Total Rewards Enablement Lead

Amentum•Richmond, VA

19h•Remote

About The Position

Amentum is a global leader in advanced engineering and innovative technology solutions, trusted by the United States and its allies to address their most significant and complex challenges in science, security and sustainability. Our people apply undaunted curiosity, relentless ambition and boundless imagination to challenge convention and drive progress. Our commitments are underpinned by the belief that safety, collaboration and well-being are integral to success. Headquartered in Chantilly, Virginia, we have approximately 50,000 employees in more than 70 countries across all 7 continents. The Sr. Analyst, Rewards Enablement is a key role within the Total Rewards (TR) function, responsible for building and scaling the analytical, data, and process infrastructure that underpins compensation programs across the enterprise. Operating at the intersection of Compensation, HRIS, Finance, and People Analytics, this role translates Total Rewards strategy into tools, models, and systems that drive consistent, defensible, and data-driven decision-making. This role is critical to stabilizing operations, improving data integrity, and enabling more efficient and scalable processes. It also creates capacity for the broader Total Rewards function to focus on strategic priorities, including program harmonization, pay structure development, and global alignment, while advancing system optimization in the absence of near-term enterprise technology. This position is remote telework and requires US Citizenship.

Requirements

Strong project management skills, with the ability to manage multiple priorities in a fast-paced, global environment, PMP strongly desirable.
Strong expertise in statistical modeling and quantitative analysis, including regression techniques used for pay range development and validation
Demonstrated ability to build and maintain scalable data models, tools, and databases that support compensation processes
Strong understanding of data governance, data validation, and quality control practices
Proven ability to translate complex data into clear, actionable insights for HR, Finance, and business leaders
Excellent collaboration skills, with experience working cross-functionally with Compensation, HRIS, Finance, and IT teams
Bachelor’s degree in Finance, Economics, Statistics, Data Analytics, HR, or a related field required; advanced degree (e.g., MBA, MS Analytics, Statistics) preferred
Typically, 8 years of experience in Human Resources with a strong focus on data-analytics, HR analytics, or experience in a related data-focused role, with demonstrated experience building models and analytical tools
Experience working with large data sets, including survey data, with a clear understanding of how data informs business decisions
Experience developing dashboards and data visualizations (e.g., Power BI, Tableau, or similar) to communicate insights to non-technical stakeholders
Familiarity with Workday (or similar HRIS platforms), including reporting, calculated fields, and system-driven compensation processes
US Citizenship is required.
Advanced experience in Excel (including complex formulas, modeling, and large dataset management); experience with tools such as Python, R, or SQL strongly preferred

Nice To Haves

PMP strongly desirable
advanced degree (e.g., MBA, MS Analytics, Statistics) preferred
experience with tools such as Python, R, or SQL strongly preferred

Responsibilities

Build and maintain advanced analytical models to support pay range development, including variable selection, model testing, and ongoing recalibration as market data and organizational structures evolve
Develop regression-based tools and statistical models to validate and enhance pay range accuracy, ensuring alignment with internal job architecture and external market data
Analyze pay outcomes (e.g., distribution, compression, range penetration) to identify trends, risks, and opportunities, and provide data-driven insights to inform compensation decisions
Design and maintain scalable compensation data structures and databases, integrating multiple survey sources and ensuring data consistency across geographies and business units
Develop tools and modeling capabilities that support job pricing processes, improving efficiency, consistency, and defensibility without owning pricing decisions
Support compensation planning cycles (merit, bonus, equity) through scenario modeling, cost forecasting, and data-driven insights
Create dashboards and reporting solutions that translate complex compensation data into clear, actionable insights for HR, Finance, and business leaders
Conduct advanced analytics, including pay equity analysis and “what-if” scenario modeling, to support strategic decision-making
Partner with Compensation, HRIS, and IT to translate analytical outputs into system logic, reports, and calculated fields within Workday and related platforms
Support system optimization and enhancements by defining requirements, testing outputs, and validating compensation-related data flows
Identify and implement opportunities to automate manual processes, improving scalability, accuracy, and operational efficiency
Apply rigorous data validation and quality control processes to ensure compensation data integrity across systems and reporting outputs