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Executive Compensation Jobs in Springfield, VA (NOW HIRING)

Leidos LLC

Director, Compensation

Reston, VA · On-site

$139.10 - $251.45/hr

Support executive compensation processes and collaborate with senior leadership on compensation committee materials, analyses, and reporting as needed * Job Architecture & Organizational ...

KBR

Global Compensation Director

Washington, DC · On-site

Define and lead a comprehensive global compensation strategy, including base pay structures, short- and long-term incentive programs, and executive compensation. Ensure programs are competitive ...

Leidos

Director, Compensation

Reston, VA · On-site

$130K - $177K/yr

Support executive compensation processes and collaborate with senior leadership on compensation committee materials, analyses, and reporting as needed Job Architecture & Organizational Effectiveness

Via Logic LLC

Director, Compensation

Reston, VA · On-site

$139.10 - $251.45/hr

Partner with executive leadership and HR stakeholders to support compensation decision‑making for key talent, critical roles, and organizational changes * Support executive compensation processes ...

Leidos

Director, Compensation

Reston, VA · On-site

$130K - $177K/yr

Support executive compensation processes and collaborate with senior leadership on compensation committee materials, analyses, and reporting as needed Job Architecture & Organizational Effectiveness

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Showing results 21-40

All JobsCompensation JobsExecutive Compensation JobsExecutive Compensation Jobs in Springfield, VA

Executive Compensation information

See Springfield, VA salary details

$27.7K

$97.7K

$192.2K

How much do executive compensation jobs pay per year?

As of Sep 4, 2026, the average yearly pay for executive compensation in Springfield, VA is $97,718.00, according to ZipRecruiter salary data. Most workers in this role earn between $60,600.00 and $125,900.00 per year, depending on experience, location, and employer.

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 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.

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 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 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.

What job categories do people searching Executive Compensation jobs in Springfield, VA look for?

The top searched job categories for Executive Compensation jobs in Springfield, VA are:

What cities near Springfield, VA are hiring for Executive Compensation jobs?

Cities near Springfield, VA with the most Executive Compensation job openings:

Executive Compensation jobs near you
Infographic showing various Executive Compensation job openings in Springfield, VA as of August 2026, with employment types broken down into 1% As Needed, 75% Full Time, 20% Part Time, and 4% Contract. Highlights an 82% Physical, 2% Hybrid, and 16% Remote job distribution, with an average salary of $97,718 per year, or $47 per hour.

Employee Benefits and Executive Compensation, Senior Associate

Hogan Lovells

Washington, DC • On-site

$365K - $390K/yr

Full-time

Medical, Dental, Vision, Retirement, PTO

Re-posted 23 days ago

Job description

The Executive Compensation & Employee Benefits Practice Group is seeking a highly qualified senior associate to join its vibrant and collaborative Group in either its New York, Washington, DC, or Silicon Valley offices.

The candidate must have significant experience in executive compensation and benefits matters related to M&A transactions. The candidate should be able to design and give advice on all forms of equity compensation and should be well-versed in the securities disclosure rules pertaining to executive compensation. The ideal candidate is a self-starter who is comfortable handling multiple matters at once in a fast-paced environment and who can independently run deals with minimal partner supervision.

A resume or CV is a must for our application system. We also encourage you to include a cover letter to tell us why you are interested in this position and a law school transcript (or the equivalent). Candidates for lawyer opportunities in the U.S. must have a law degree from an ABA-accredited law school and be a member of the Bar in the United States.

The expected base salary range for this role is $365,000 to $390,000 per year. This range reflects a good-faith estimate of pay at the time of posting; the actual compensation offered may vary depending on factors such as the candidate's qualifications. This position is eligible for additional forms of compensation, which may include annual performance bonuses and discretionary bonuses. Employees in this role are also eligible for benefits offered by the firm, subject to applicable plan terms and conditions, which currently include medical, dental, and vision insurance; a 401(k) retirement plan; and paid time off. Additional benefits may include relocation. Please review this link for more information regarding employee benefits in the United States.

We will consider for employment qualified applicants with arrest and conviction records in a manner consistent with the requirements of applicable law, including the San Francisco Fair Chance Ordinance and City of Los Angeles Fair Chance Initiative for Hiring Ordinance.

To apply please complete the on-line application, attaching a resume and law school transcript.

All search firm submissions should be sent to JoinHoganLovellsDC@hoganlovells.com, Attn: Suzanne Hudgens, Lateral Associate Recruitment Manager, National. Submissions must include a resume and law school transcript.

This job description sets forth the responsibilities of this position and may be changed from time to time as shall be determined.

Hogan Lovells is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, pregnancy, age, national origin, disability, sexual orientation, gender identity or expression, marital status, genetic information, protected Veteran status, or other factors protected by law.

Hogan Lovells complies with federal and state disability laws and makes reasonable accommodations for applicants and candidates with disabilities. If reasonable accommodation is needed to participate in the job application or interview process, please contact our Benefits Department at LeaveofAbsence_US@hoganlovells.com.

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