11 Mar 2026

Large executive restricted stock unit vesting settled

Elizabeth S. Campbell acquired 12,623 shares on vesting with 5,842 withheld at $350.30 for taxes, a $2,046,453 withholding. The vested lot reappears five months later inside her proposed Form 144 sale.

SEC Form 4

22 Jan 2026

FY2025 executive compensation filed

The proxy disclosed Robert Mauch's $18,256,227 total, an annual incentive formula result of 185.3 percent cut to a final 181.3 percent, a $12.0 million long-term incentive target split 60/40 between performance shares and restricted stock units, and a 198:1 pay ratio against a $92,438 median employee.

Cencora 2026 proxy statement

25 Nov 2025

FY2025 Form 10-K disclosed plan capacity and award activity

17.9 million shares remained available under the 2022 Omnibus Incentive Plan, stock-based compensation expense was about $148.0 million, 522,000 restricted stock units and 125,000 performance shares were granted, and 387,000 legacy options were exercised with none granted.

Cencora FY2025 Form 10-K

20 Oct 2025

Chief executive exercised legacy options and sold under a 10b5-1 plan

Robert Mauch exercised 3,763 options at $86.09 and sold 5,097 shares at $326.80 under a plan adopted on 15 November 2024. The exercise price is a pre-2020 legacy strike; no new options have been granted since fiscal 2020.

SEC Form 4

1 Oct 2025

Board leadership transitioned to an independent chair

D. Mark Durcan became independent Board Chair after Steven Collis retired as Executive Chairman at fiscal year-end. The Lead Independent Director package he had held was a $125,000 retainer plus a $250,000 annual equity award.

Cencora 2026 proxy statement

30 Sep 2025

Fiscal-year workforce snapshot

Approximately 47,000 full-time employees in more than 50 countries, against a broader corporate description of more than 51,000 team members. The two populations should not be treated as directly comparable.

Cencora FY2025 Form 10-K and 2026 proxy statement

20 Nov 2024

FY2025 annual equity grant cycle and salary adjustments

Robert Mauch received 29,606 target performance share units and 19,737 restricted stock units against a $12.0 million target. Other named executive targets were $6.0 million for Collis, $3.8 million for Cleary, $2.9 million for Campbell and $1.7 million for Battaglia, a $14.4 million aggregate. FY2025 salary adjustments took effect the same day.

Cencora 2026 proxy statement

1 Oct 2024

Robert Mauch became President and Chief Executive Officer

The succession reset the executive pay benchmark and made FY2025 his first full fiscal year in the role, with a 175 percent annual incentive target against the 100 percent applied to the other named executives.

Cencora 2026 proxy statement

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