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Compensation Strategy Jobs in Virginia (NOW HIRING)

Socket.dev

Director, Compensation (Req# 1359)

Herndon, VA · On-site

$165 - $175/hr

Collaborate on strategic initiatives, leveraging your expertise to drive innovation and positive ... Consulting, sales compensation, or broad‑based compensation experience preferred. Position ...

AeroVironment

Senior Compensation Analyst

Herndon, VA · On-site

$93K - $141K/yr

Position Responsibilities Support Compensation Strategy & Program Design * Develop and maintain robust salary structures, job levelling, and internal pay frameworks. * Assist with the design and ...

Leidos

Director, Compensation

Reston, VA

$130K - $177K/yr

Leads the strategy, design, governance, and execution of enterprise-wide compensation programs in a highly matrixed, complex organization. This roleis responsible forend-to-end compensation ...

PenFed Credit Union

Director, Compensation

Mclean, VA · Hybrid

$97K - $224K/yr

Design and implement compensation strategies, develop proposals and recommendations for new and improved programs based on business need, market need and/or governmental changes. * Drive the ...

Smithfield Foods

Compensation Analyst

Smithfield, VA · On-site

Strategic Compensation Solutions * Maintain and enhance a comprehensive database for accessing compensation information and associated s. * Assist with KPI tracking, calculations, and forecasting of ...

Sparks Group

Compensation Consultant

Herndon, VA · On-site

$72 - $92/hr

Equity Administration & Strategy: Serve as the primary administrator for our Carta platform. Manage ... Compensation Architecture: Design, implement, and refine competitive salary structures, job ...

Dollar Tree

Specialist - Compensation

Chesapeake, VA · On-site

$72K - $80K/yr

In addition, the Specialist will partner closely with the corporate compensation team to align field compensation practices with overall company strategy. Responsibilities: * Monitor and implement ...

Dollartree

Specialist - Compensation

Chesapeake, VA · On-site

$72K - $80K/yr

In addition, the Specialist will partner closely with the corporate compensation team to align field compensation practices with overall company strategy. Responsibilities: * Monitor and implement ...

Sparks Group

Compensation Consultant

Herndon, VA · Remote

Equity Administration & Strategy: Serve as the primary administrator for our Carta platform. Manage ... Compensation Architecture: Design, implement, and refine competitive salary structures, job ...

Freddie Mac

Senior Compensation Advisor

Mclean, VA

Are you a strategic HR professional who enjoys solving complex challenges and delivering impactful solutions? Do you excel at using data to shape compensation recommendations and influence business ...

Freddie Mac

Senior Compensation Advisor

Mclean, VA · On-site

Are you a strategic HR professional who enjoys solving complex challenges and delivering impactful solutions? Do you excel at using data to shape compensation recommendations and influence business ...

Socket.dev

Senior Manager, Compensation

Mclean, VA · On-site

$201 - $229/hr

Lead strategic compensation projects, key initiatives or processes horizontally across client groups * Collaborate with recruiters to develop competitive offer packages for external hires * Exhibit ...

Capital One

Senior Manager, Compensation

Mclean, VA · On-site

$200K - $229K/yr

Lead strategic compensation projects, key initiatives or processes horizontally across client groups * Collaborate with recruiters to develop competitive offer packages for external hires * Exhibit ...

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Compensation Strategy information

What is compensation strategy?

Compensation strategy refers to an organization's approach to designing and managing employee pay, benefits, and rewards to attract, motivate, and retain talent. It involves aligning compensation programs with business goals, market trends, and internal equity considerations. A well-developed compensation strategy helps ensure that employees are fairly rewarded for their work and that the company remains competitive in the job market. It typically includes salary structures, incentive plans, and benefits offerings tailored to the organization's objectives.

How does a compensation strategy professional typically collaborate with HR and business leaders to develop effective pay structures?

Compensation Strategy professionals work closely with HR teams and business leaders to align pay structures with organizational goals and market benchmarks. They participate in regular meetings to discuss workforce trends, company performance, and budget constraints, ensuring that compensation plans attract and retain top talent. This role often involves analyzing salary data, proposing adjustments, and presenting recommendations to leadership for approval, fostering a collaborative environment that balances business needs with employee satisfaction.

What are the key skills and qualifications needed to thrive in compensation strategy, and why are they important?

To thrive in Compensation Strategy, you need a strong background in data analysis, compensation principles, and human resources, often supported by a degree in HR, finance, or business. Familiarity with compensation management software, HRIS systems, and certifications like CCP (Certified Compensation Professional) is highly valuable. Excellent communication, problem-solving, and stakeholder management skills set top performers apart in this field. These capabilities ensure fair, competitive, and compliant compensation programs that drive employee engagement and organizational success.

What is the difference between Compensation Strategy vs Compensation Analyst?

AspectCompensation StrategyCompensation Analyst
Primary FocusDeveloping overall compensation plans and policiesAnalyzing salary data and market trends
ResponsibilitiesDesigning pay structures, benefits, and incentive programsConducting salary surveys, data analysis, and reporting
Required CredentialsHR or compensation certifications, relevant experienceDegree in HR, finance, or related field; analytical skills
Work EnvironmentStrategic planning, policy development, cross-department collaborationData analysis, reporting, supporting compensation decisions

While Compensation Strategy focuses on creating and guiding overall pay policies and structures, Compensation Analysts implement these strategies through data analysis and market research. Both roles are essential in ensuring competitive and equitable compensation practices within organizations.

What is an example of a compensation strategy?

A compensation strategy is a plan that organizations use to determine how to pay employees, often balancing base salary, bonuses, benefits, and incentives to attract and retain talent. For example, a company might implement a performance-based pay system that rewards employees for achieving specific goals, aligning compensation with organizational objectives. Developing an effective strategy requires understanding industry standards, job roles, and employee motivation factors.

What skills do you need to be a compensation strategy analyst?

A compensation strategy analyst needs strong analytical skills, proficiency in data analysis tools like Excel or HRIS systems, and a solid understanding of compensation structures and market trends. Excellent communication skills and the ability to interpret and present data effectively are also essential for developing competitive pay strategies.

What are popular job titles related to Compensation Strategy jobs in Virginia?

For Compensation Strategy jobs in Virginia, the most frequently searched job titles are:

What job categories do people searching Compensation Strategy jobs in Virginia look for?

The top searched job categories for Compensation Strategy jobs in Virginia are:

What cities in Virginia are hiring for Compensation Strategy jobs?

Cities in Virginia with the most Compensation Strategy job openings:

Compensation Strategy jobs near you

Director, Compensation (Req# 1359)

ePlus Technology, inc.

Herndon, VA • On-site

$128K - $175K/yr

Full-time

Medical, Retirement, PTO

Posted 17 days ago

Job description

Overview
As the Director, Compensation, you will manage the design, development, implementation, and administration of compensation programs that support business performance and help attract and retain talent, especially for our sales and services teams. You will ensure our pay programs align with business objectives and are effective in attracting, rewarding, and retaining top talent.
The Director, Compensation will work collaboratively with HR leaders, business leaders, regional sales, and service leaders to analyze business needs, recommend effective compensation solutions, and partner with in-house legal counsel to help ensure pay practices comply with applicable law. You will support public-company compensation activities, including Compensation Committee materials, executive compensation documentation, and proxy-related inputs. This role requires a proactive leader with strong people-management capabilities, sound judgment, exceptional communication skills, and a practical, business-focused approach to problem-solving. As a key contributor in a fast-paced, growth-oriented environment, you will help execute and continuously improve the organization's compensation strategy.
Your Impact
Key Responsibilities:
  • Manage the annual compensation planning process and partner with HR leaders and senior management to support incentive programs that align with the company's philosophies and business goals.
  • Conduct in-depth analysis of current compensation programs to evaluate effectiveness, competitiveness, and model enhancements. Manages compensation reporting and analytics.
  • Perform benchmarking, job evaluation, and market pricing to support program design and decision-making.
  • Develop, implement, administer, and maintain plans, programs, policies, educational materials, and communications devised to support compensation initiatives across the organization.
  • Participate in the design and development of the executive compensation-related sections of the proxy.
  • Support compensation planning and budgeting efforts with the FP&A team.
  • Work closely with the company's stock plan administrator to process annual stock grants and transactions related to withhold-to-cover.
  • Maintain accurate and confidential records of incentive compensation plans, payments, and related documentation.
  • Stay informed about compensation related regulatory, market, and practice changes and trends.
  • Prepare both standard and ad hoc Compensation Committee materials.
  • Manage the activities of the Compensation team. Coach, mentor and guide analysts responsible for plan calculations and modeling.
  • Partner with other corporate areas (e.g. Accounting, Tax, and Legal) to ensure full compliance of all compensation programs.
  • Conduct job family reviews and market pricing analysis to support organizational design and talent strategy.
  • Uphold the highest standards of ethical conduct and professionalism, ensuring confidentiality and adherence to corporate policies and compliance requirements.
  • Other responsibilities and projects as assigned.

As a people leader, you are also expected to:
  • Lead and guide team members, fostering growth through mentoring, coaching, and development, while ensuring effective communication and collaboration.
  • Promote an environment of inclusivity and respect, valuing diverse perspectives and encouraging open dialogue among all team members.
  • Collaborate on strategic initiatives, leveraging your expertise to drive innovation and positive change within the organization.
  • Cultivate a proactive approach to conflict resolution, striving for amicable solutions and escalating concerns as needed.

Qualifications
  • Bachelor's degree in business administration, Accounting, Finance, Human Resources or related fields, or equivalent experience.
  • 8+ years of experience in compensation required, preferably in a large sales organization.
  • 5+ years of people-management or team leadership experience required.
  • Proven ability to collaborate across all levels of the organization, including senior leadership.
  • Exceptional verbal and written communication, presentation, and leadership skills.
  • Must be a self-starter, goal-oriented, and able to motivate and develop team members.
  • Skilled at managing multiple priorities in a fast-paced environment.
  • Strategic problem-solver with strong negotiation and conflict resolution skills.
  • Ability to maintain confidentiality and handle sensitive information with utmost professionalism and discretion.
  • Ability to interpret complex or unique hiring and acquired employee compensation arrangements.
  • Comfortable partnering with Sales and Services Organizations and navigating nuanced compensation discussions.
  • Strong business acumen and understanding of the broader business context.
  • Must be proficient in Microsoft Office, particularly Excel (e.g. pivot tables, Lookups, nested IF statements), and PowerPoint.
  • Familiarity with NICE or other compensation tools, and UKG experience with scenario modeling and other analyses.

Preferred Qualifications
  • 5+ years of experience in a consulting role.
  • Progress toward or achievement of professional certifications such as Certified Compensation Professional (CCP; CECP or CEP helpful but not required.
  • Consulting, sales compensation, or broad-based compensation experience preferred.

Position Specifics
The initial base salary range for this position is expected to be between $165,000 and $175,000 annually. The final base salary offered will be determined by multiple factors, including, but not limited to, job-related knowledge, depth of experience, skills, certifications, and geographic location. In addition to the base salary, our compensation structure may include other components such as commissions and discretionary bonuses.
ePlus offers a full range of medical, financial, and/or other benefits (including 401(k) eligibility, employee stock purchase program and various paid time off benefits, such as vacation, sick time, and personal leave), dependent on the position offered. Details of participation in these benefit plans will be provided if an offer of employment is extended.
If hired, employee will be in an "at-will position" and the Company reserves the right to modify base salary (as well as any other discretionary payment or compensation program) at any time, including for reasons related to individual performance, Company or individual department/team performance, and market factors.
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Who We Are
At ePlus, we believe technology is a people business. Our team is passionate, skilled, and driven to deliver solutions that make a real difference. Join us and be part of a culture that values collaboration, innovation, and extraordinary results.
Corporate Values
  • Respectful communication and cooperation: We prioritize respectful communication, fostering an environment where everyone is treated with dignity and respect.
  • Teamwork and employee participation: Collaboration and teamwork thrive through diverse perspectives, both within our teams and in our interactions with our customers.
  • Work/life balance that supports our employees' varying needs: We value the well-being of our employees, recognizing that a healthy work-life balance is pivotal to our collective success.
  • Embracing communities: We embrace and support the communities that nurture us. Our employees' dedication to fostering positive change is a source of immense pride for us.

Commitment to Diversity, Inclusion and Belonging
  • We are an equal opportunity employer that does not discriminate or allow discrimination based on race, color, religion, sex, sexual orientation, gender identity, age, national origin, citizenship, disability, veteran status, or any other classification protected by federal, state, or local law.
  • ePlus is dedicated to fostering, cultivating, and preserving a culture that represents diversity, enables inclusion, and makes our employees feel comfortable bringing their full, unique selves to work.

Physical Requirements
  • While performing this role, you will engage in both seated and occasional standing or walking activities. We provide reasonable accommodations, in accordance with relevant laws, to support success in this position.
  • By embracing our values, you will contribute to our collective mission of making a positive impact within our organization and the broader community. We understand that this job description serves as a guide and is not an employment contract.

ePlus maintains a California Consumer Privacy Act (CCPA) Privacy Notice on our Trust Center, available here: CCPA Privacy Notice.
Notice to Recruiting Agencies: ePlus only accepts unsolicited resumes when presented directly by a candidate. Unsolicited resumes submitted to ePlus from any other source will be considered ePlus property and will not qualify for any placement or referral fees. ePlus will only pay such fees in connection with a valid written agreement between ePlus and the referring agency, and then only after providing advance written approval to the referring agency to submit resumes in connection with a particular opportunity.

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