[Hiring] Director Compensation @V2X

Role Description

The Compensation Director serves as the senior leader influencing the design of enterprise-wide compensation programs that support V2X’s talent and business objectives within the unique regulatory environment of U.S. government contracting. This role blends deep technical expertise with strong business partnership, change leadership, and the ability to translate compensation strategy into effective, scalable, compliant programs. The Director acts as a trusted advisor to Program leadership, HR partners, and Finance, ensuring compensation practices reinforce organizational performance, competitiveness, and long‑term growth. This role reports to the Executive Director of Total Rewards.

Key Responsibilities:

• Compensation Program Design & Implementation:
  • Lead the design and initial implementation of enterprise-wide compensation programs—including base pay, variable pay, and equity.
  • Influence compensation strategy by providing data-driven insights, market intelligence, and operational expertise to senior leadership.
  • Design and modernize compensation plans, processes, and tools to improve clarity, consistency, and scalability across the organization.
  • Shape the strategy and lead the implementation of changes for the annual compensation cycle.
  • Lead the initial build-out of compensation policies, procedures, and tools.
  • Partner with HRIT to guide system configuration and enhancements in platforms such as Workday, UKG, and Oracle.
  • Leverage AI enabled tools and workflow automation to improve data accuracy and streamline compensation processes.
  • Identify opportunities to use AI supported analytics, modeling, and workflow routing.
• Job Architecture & Organizational Design:
  • Lead and oversee the initial design and rollout of job leveling frameworks.
  • Ensure job architecture supports internal consistency, market competitiveness, and alignment with government contracting requirements.
  • Partner with HR and business leaders to support workforce planning and organizational effectiveness.
• Regulatory Compliance & Governance:
  • Ensure all compensation practices comply with FAR, DFARS, Cost Accounting Standards (CAS), DCAA audit requirements, ERISA, and other applicable regulations.
  • Establish governance frameworks and internal controls to maintain audit readiness and mitigate compliance risk.
  • Partner with Finance and Pricing to ensure compensation structures align with direct and indirect cost pools, proposal pricing, and contract requirements.
• Market Intelligence & Analytics:
  • Implement the strategy and initial build-out of market benchmarking, salary structure design, and competitive analysis.
  • Use data modeling and analytics to inform recommendations, forecast financial impacts, and support strategic decision-making.
  • Provide insights to leadership on market trends, regulatory changes, and compensation best practices.
• Business Partnership & Relationship Management:
  • Serve as a strategic advisor to executives, Program Managers, and HR Business Partners on compensation decisions.
  • Build strong, trust-based relationships across the business to influence decision-making.
  • Provide clear, empathetic communication and guidance to leaders and employees on compensation philosophy, policies, and processes.
• Leadership, Change Management & Transformation:
  • Lead, grow, and develop a high-performing compensation team.
  • Coach, mentor, and build talent through ongoing feedback and development planning.
  • Foster a culture of collaboration, accountability, and continuous improvement within the team and across HR.
  • Drive compensation-related change initiatives.
  • Champion a consistent, fair, and transparent compensation approach across the organization.
• Proposal & Program Support:
  • Partner with Pricing, Finance, and Program teams to support competitive and compliant proposal submissions.
  • Advise on labor categories, salary ranges, escalation assumptions, and cost structures.
• Reporting & Compliance Documentation:
  • Oversee compensation-related reporting, audit responses, and regulatory documentation.
  • Ensure accurate and timely preparation of compensation data for internal and external stakeholders.

Qualifications

• Bachelor’s degree in finance, Business, or related field; CCP or similar certification preferred.
• 15+ years of progressive compensation experience, experience in U.S. government contracting preferred.
• Deep knowledge of FAR, DFARS, CAS, DCAA, and other relevant regulatory frameworks.
• Experience implementing compensation programs, job architecture frameworks, and managing organizational change.
• Must be a US citizen.

Requirements

• Strong partnership with HRIT teams and familiarity with systems such as Workday, UKG, and Oracle.
• Analytical capability mastery, financial acumen, and experience with compensation modeling and market analysis.
• Exceptional relationship-building, communication, and influencing skills.
• Proven leadership experience managing and developing compensation teams.

Benefits

• Healthcare coverage
• Life insurance, AD&D, and disability benefits
• Retirement plan
• Wellness programs
• Paid time off, including holidays
• Learning and Development resources
• Employee assistance resources