Compensation Partner – Federal Solutions

Parsons Corporation•USA VA (Virtual Office), VA

8d•$112,200 - $196,400•Remote

About The Position

Parsons is looking for a Compensation Partner to join our team! In this role you will get to serve as a trusted advisor to the business and HR leaders across our Federal Solutions market line, proactively consulting on a wide range of compensation needs, including salary recommendations, job evaluations, and market pricing. You will be responsible for identifying, designing, and implementing effective compensation solutions, and for providing expert guidance and analysis to support business objectives. As an integral embedded partner to the Federal Solutions HR team, you’ll foster awareness, drive timely collaboration, and develop a deep understanding of the unique needs and challenges within the Federal Solutions market. The role partners closely with the broader Total Rewards team and relevant Centers of Excellence to address compensation related issues in alignment with Parsons policies and regulatory requirements. This insight and expertise enable the Compensation Partner to assess the impact of Total Rewards programs on business performance and employee outcomes. In this role, the Compensation Partner informs compensation planning and decision-making, ensuring alignment with business strategy and compliance with regulatory requirements. The position will leverage resources and expertise from the HR Centers of Excellence (COEs) to identify tools and data that support effective performance and the ability to meet the needs of the business. You will report to the Director, Compensation & Total Rewards, with a dotted-line relationship to the Federal Solutions HR Leader. While the position is primarily remote, candidates located in the Virginia, DC, or Maryland area are preferred to facilitate occasional in-person collaboration with our largest group of HR leaders supporting Federal Solutions.

Requirements

Bachelor’s degree in human resources, Business Administration, or related field (Master’s preferred).
8+ Years of progressive experience in compensation, preferably in a government contracting or defense environment.
Demonstrated experience supporting federal contracting businesses, with strong working knowledge of the Service Contract Act (SCA) and Davis Bacon Act (DBA).
Strong analytical, communication, and consulting skills, with the ability to interpret data, identify trends, and translate insights into practical recommendations for business and HR leaders
Excellent communication and relationship-building skills, capable of influencing across HR, Finance, Legal and business leadership.
Familiarity with compensation tools, incentive planning and job classification systems.
Solid understanding of Fair Labor Standards Act and related wage and hour regulations.
Knowledge of federal contracting regulations and international compensation practices.
Certified Compensation Professional (CCP) designation preferred, or progress toward CCP certification.
Security Clearance Requirement: None

Nice To Haves

Master’s degree
Certified Compensation Professional (CCP) designation or progress toward CCP certification.

Responsibilities

Lead HR leaders through the annual compensation planning process to ensure a seamless experience for all stakeholders, with clear communication of plans and timelines.
Engage with HR leaders to ensure accurate and timely submission of compensation data.
Provide data analytics by proactively running reports and/or leveraging the HR Analytics team to analyze and draw insights on pay equity, identify risks and inconsistencies, and raise/escalate issues or recommend adjustments to help align compensation decisions with Parsons’ compensation philosophy and practices.
Conduct salary analyses and develop recommendations for senior-level roles or complex situations, including unique or highly compensated offers that may involve sign-on bonuses, short-term incentives (STI), and long-term incentives (LTI).
Respond to salary equity analyses, providing impartial recommendations to HR and leadership.
In partnership with Finance, monitor salary adjustment spend, track escalation metrics, and inform the business of trends and areas of concern.
Analyze employee salaries for both compliance, internal pay equity and market competitiveness, proactively identifying and addressing areas of concern with HR leadership.
Leverage data to identify potential gaps in competitiveness by job family group, job family, and job profile, and make actionable recommendations making market data and internal peer data.
Provide job mapping cross walk guidance between LCAT and Parsons job classification system to the HRBP and Talent Acquisition team members supporting proposal teams for both CONUS and OCONUS new business opportunities.
Partner with HR and the business to support special projects and data requests, such as uplift analyses, geographic differentials, Fair Labor Standards Act classifications for unique or escalated cases requiring assessment, customized incentive plans and other compensation-related initiatives.
Ensure thorough understanding of, and full compliance with, all Service Contract Act (SCA) and David Bacon Act (DBA) requirements on existing and future contracts.
Partner with the SCA H&W administration team to address questions from leaders and HR.
Lead and/or support SCA activities to ensure ongoing compliance.
Develop and deliver training for HR and managers or collaborate with relevant content owners/COEs on the design and delivery of training on topics including compensation philosophy, pay-for-performance, compensation planning, promotion and salary adjustments, job structure, offer development, SCA/DBA, and FLSA compliance.
Analyze and report on DRIVE Award spend.
Support retention agreement planning, in partnership with HR leaders and legal including ad hoc retention requests and submissions.