Corporate Manager Compensation 3

Ingalls Shipbuilding•Newport News, VA

9d•Onsite

About The Position

HII’s corporate team is responsible for providing strategic direction across technological and business disciplines, including accounting, finance, human resources, sales, operations, business development, legal, sustainability, communications, information technology, security, and more. In service of our employees, leaders, customers, and shareholders, we have the privilege of supporting thousands of colleagues across the entire business. The HII Corporate Manager of Compensation is responsible for the design, administration, and oversight of enterprise-wide compensation and equity programs, ensuring they align with the Company’s organizational goals, market competitiveness, and legal compliance.

Requirements

Bachelor's Degree and 8 years of applicable, progressive professional and/or supervisory work experience; OR Master,s Degree and 6 years of relevant, progressive experience
Proficiency in equity plan administration and familiarity with equity award types (stock options, RSUs, PSUs, SARs), vesting schedules, and related tax implications.
Exceptional analytical, written, and verbal communication skills; demonstrated ability to present complex compensation concepts to executive-level audiences and Board members in a clear and concise manner.

Nice To Haves

Master’s degree in Business Administration (MBA) or Human Resources Management
Certified Compensation Professional (CCP) and/or Certified Executive Compensation Professional (CECP) designation from WorldatWork
Thorough understanding of the financial and accounting implications of executive rewards programs, as well as a thorough understanding of related legislative and regulatory issues impacting executive rewards programs
In-depth knowledge of global/international compensation

Responsibilities

Conduct comprehensive compensation surveys; evaluate and interpret market data; and analyze compensation trends to formulate data-driven recommendations for program adjustments and competitive positioning.
Review and administer enterprise pay structures, encompassing base salary, annual incentives, long-term incentives, deferred compensation, and recognition and reward programs, ensuring legal compliance and internal equity across all elements.
Design and maintain salary structures, job architecture frameworks, and grade/band hierarchies to support organizational scalability and pay equity objectives.
Manage and administer long-term incentive (LTI) programs; monitor executive equity ownership levels for compliance with stock ownership guidelines and Section 16 reporting requirements.
Support the development of Compensation Committee meeting materials; support preparation of the annual proxy statement’s Compensation Discussion & Analysis (CD&A) and related executive compensation disclosures in compliance with SEC regulations.
Coordinate annual CEO pay ratio disclosure and pay equity analyses; partner with Legal and Finance on all executive compensation-related SEC filings.
Develop and maintain the executive compensation peer group; conduct annual benchmarking of Named Executive Officer (NEO) compensation against market data to assess competitiveness and inform Committee decisions.
Monitor proxy advisory firm (ISS and Glass Lewis) policies and shareholder perspectives on executive compensation; assess potential impacts on say-on-pay outcomes and advise leadership accordingly.
Develop, implement, and maintain compensation policies, programs, and governance frameworks.
Partner with senior leadership, Finance, and Legal to align total rewards strategies with the Company’s short- and long-term strategic objectives.
Conduct analyses to advise business leaders on pay decisions, policy and guideline interpretation, and job evaluation outcomes.
Collaborate with HR Business Partners to structure competitive compensation packages for key hires and internal movements.
Evaluate the effectiveness of existing compensation policies, guidelines, and procedures and recommend revisions if needed.
Provide guidance and mentorship to divisional and field compensation staff.
Maintain current knowledge of federal, state, and local compensation laws and regulations—including FLSA, ERISA, IRC Section 162(m), and Dodd-Frank requirements—to ensure ongoing corporate compliance.
Respond to and manage requests arising from DCAA, OFCCP, and other government agency inquiries and audits.
Prepare and present detailed compensation analyses, reports, and presentations for senior executives, the Board of Directors, and the Compensation Committee in support of governance, decision-making, and regulatory review processes.
Partner with HR Technology and HRIS teams to ensure compensation data integrity, system configuration accuracy, and process automation within compensation management platforms.