Compensation Analyst

Description

Job Description:

The Civil Group at Leidos currently has an opening for a Compensation Analyst to support the Federal Aviation Administration (FAA).This is an exciting opportunity to assist in preparing FAA's Human Capital for transformational changes by supporting the development of compensation plans for the FAA leadership, technical and functional workforce.

Primary Responsibilities:

• Provides a wide range of administrative and analytical duties of substantive function to improve overall program effectiveness for the workforce. 
• Applies experience and expert knowledge of substantive programs, goals, policies, and processes to accomplish work assignments. 
• Manages assigned program areas, leads the development of requirements, tracks progress, coordinates requirements, and collaborates with LOBs/SOs to ensure completion and project requirements are met.       
• Analyzes, designs, and implements compensation programs with lessons learned from private companies and/or non-title 5 government agencies. 
• Develops complex financial models and analysis of pay for performance programs and conducts the analysis of compensation and performance management initiatives that require extensive involvement with senior management and stakeholders.
• Uses great math skills, together with strong financial management, analytical, communication, and leadership skills, to analyze, design, and implement complex compensation programs for large, decentralized organizations.
• Serves as a primary compensation, performance management, and total rewards advisor for the agency by reviewing, analyzing, and interpreting financial management planning requirements for compensation programs.
• Interprets and evaluates such information to determine programmatic effect on plans and objectives of compensation programs and lines of business. 
• Coordinates, integrates and maintains economic compensation surveillance over internal and external actions associated with assigned programs. 
• Serves also as a primary resource for the agency’s compensation strategy.
• Partners with HR and business leaders as a subject matter expert in performance management, providing information, guidance, and recommendations, including developing effective solutions to program issues and challenges
• Designs and implements new compensation programs and policies to achieve agency goals.
• Conducts competitive analysis of existing compensation plans, policies and guidelines and make recommendations to ensure alignment with marketing and agency goals
• Designs, develops, and administers compensation and performance management policies, procedures and programs, for unionized and non-unionized employees.
• Keeps apprised of federal, state and local compensation laws and regulations to ensure Agency compliance.
• Assists with special HR/Compensation projects as required
• Delivers presentations to executive-level audiences

Minimum Qualifications:

• Typically requires a BA degree and 4 to 8 years of prior relevant experience or Masters with 2 to 6 years of prior relevant experience. 
• Knowledge of complex pay systems for non-negotiated and negotiated plans.
• Ability to perform management studies, program analysis and evaluation.
• Ability to communicate and present effectively and persuasively with key stakeholders and senior leadership to develop, implement market and promote programs and services.
• Ability to gather, assemble, develop and manipulate spreadsheets and reports.
• Ability to analyze and evaluate changes in program plans and compensation funding and their effect on financial and program milestones.
• Ability to obtain a Public Trust Clearance

Preferred Qualifications:

• Experience conducting analysis of complex pay plans for non-negotiated and negotiated plans using spreadsheets, databases and other systems and develop financial models to analyze pay systems.

Pay Range:

Pay Range $66,300.00 - $102,000.00 - $137,700.00

The 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.