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Executive Compensation Jobs in Virginia (NOW HIRING)

LMI

Compensation & Incentives Lead

Tysons, VA

$126K - $172K/yr

Working closely with executive leadership, Finance, Business Development, HR Business Partners, and Talent Management, this leader will develop forward-looking compensation strategies that align ...

LMI Consulting, LLC

Compensation & Incentives Lead

Tysons, VA · On-site

$126K - $172K/yr

Working closely with executive leadership, Finance, Business Development, HR Business Partners, and Talent Management, this leader will develop forward-looking compensation strategies that align ...

LMI

Compensation & Incentives Lead

Tysons, VA · On-site

$126K - $172K/yr

Working closely with executive leadership, Finance, Business Development, HR Business Partners, and Talent Management, this leader will develop forward-looking compensation strategies that align ...

LMI

Compensation & Incentives Lead

Tysons, VA

$126K - $172K/yr

Working closely with executive leadership, Finance, Business Development, HR Business Partners, and Talent Management, this leader will develop forward-looking compensation strategies that align ...

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Showing results 1-20

All JobsCompensation JobsExecutive Compensation JobsExecutive Compensation Jobs in Virginia

Executive Compensation information

See Virginia salary details

$26.3K

$92.8K

$182.4K

How much do executive compensation jobs pay per year?

As of Aug 10, 2026, the average yearly pay for executive compensation in Virginia is $92,750.00, according to ZipRecruiter salary data. Most workers in this role earn between $57,500.00 and $119,500.00 per year, depending on experience, location, and employer.

What is the difference between Executive Compensation vs Compensation Analyst?

AspectExecutive CompensationCompensation Analyst
Required CredentialsBachelor's degree, often MBA or related certifications, experience in executive payBachelor's degree, certifications like CCP or CECP often preferred
Work EnvironmentCorporate headquarters, executive teams, HR departmentsHR or compensation departments, consulting firms, corporate offices
Employer & Industry UsageLarge corporations, publicly traded companiesCorporations, consulting firms, HR departments
Comparison Search IntentUnderstanding executive pay structures, incentives, and benefitsAnalyzing salary data, compensation trends, and benchmarking

Executive Compensation focuses on designing and managing pay packages for top executives, including bonuses, stock options, and incentives. Compensation Analysts analyze salary data, develop compensation strategies, and ensure pay equity across roles. While both roles involve compensation, Executive Compensation is strategic and senior-level, whereas Compensation Analysts support data-driven decision-making at various organizational levels.

What is executive compensation?

Executive compensation refers to the total package of pay and benefits provided to senior leaders and top executives of an organization. This can include base salary, bonuses, stock options, long-term incentive plans, and various perks such as retirement contributions or health benefits. The goal of executive compensation is to attract, motivate, and retain talented leaders while aligning their interests with those of the company and its shareholders. The structure and amount of executive compensation are often determined by a company's board of directors and may be influenced by industry standards, company performance, and regulatory guidelines.

What are the disadvantages of executive compensation?

Executive compensation can lead to increased costs for companies and may create perceptions of unfairness or inequality among employees. It can also incentivize short-term decision-making at the expense of long-term company health, potentially impacting overall organizational performance.

How does an executive compensation professional typically collaborate with other departments within an organization?

Executive Compensation professionals regularly work cross-functionally, partnering closely with human resources, finance, legal, and the board of directors. They gather market data, ensure regulatory compliance, and align executive pay structures with company strategy. Collaboration often involves discussing performance metrics with finance, reviewing compliance with legal, and presenting proposals to the board or compensation committees. This collaborative approach ensures that executive compensation programs are both competitive and aligned with organizational goals.

What are the key skills and qualifications needed to thrive as an executive compensation professional?

To thrive as an Executive Compensation professional, you need expertise in compensation strategy, financial analysis, and knowledge of regulatory requirements, often supported by a degree in finance, human resources, or business administration. Familiarity with compensation management systems, advanced Excel skills, and certifications such as Certified Executive Compensation Professional (CECP) are highly beneficial. Strong analytical thinking, attention to detail, and effective communication set standout candidates apart in this field. These skills are crucial to ensure competitive, compliant, and motivating executive pay structures that align with organizational goals and stakeholder interests.
What are the most commonly searched types of Compensation jobs in Virginia? The most popular types of Compensation jobs in Virginia are:
What are popular job titles related to Executive Compensation jobs in Virginia? For Executive Compensation jobs in Virginia, the most frequently searched job titles are:
What job categories do people searching Executive Compensation jobs in Virginia look for? The top searched job categories for Executive Compensation jobs in Virginia are:
What cities in Virginia are hiring for Executive Compensation jobs? Cities in Virginia with the most Executive Compensation job openings:
Executive Compensation jobs near you
Infographic showing various Executive Compensation job openings in Virginia as of August 2026, with employment types broken down into 94% Full Time, and 6% Part Time. Highlights an 82% In-person, 6% Hybrid, and 12% Remote job distribution, with an average salary of $92,750 per year, or $44.6 per hour.

Executive Compensation Senior Manager

Booz Allen Hamilton, Inc.

Mclean, VA • On-site, Remote

Full-time, Part-time

Medical, Life, Retirement, PTO

Posted 10 days ago

Booz Allen Hamilton rating

8.9

Company rating: 8.9 out of 10

Based on 49 frontline employees who took The Breakroom Quiz

9th of 72 rated business consultants

Job description


Remote Work:
Hybrid
Job Number:
R0245787
Location:
McLean,VA,US
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Executive Compensation Senior Manager
The Opportunity:
The Executive Compensation Senior Manager leads the design, administration, and execution of executive compensation 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 compensation 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 compensation 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 Compensation 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 compensation.
  • Manage the annual executive bonus cycle, including methodology, modeling, recommendations, communication, and year-end administration.
  • Direct participation in executive compensation 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 special compensation actions, including executive hires, promotions, market adjustments, retention strategies, and off-cycle requests.
  • Lead complex compensation modeling to support decision-making, scenario planning, financial impact assessments, and program design enhancements.
  • Create and deliver compensation 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 compensation programs.
  • Prepare executive-level materials, including competitive assessments, program updates, compensation 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 compensation.

Join us. The world can't wait.
You Have:
  • 7+ years of experience in compensation, including executive compensation programs
  • Experience supporting annual compensation cycles, including incentives, executive pay reviews, and market benchmarking
  • Experience managing or coaching others
  • Knowledge of compensation survey participation and job evaluation methodologies
  • 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 Compensation Committee materials
  • Experience with benefit and perquisite design, market practice, and administration
  • Experience with equity compensation 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 compensation structures
  • Possession of excellent analytical and financial 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.
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About Booz Allen Hamilton

Sourced by ZipRecruiter

Booz Allen Hamilton is a leading provider of management and technology consulting services to the US government in defense, intelligence, and civil markets. Headquartered in McLean, Virginia, the firm also serves major corporations, institutions, and not-for-profit organizations. Founded in 1914 by Edwin G. Booz, the company has a long-standing tradition of helping clients achieve success by delivering a wide range of consulting services that include strategic planning, human capital and learning, communication, systems development, and others. The company's mission is to empower people to change the world, and it has a reputation for maintaining the highest standards of integrity and-excellence.

Industry

It services

Company size

10,000+ Employees

Headquarters location

McLean, VA, US

Year founded

1914

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