Director Compensation

V2X•UNAVAILABLE, UNAVAILABLE

About The Position

The Compensation Director serves as the senior leader influencing the design of enterprise-wide compensation programs that support V2X’s talent and business objectives within the unique regulatory environment of U.S. government contracting. This role blends deep technical expertise with strong business partnership, change leadership, and the ability to translate compensation strategy into effective, scalable, compliant programs. The Director acts as a trusted advisor to Program leadership, HR partners, and Finance, ensuring compensation practices reinforce organizational performance, competitiveness, and long‑term growth. This role reports to the Executive Director of Total Rewards.

Requirements

Bachelor’s degree in finance, Business, or related field; CCP or similar certification preferred.
15+ years of progressive compensation experience, experience in U.S. government contracting preferred.
Deep knowledge of FAR, DFARS, CAS, DCAA, and other relevant regulatory frameworks.
Experience implementing compensation programs, job architecture frameworks, and managing organizational change.
Must be a US citizen.
Strong partnership with HRIT teams and familiarity with systems such as Workday, UKG, and Oracle.
Analytical capability mastery, financial acumen, and experience with compensation modeling and market analysis.
Exceptional relationship‑building, communication, and influencing skills; able to partner effectively with executives and operational leaders.
Proven leadership experience managing and developing compensation teams.

Nice To Haves

CCP or similar certification preferred.

Responsibilities

Lead the design and initial implementation of enterprise‑wide compensation programs—including base pay, variable pay, and equity—ensuring the first iteration aligns with organizational goals and regulatory requirements before transitioning ongoing ownership to the appropriate teams.
Influence compensation strategy by providing data‑driven insights, market intelligence, and operational expertise to senior leadership.
Design and modernize compensation plans, processes, and tools to improve clarity, consistency, and scalability across the organization.
Shape the strategy and lead the implementation of changes for the annual compensation cycle (merit, bonus, salary structure updates), establishing the framework that strengthens the link between pay and performance before transitioning ongoing execution to the appropriate teams.
Lead the initial build‑out of compensation policies, procedures, and tools, including early‑stage payroll integration and communications, creating the framework for ongoing execution by the broader organization.
Partner with HRIT to guide system configuration and enhancements in platforms such as Workday, UKG, and Oracle, ensuring compensation processes are accurate, efficient, and compliant.
Leverage AI enabled tools and workflow automation to improve data accuracy, streamline compensation processes, and enhance decision support for leaders.
Identify opportunities to use AI supported analytics, modeling, and workflow routing to streamline processes, improve data accuracy, and enhance decision support.
Lead and oversee the initial design and rollout of job leveling frameworks
Ensure job architecture supports internal consistency, market competitiveness, and alignment with government contracting requirements.
Partner with HR and business leaders to support workforce planning and organizational effectiveness.
Ensure all compensation practices comply with FAR, DFARS, Cost Accounting Standards (CAS), DCAA audit requirements, ERISA, and other applicable regulations.
Establish governance frameworks and internal controls to maintain audit readiness and mitigate compliance risk.
Partner with Finance and Pricing to ensure compensation structures align with direct and indirect cost pools, proposal pricing, and contract requirements.
Implement the strategy and initial build‑out of market benchmarking, salary structure design, and competitive analysis to establish a market‑aligned compensation framework for long‑term execution by the broader organization.
Use data modeling and analytics to inform recommendations, forecast financial impacts, and support strategic decision‑making.
Provide insights to leadership on market trends, regulatory changes, and compensation best practices.
Serve as a strategic advisor to executives, Program Managers, and HR Business Partners on compensation decisions, organizational design, and workforce strategy.
Build strong, trust‑based relationships across the business to influence decision‑making and drive adoption of compensation programs.
Provide clear, empathetic communication and guidance to leaders and employees on compensation philosophy, policies, and processes.
In a matrix environment, lead, grow, and develop a high‑performing compensation team, ensuring the right mix of skills, capabilities, and career pathways to support a scaling organization.
Coach, mentor, and build talent through ongoing feedback, development planning, and opportunities for stretch assignments.
Foster a culture of collaboration, accountability, and continuous improvement within the team and across HR.
Drive compensation‑related change initiatives, including system implementations, process redesign, and modernization of pay practices.
Champion a consistent, fair, and transparent compensation approach across the organization.
Partner with Pricing, Finance, and Program teams to support competitive and compliant proposal submissions.
Advise on labor categories, salary ranges, escalation assumptions, and cost structures to ensure alignment with contract requirements and business strategy.
Oversee compensation‑related reporting, audit responses, and regulatory documentation.
Ensure accurate and timely preparation of compensation data for internal and external stakeholders.