Executive Compensation Senior Manager

Booz Allen Hamilton•McLean, VA

6d•Remote

About The Position

The Executive Compensation Senior Manager leads the design, administration, and execution of executive compensation programs to support the company’s business strategy, governance standards, and competitive market positioning. This role oversees the executive pay framework, executive annual bonus process, market analysis, and development of compensation insights for senior leadership. The Senior Manager partners closely with Legal, Finance, Talent, and senior executives, and serves as a key resource during M & A due diligence and integration activities. This position drives continuous improvement in executive compensation processes, tools, and analytics. Due to the nature of work performed within this facility, U.S. citizenship is required.

Requirements

7+ years of experience in compensation, including executive compensation programs
Experience supporting annual compensation cycles, including incentives, executive pay reviews, and market benchmarking
Experience managing or coaching others
Knowledge of compensation survey participation and job evaluation methodologies
Ability to interpret data, identify trends, and develop recommendations
Ability to communicate complex concepts clearly to senior leaders
Bachelor’s degree

Nice To Haves

Experience supporting Board or Compensation Committee materials
Experience with benefit and perquisite design, market practice, and administration
Experience with equity compensation programs and modeling
Experience supporting M & A due diligence and integration activities
Experience with Workday or comparable HRIS systems
Experience in a large enterprise environment or industry with complex compensation structures
Possession of excellent analytical and financial modeling skills
Master’s degree in Business Administration
CCP or CECP Certification

Responsibilities

Report to the Director of Executive Total Rewards and lead Executive Compensation design, governance, and administration of programs to align with company strategy, market competitiveness, and regulatory requirements.
Oversee the executive pay framework, including the mix of base salary, annual incentives, and long‑term equity compensation.
Manage the annual executive bonus cycle, including methodology, modeling, recommendations, communication, and year‑end administration.
Direct participation in executive compensation surveys, ensuring data accuracy and applying results to evaluate market competitiveness and program effectiveness.
Maintain and enhance the Executive Role Library, ensuring consistency in job leveling, documentation, and governance.
Conduct analysis and prepare recommendations for special compensation actions, including executive hires, promotions, market adjustments, retention strategies, and off‑cycle requests.
Lead complex compensation modeling to support decision‑making, scenario planning, financial impact assessments, and program design enhancements.
Create and deliver compensation education, materials, and guidance for executives, senior leaders, and HR partners to strengthen understanding of program mechanics and pay philosophy.
Collaborate with Legal, Finance, Talent, and senior leadership to ensure compliance, alignment, and strong communication around executive compensation programs.
Prepare executive-level materials, including competitive assessments, program updates, compensation summaries, and materials in support of Board or senior leadership discussions.
Support M & A due diligence and integration activities, including assessment of executive pay structures, harmonization strategies, retention recommendations, and offer modeling.
Manage and mentor one direct report, providing coaching, development planning, performance management, and oversight of daily work.
Drive continuous improvement in tools, processes, documentation, and governance related to executive compensation.