Executive Compensation Senior Manager

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Executive Compensation Senior Manager

The Executive Compe nsa tion Senior Manager leads the design, administration, and execution of executive compe nsa tion programs to support the company’s business strategy, governance standards, and competitive market positioning. This role oversees the executive pay framework, executive annual bonus process, market analysis, and development of compe nsa tion insights for senior leadership. The Senior Manager partners closely with Legal, Finance, Talent, and senior executives, and serves as a key resource during M & A due diligence and integration activities. This position drives continuous improvement in executive compe nsa tion processes, tools, and analytics. Due to the nature of work performed within this facility, U.S. citizenship is required.

What You’ll Work On:

• Report to the Director of Executive Total Rewards and lead Executive Compe nsa tion design, governance, and administration of programs to align with company strategy, market competitiveness, and regulatory requirements.

• Oversee the executive pay framework, including the mix of base salary, annual incentives, and long‑term equity compe nsa tion.

• Manage the annual executive bonus cycle, including met hodology, modeling, recommendations, communication, and year‑end administration.

• Direct participation in executive compe nsa tion surveys, ensuring data accuracy and applying results to evaluate market competitiveness and program effectiveness.

• Maintain and enhance the Executive Role Library, ensuring consistency in job leveling, documentation, and governance.

• Conduct analysis and prepare recommendations for spe cia l compe nsa tion actions, including executive hires, promotions, market adjustments, retention strategies, and off‑cycle requests.

• Lead complex compe nsa tion modeling to support decision‑making, scenario planning, finan cia l impact assessments, and program design enhancements.

• Create and deliver compe nsa tion education, materials, and guidance for executives, senior leaders, and HR partners to strengthen understanding of program mechanics and pay philosophy.

• Collaborate with Legal, Finance, Talent, and senior leadership to ensure compliance, alignment, and strong communication around executive compe nsa tion programs.

• Prepare executive-level materials, including competitive assessments, program updates, compe nsa tion summaries, and materials in support of Board or senior leadership discussions.

• Support M & A due diligence and integration activities, including assessment of executive pay structures, harmonization strategies, retention recommendations, and offer modeling.

• Manage and mentor one direct report, providing coaching, development planning, performance management, and oversight of daily work.

• Drive continuous improvement in tools, processes, documentation, and governance related to executive compe nsa tion.

Join us. The world can’t wait.

You Have:

• 7+ years of experience in compensation, including executive compe nsa tion programs

• Experience supporting annual compe nsa tion cycles, including incentives, executive pay reviews, and market benchmarking

• Experience managing or coaching others

• Knowledge of compe nsa tion survey participation and job evaluation met hodologies

• Ability to interpret data, identify trends, and develop recommendations

• Ability to communicate complex concepts clearly to senior leaders

• Bachelor’s degree

Nice If You Have:

• Experience supporting Board or Compe nsa tion Committee materials

• Experience with benefit and perquisite design, market practice, and administration

• Experience with equity compe nsa tion programs and modeling

• Experience supporting M & A due diligence and integration activities

• Experience with Workday or comparable HRIS systems

• Experience in a large enterprise environment or industry with complex compe nsa tion structures

• Possession of excellent analytical and finan cia l modeling skills

• Master’s degree in Business Administration

• CCP or CECP Certification

Compensation

At Booz Allen, we celebrate your contributions, provide you with opportunities and choices, and support your total well-being. Our offerings include health, life, disability, financial, and retirement benefits, as well as paid leave, professional development, tuition assistance, work-life programs, and dependent care. Our recognition awards program acknowledges employees for exceptional performance and superior demonstration of our values. Full-time and part-time employees working at least 20 hours a week on a regular basis are eligible to participate in Booz Allen’s benefit programs. Individuals that do not meet the threshold are only eligible for select offerings, not inclusive of health benefits. We encourage you to learn more about our total benefits by visiting the Resource page on our Careers site and reviewing Our Employee Benefits page.

Salary at Booz Allen is determined by various factors, including but not limited to location, the individual’s particular combination of education, knowledge, skills, competencies, and experience, as well as contract-specific affordability and organizational requirements. The projected compensation range for this position is $142,900.00 to $266,000.00 (annualized USD). The estimate displayed represents the typical salary range for this position and is just one component of Booz Allen’s total compensation package for employees. This posting will close within 90 days from the Posting Date.

Identity Statement

As part of the hiring process, we will ask you to complete an identity verification process that leverages advanced biometrics and artificial intelligence to ensure authenticity and protect against identity fraud. You are expected to be on camera during interviews and assessments. We reserve the right to take your picture to verify your identity and prevent fraud.

Candidate AI Usage Policy

AI is a part of our daily work at Booz Allen, and we are committed to the responsible and ethical use of AI tools. However, we want to ensure a fair candidate process based on your own skills and knowledge. As part of this commitment, the use of artificial intelligence (AI) or other tools to assist with responses during interviews (whether in-person or virtual) is prohibited unless permission is explicitly provided .

Work Model

Our people-first culture prioritizes the benefits of collaboration, whether it occurs in person or virtually. To support engagement and effective communication, employees working virtually are generally expected to have their cameras on during meetings.

• Remote : If this position is listed as remote, there may still be occasions when you are required to work in person at a Booz Allen or customer facility.

• Hybrid : If this position is listed as hybrid, you will be expected to work from a Booz Allen facility frequently, in alignment with leadership expectations and the needs of the role. You may also be required to work from or visit a customer facility.

• Onsite : If this position is listed as onsite, work will primarily be performed at a Booz Allen office or customer facility, where employees will collaborate directly with colleagues and customers as required by the role.

Commitment to Non-Discrimination

All qualified applicants will receive consideration for employment without regard to disability, status as a protected veteran or any other status protected by applicable federal, state, local, or international law.