Compensation Partner

The Compensation Partner will play an integral role in the delivery of Leidos Corporate Compensation policies, procedures and programs to meet the diverse and fast paced day-to-day compensation needs of their respective Sector, Business Area & Division. Reporting to the Sr. Director Total Rewards Strategic Partnering, this role provides consultative support and guidance to all levels of leadership and the HR community in compensation and total rewards activities, including base pay administration, bonus and incentive development, regulatory and compliance matters, internal and external market considerations, and workforce data and analytics insights, etc. in order to achieve our organizational and human resources objectives. The selected individual will collaborate within a team and be responsible for day-to-day operational support, in addition to implementing, and administering the organization's compensation and incentive policies, procedures, programs and project initiatives.

Job Description:

• Serve as the primary compensation partner and trusted advisor for assigned business organizations, providing guidance to all levels of management and the HR community on compensation philosophy, programs, policies, practices, and systems.

• Be a strategic partner within the organizationally-aligned sector on the implementation and support of compensation practices based on the group's unique needs and objectives, partnering with HR Business Partners, Talent Acquisition, and other stakeholders to support workforce-related decisions.

• Evaluate and approve salary adjustments using sound compensation fundamentals and internal review framework.

• Ensure proper alignment to the Leidos job architecture for all existing employees and new hires.

• Ensure compliance with regulatory requirements, legal statutes, and internal control requirements of compensation decisions.

• Evaluate and approve bonus and incentive requests for compliance, reasonableness, and appropriateness.

• Proactively evaluate pay practices for alignment with internal and external equity and pay trends, leveraging workforce data and market insights to identify trends and make informed recommendations.

• Leverage AI-enabled tools and technologies to enhance analysis, improve work product quality, and increase efficiency.

• Conduct FLSA classification and exemption analysis, providing guidance to management and HR on wage and hour compliance for assigned sector positions.

• Develop clear, audience-ready presentations and materials to communicate compensation procedures, recommendations, and analysis to leadership and HR stakeholders.

Education, Experience and Competencies:

• Bachelor's degree from an accredited university required.

• 8+ years of experience in Compensation or a related field.

• Thorough knowledge of compensation philosophies and practices.

• Thorough knowledge of FLSA compliance, rules and application.

• Understanding of HR systems, market survey submissions and analysis.

• Knowledge of Workday HCM preferred.

• Excellent analytical skills and ability to interpret and summarize key areas.

• Excellent written and oral communication skills.

• Expert knowledge of office software, especially Microsoft Word, Excel and PowerPoint.

• Adapts and works effectively with a variety of situations, individuals, or groups.

• Industry experience is a plus.

• Experience partnering with business leaders and HR stakeholders in a consultative capacity is a plus.

• Ability to navigate difficult conversations with tact, confidence, and sound judgment.

• Strong team player who collaborates effectively across HR, Compensation, Total Rewards and business stakeholders

If you're looking for comfort, keep scrolling. At Leidos, we outthink, outbuild, and outpace the status quo — because the mission demands it. We're not hiring followers. We're recruiting the ones who disrupt, provoke, and refuse to fail. Step 10 is ancient history. We're already at step 30 — and moving faster than anyone else dares.

The Leidos pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.