Top-Secret Performance Management / Performance pay team lead

Job Description

Job Description

Top-Secret Performance Management / Performance pay team lead Performance Management / Performance pay team lead: 

At B&A, we foster and embrace a distinct set of values that we live by and instill in all aspects of our organization: dedication, commitment, partnership, trust, and recognition. We have incorporated these values into successful delivery for our customers since 1988. B&A believes in ensuring its employees feel deeply connected to B&A, recognizing successes and hard work, and providing continuous opportunities to learn and grow. Our people are entrepreneurial thinkers that combine mindset, vision, and experience to drive value – not only to us as an organization, but to the clients we support. We promote a collaborative culture with our clients, and with each other, as one team working towards a common vision. We’d love for you to join our team!

Job Summary: 

B&A is seeking a Performance Management / Performance Pay Team Lead to support a federal government client in a mission-critical human capital program. The successful candidate will serve as the lead advisor and primary point of contact for performance management and performance pay activities, ensuring compliance with federal regulations, the Defense Civilian Intelligence Personnel System (DCIPS), and agency-specific policies.

This role requires a strategic and detail-oriented professional with expertise in federal performance management, compensation administration, and pay-for-performance programs. The candidate will collaborate with senior leaders and executives, manage sensitive compensation data, drive process improvements, and support implementation of performance management initiatives across the organization.

Responsibilities:

• Serve as the primary point of contact for performance management and performance pay support. 
• Lead support for the DCIPS performance management cycle, including performance plans, mid-point reviews, and close-out evaluations. 
• Develop and maintain NGA’s annual Performance Pay Guide in line with DCIPS and NGA regulations. 
• Support pay pool processes, including compiling component data for deliberations and auditing pay pool calculations. 
• Develop, update, and deliver performance management and performance pay training, including quarterly performance pay training. 
• Run reports, analyze trends, and identify shortfalls and efficiencies for performance management, performance pay, and awards and recognition. 
• Conduct annual evaluations of the executive and banded performance management and pay processes through surveys and focus groups, and report findings. 
• Support the planning and rollout of NGA’s new Performance Development System, including implementation plans, change management, research-based training, and stakeholder feedback. 
• Maintain accurate content on HD’s performance management, compensation, and awards web pages, and answer customer requests within three business days. 
• Communicate effectively with senior managers and executives. 
• Protect strictly confidential salary and performance data. 

Education and Experience:

• Bachelor’s degree or higher from an accredited institution in Human Resources, Business Administration, Public Administration, or Management. 
• Minimum of five (5) years of total experience, including: 
• Three (3) years of DCIPS experience. 
• Two (2) years with senior-level performance management. 
• Demonstrated experience with federal performance management regulations and DCIPS compensation structures. 
• Proven experience auditing pay pool calculations. 

Required Skills:

• Proficiency in data management and modeling. 
• High degree of discretion and the ability to handle strictly confidential salary and performance data. 
• Analytical skills for identifying compensation discrepancies. 
• Effective communication with senior-level managers and executives. 

Desired Skills:

• Two (2) years of supervisory experience leading a compensation or performance management team. 
• Experience implementing process improvements in federal performance management systems. 
• AI training, experience, or demonstrated aptitude for learning AI tools. 

Security Clearance:

• Active TS/SCI. 
• Willing to submit to a counterintelligence polygraph =.

More About B&A:

Notable Clients
B&A has grown to be a company that is trusted by our clients for exceptional service, innovative solutions, and inspired employees. Our service extends through federal, state, and local Government, the private sector, and higher education. Some of our notable clients include Department of Homeland Security, U.S. Customs and Border Protection, U.S. Senate, U.S. Courts, U.S. Census Bureau, U.S. Navy, and more.

Benefits and Programs

 

B&A is proud to offer three robust individual and family medical plans to full time employees, including a Health Savings Account (HSA) option as well as two tiers of dental coverage, vision, life & AD&D, disability, accident, hospital indemnity, and critical illness insurance. In addition to these benefits, B&A employees enjoy paid time off, B&A sponsored trainings and certifications, pet insurance benefits, commuter transit benefits and a free subscription to a virtual exercise platform (NEOU). B&A’s 401(k) plan is available to all employees and includes a company matching contribution.

B&A has launched several programs to focus on employee engagement, wellness, and assistance. These include:

• The B&A Cares program: 30/60/90-day wellness check ins, personal development, financial management, and stress management seminars, and more
• A formal mentorship program
• Job shadowing and cross training opportunities
• Brand Ambassador program
• Employee Assistance Program (EAP) - Access to various support resources to include counseling, legal guidance, financial planning, and more
• Monthly teambuilding events
• B&A Annual Wellness Challenges: #StepWithB&A, #WalkDuringLunchWithB &A, #VolunteeringWithB&A, #ExerciseDuringLunchWithB &A, and more

At B&A, we place significant importance on improving the communities and lives of citizens across the nation through our involvement, technology expertise, and employees. B&A puts an emphasis on charitable efforts in the Northern Virginia area, including Capital Area Food Bank pantry drives, book donations, Hope for Henry Foundation events, and many more. In recognition of all these efforts, B&A has been named a Companies as Responsive Employers (CARE) award recipient by Northern Virginia Family Services and nominated by the Northern Virginia Chamber of Commerce for Outstanding Corporate Citizenship Award.

EEO

B&A provides equal employment opportunities (EEO) to all employees and applicants for employment without regard to race, color, religion, gender, sexual orientation, gender identity or expression, national origin, age, disability, genetic information, marital status, amnesty, or status as a covered veteran in accordance with applicable federal, state and local laws. B&A complies with applicable state and local laws governing non-discrimination in employment in every location in which the company has facilities. This policy covers conduct occurring at B&A’s offices, and other workplaces (including client sites) and all other locations where B&A is providing services, and to all work-related activities.

EEO is the Law

B&A participates in e-Verify. We provide the Social Security Administration (SSA) and, if necessary, the Department of Homeland Security (DHS) with information from each new employee’s I-9 Form to confirm work authorization.