Compensation Manager

The Compensation Manager plays a critical role in the administration, execution, and continuous improvement of enterprise compensation programs within a highly matrixed organization. Reporting to the Director, Compensation, this role partners closely with HR and Total Rewards Partners, Talent Acquisition, HR Systems, Finance, and business leaders to manage core compensation operations, annual pay planning processes, job architecture activities, and compensation analytics. This position requires strong operational expertise, analytical capability, and hands-on experience with Workday compensation processes in a large, complex enterprise environment. The ideal candidate brings a balance of strategic thinking and operational execution, with the ability to manage multiple priorities while delivering high-quality client support and scalable compensation solutions. Responsibilities Compensation Program Administration Administer and support enterprise-wide compensation programs, including annual merit and bonus cycles, promotions, market adjustments, and off-cycle compensation actions Partner with HR and Total Rewards Partners and business leaders to provide guidance on compensation decisions, pay positioning, and internal equity considerations Support the development, implementation, and administration of salary structures, incentive programs, and compensation policies Ensure compensation programs are executed accurately, consistently, and in compliance with company guidelines and regulatory requirements Participate in compensation planning activities related to organizational changes, workforce planning, and talent retention initiatives Job Architecture & Market Pricing Support the ongoing maintenance and governance of the company's job architecture, leveling framework, and career progression structures Conduct job evaluations and market pricing analyses using compensation survey data and external benchmarking tools Partner with Talent Acquisition and HR teams to develop competitive compensation packages for new hires and internal mobility actions Analyze compensation data and trends to identify market movement, compression issues, and pay equity considerations Workday & Compensation Operations Serve as a key functional partner for Workday compensation administration, configuration support, testing, and process execution Support annual compensation cycle configuration and validation activities within Workday Collaborate with HRIS, Payroll, and Finance teams to ensure data integrity and operational efficiency across compensation processes Develop and maintain compensation reports, dashboards, and analytics to support leadership decision-making and program effectiveness Identify opportunities for process improvements, automation, and operational scalability Analytics & Business Partnership Conduct complex compensation analyses and provide actionable recommendations to HR and business leaders Prepare presentations, reports, and modeling scenarios for compensation reviews and leadership discussions Support compensation-related audits, compliance reporting, and regulatory requirements, including pay transparency and pay equity initiatives Assist with compensation due diligence and integration support related to mergers, acquisitions, and organizational changes Collaboration & Stakeholder Support Build strong working relationships across HR, Finance, Talent Acquisition, and business leadership teams Deliver responsive, high-quality consultation and support in a fast-paced, highly collaborative environment Communicate compensation programs and processes clearly to managers and employees Contribute to a culture of operational excellence, continuous improvement, and strong customer service within the Compensation function QualificationsRequired Experience BA degree and 8+ years in Human Resources, Business Administration, Finance, Economics, or related field or equivalent work experience, or Masters with 6+ years of prior relevant experience Progressive compensation experience supporting broad-based compensation programs in large, complex organizations Hands-on experience managing compensation processes within Workday Experience supporting annual compensation planning cycles, market pricing, and salary administration Strong technical and analytical skills with the ability to translate complex compensation data into clear, compelling insights for business leaders Experience working effectively in highly matrixed environments with multiple stakeholders and competing priorities Knowledge, Skills & Abilities Strong understanding of core compensation principles, market pricing methodologies, and compensation program administration Advanced Excel and data analysis skills, including modeling and reporting capabilities Ability to manage sensitive and confidential information with professionalism and discretion Strong organizational skills with high attention to detail and operational accuracy Excellent verbal and written communication skills with the ability to present complex information clearly Ability to balance strategic thinking with hands‑on execution and operational support Strong collaboration and relationship-building skills across all organizational levels Preferred Qualifications Certified Compensation Professional (CCP) designation or progress toward certification Experience within government contracting, defense, aerospace, engineering, or similarly regulated industries Familiarity with compensation survey platforms and reporting tools Experience supporting pay equity analyses and compliance initiatives Exposure to job architecture design and organizational effectiveness initiatives 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. Pay Range: Pay Range $92,300.00 - $166,850.00The 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. #J-18808-Ljbffr Leidos