Senior Compensation Analyst

Overview About Us Working across the globe, V2X builds smart solutions designed to integrate physical and digital infrastructure from base to battlefield. We bring 120 years of successful mission support to improve security, streamline logistics, and enhance readiness. Aligned around a shared purpose, our $4.5B company and 16,000 people work alongside our clients, here and abroad, to tackle their most complex challenges with integrity, respect, responsibility, and professionalism. Responsibilities What You’ll Do: The Senior Compensation Analyst plays a key role on the V2X compensation team, combining expertise in enterprise compensation programs with specialized support for labor pricing and Growth activities. In this role, the analyst partners with HR Business Partners, Talent Acquisition, Finance, Pricing, Business Development, and Program Operations to design and administer competitive, equitable, and compliant compensation programs across V2X’s global footprint, while also driving effective labor rate strategies for U.S. federal and international proposals. The Senior Compensation Analyst leads or supports salary structures, annual pay cycles, and compensation governance, and serves as a primary advisor on job evaluations, pay decisions, and incentive plans. At the same time, the analyst helps shape proposal labor pricing and strategy that aligns with Federal Acquisition Regulations (FAR/DFARS), Cost Accounting Standards (CAS), and applicable labor laws, ensuring rates support win strategies and contract profitability. The role leverages analytics and AI-enabled tools to inform decisions, strengthens enterprise‑wide compensation initiatives, and provides flexible support across focus areas to deliver consistent, high‑quality compensation guidance and solutions for the business. Key Responsibilities Core Compensation Serve as a senior compensation partner providing advice and guidance on job evaluations, base pay decisions, incentive plans, pay strategies and compliance. Lead or support the design, implementation, administration, and continuous improvement of compensation programs and salary structures across V2X and its business units. Consult with HR Business Partners, Talent Acquisition, and business leaders to understand organizational priorities and translate them into effective compensation solutions. Drive annual compensation processes (e.g. merit, bonus, incentive programs) including modeling, eligibility determinations, approvals, and communication support. Develop and maintain compensation procedures, tools, and training materials; ensure timely updates and adoption across HR and business stakeholders. Utilize AI‑enabled tools, automated workflows, and data analytics (e.g., Copilot, Gemini, OpenAI solutions) to improve productivity, strengthen compensation processes, support decision‑making, and build AI‑assisted scripts or workflow agents. Support configuration and maintenance of compensation‑related data in HR systems (e.g. UKG Pro), including salary structures, eligibility rules, and reporting. Compensation Research and Benchmarking Conduct job evaluations and market pricing for U.S. and international positions using survey data, internal benchmarks, and external market intelligence. Recommend salary ranges, pay structures, and pay strategies that balance competitiveness, internal equity, financial constraints, and regulatory requirements. Lead or support participation in salary and compensation surveys, ensuring accurate and timely submission of data and serving as a primary survey contact as assigned. Perform pay equity analyses and investigations; propose and document corrective actions or recommendations as needed. Apply AI‑enabled and advanced analytics approaches to identify trends, pay compression, equity gaps, and market movement, and to support scenario modeling for offers, adjustments, and pricing decisions. Enterprise Compensation Lead or support enterprise‑level compensation initiatives such as salary structure redesign, pay range reviews, job architecture updates, and global market benchmarking projects. Design and refine enterprise compensation policies and governance frameworks, including approval thresholds, offer guidelines, and promotion standards. Partner with HR Centers of Excellence (e.g., Talent Management, Benefits, HR Operations) to ensure alignment between compensation programs and broader Total Rewards and talent strategies. Develop and deliver training and communication materials to leaders, HR, and employees on compensation programs, processes, and philosophies. Monitor global market pay trends, regulatory changes, and best practices, and recommend updates to keep V2X compensation programs competitive and compliant. Labor Pricing and Compliance Own or lead labor rate development for assigned U.S. federal and international proposals, ensuring rates are competitive, compliant, and strategically aligned with V2X Growth and Pricing strategies. Review Requests for Proposals (RFPs), Requests for Information (RFIs), and associated documents to determine labor cost requirements, pricing constraints, and risk considerations. Partner closely with Pricing, Business Development, Capture, Finance, HR Business Partners, and Program Operations to shape labor pricing strategies, staffing models, and rate structures that support win strategies and contract profitability. Ensure labor rates and pricing approaches comply with the Federal Acquisition Regulation (FAR), Defense Federal Acquisition Regulation Supplement (DFARS), Cost Accounting Standards (CAS), and applicable labor and employment laws at the worksite (city, state, province, country). Respond to Evaluation Notices (ENs), Final Proposal Revisions (FPRs), and other customer inquiries regarding labor rates, methodologies, and supporting rationale. Document labor rate methodologies, assumptions, and supporting analyses; maintain detailed files for internal review and external audits by the Defense Contract Audit Agency (DCAA), Defense Contract Management Agency (DCMA), and other oversight bodies. Apply AI‑enabled analytics and scenario modeling tools to support pricing alternatives, sensitivity analysis, and optimization of labor and rates in proposals. Compensation Compliance Ensure compliance with country, federal, state, and local compensation laws and regulations, including FLSA, pay equity, pay transparency requirements, and wage and hour laws. Lead or support pay transparency compliance, including development and governance of pay ranges, posting practices, and documentation of compensation decisions. Assist with audits and reviews from internal advisory teams and external agencies such as DCAA, DCMA, Department of Labor (DOL), and Office of Federal Contract Compliance Programs (OFCCP), providing analysis and documentation as required. Participate in job description audits to confirm that documented responsibilities and minimum requirements are accurate and aligned with job classifications and pay ranges. Safeguard confidential and sensitive business, financial, and employee data, in accordance with company policies and applicable regulations. Leadership and Cross‑Functional Collaboration Serve as a senior resource on the compensation team, providing mentorship and guidance to other compensation staff and HR colleagues. Influence stakeholders by presenting data‑driven compensation insights and recommendations in a clear, concise, and compelling manner to leadership and cross‑functional partners. Collaborate across V2X (HR, Growth, Finance, Operations, Legal, Compliance) to ensure compensation strategies and labor pricing practices support business objectives and a global, diverse workforce. Demonstrate flexibility to provide coverage across both enterprise programs and Growth labor pricing as needed, ensuring continuity of compensation support. Champion the use of AI‑enablement and digital tools within the compensation function, sharing best practices and helping to build data literacy and comfort with AI across the team. This job description is intended to describe the general nature and level of work performed by individuals assigned to this position. It is not intended to be an exhaustive list of all duties, responsibilities, and qualifications required of employees in this role. Duties, responsibilities, and activities may change at any time with or without notice based on business needs. Qualifications Minimum Qualifications Education Bachelor's degree in Human Resources or a related field. An equivalent combination of education and experience that provides comparable knowledge and skills may be substituted. Experience Minimum of six (6+) years' Compensation experience with increasing responsibility. Hands‑on experience with market pricing, salary structure administration, and annual compensation processes (merit, bonus, incentives.) Understanding and application of federal and state compensation regulations, including FLSA, pay equity/discrimination, pay transparency, and other relevant laws. Other Requirements United States citizenship required. May work extended hours, including evenings and weekends, as needed to support proposal deadlines and peak compensation cycles. Desired Qualifications Certifications/Licenses Certified Compensation Professional (CCP) or related compensation certification a plus. Experience Minimum of four (4+) years' Compensation experience in a federal contracting environment preferred. Working knowledge of FAR/DFAR, CAS, and basic proposal pricing methodologies (e.g. cost‑plus, T&M, FFP) desired. Experience supporting DCAA/DCMA audits and familiarity with government cost principles. Experience with global compensation practices, including pricing roles in multiple countries and/or global mobility programs (e.g. allowances, differentials) as plus. Systems and Tools Experience with PayFactors (or similar compensation benchmarking platform) and UKG Pro strongly desired. Advanced expertise in Microsoft Excel (complex formulas, pivot tables, data models); experience with business intelligence tools (e.g. Power BI) a plus. Experience using AI-enabled tools to support data analysis, benchmarking, and document drafting in a secure and compliant manner preferred. Skills and Technology Used Analytical Thinking & Problem Solving Possesses critical thinking skills to synthesize scenarios and diverse perspectives to problem solving.Strong quantitative skills and the ability to interpret complex compensation and labor cost data, metrics, and trends. Proven critical thinking skills to analyze scenarios, synthesize diverse perspectives, and develop practical, data‑driven solutions. Ability to conduct scenario and sensitivity analyses to assess the impact of pay decisions and labor rate strategies on competitiveness, cost, and equity. Comfort leveraging AI-enabled and advanced analytics tools to accelerate data gathering, validation, and insight generation. Business, Financial & HR Acumen Solid understanding of compensation concepts, methodologies, and best practices, including job evaluation, market pricing, salary structures, incentives, and pay‑for‑performance. Knowledge of human resources laws, regulations, and practices, with an emphasis on compensation‑related requirements. Financial acumen and ability to understand the relationship between labor costs, price proposals, margins, and overall business performance. Awareness of global workforce considerations and cultural differences in pay expectations and regulatory environments. Demonstrates the highest degree of safeguarding confidential, sensitive, business, and employee data. Technology & AI Enablement Functionally skilled with Microsoft Office 365, especially Excel; adept at leveraging templates, models, and tools to improve efficiency and accuracy. Experience with HRIS, compensation systems, and survey platforms; ability to learn new systems and tools quickly. Foundational understanding of AI‑enablement technologies and their application in compensation and pricing work streams (e.g., data summarization, pattern detection, draft generation, quality checks). Ability to use AI tools responsibly in alignment with V2X policies, maintaining data privacy, security, and ethical standards. Business Partnering & Communication Strong verbal and written communication skills with the ability to articulate complex compensation concepts clearly and concisely to non‑technical audiences. Ability to tailor messaging for different stakeholders (HR, business leaders, Finance, Growth, employees) and instill confidence through sound judgment and data‑driven recommendations. Excellent customer service mindset; responsive, solutions‑oriented, and able to manage expectations effectively. Strong organization and time management skills, with the ability to prioritize tasks, manage multiple projects, and meet deadlines in a fast‑paced environment. Collaboration, Teamwork & Influence Proven ability to build strong, trust‑based partnerships across a matrixed global organization, demonstrating cultural sensitivity and effectiveness working with diverse teams. Demonstrated professional independence, ethics, and integrity in handling sensitive data and high‑visibility decisions. Ability to influence decision‑makers using data, insights, and a consultative approach. Flexible and adaptable; comfortable working in a dynamic environment with evolving priorities and business needs. Willingness and ability to support and provide coverage across both enterprise compensation programs and Growth labor pricing responsibilities as needed. Software & Equipment Used Personal computer, printer, copy machine and other general office equipment. Microsoft Office 365 suite (Word, Outlook, PowerPoint, Excel, SharePoint). HRIS and compensation systems (e.g., UKG Pro, PayFactors or similar). Applicant tracking systems (e.g., iCIMS). Adobe DC Pro or equivalent PDF/documentation tools. Data and analytics tools; AI-enabled productivity and analytics applications as approved by V2X. What We Bring At V2X we strive to offer a competitive and market‑informed total rewards package. For this role, the anticipated base pay range is:

USD $ 85,000 - 120,000

This range represents the typical pay for this position across U.S. locations and may vary based on factors such as job‑related skills, experience, qualifications, and work location. The exact starting salary will be determined by these factors and may be outside this range in certain cases, consistent with applicable law. In addition to base pay, employees in this role may be eligible for: Performance‑based incentives or bonus opportunities (if applicable) Healthcare coverage Retirement plan Life insurance, AD&D, and disability benefits Wellness programs Paid time off, including holidays Learning and development resources Employee assistance resources Pay and benefits are subject to change at any time and may be modified at the company's discretion, consistent with the terms of any applicable compensation or benefit plans and in accordance with applicable laws. For more information on compensation and benefits for this role, please speak with your recruiter. At V2X, we are deeply committed to both equal employment opportunity, including protection for Veterans and individuals with disabilities, and fostering an inclusive and diverse workplace. We ensure all individuals are treated with fairness, respect, and dignity, recognizing the strength that comes from a workforce rich in diverse experiences, perspectives, and skills. This commitment, aligned with our core Vision and Values of Integrity, Respect, and Responsibility, allows us to leverage differences, encourage innovation, and expand our success in the global marketplace, ultimately enabling us to best serve our clients. #J-18808-Ljbffr V2X