VP, Compensation

Leidos•Reston, VA

About The Position

The Vice President, Compensation is a senior HR executive responsible for the design, governance, and execution of Leidos’ compensation strategy, encompassing broad-based, sales, and executive compensation including equity administration. This role ensures compensation programs support business strategy, attract and retain critical talent, comply with complex regulatory requirements, and align with shareholder and governance expectations. The VP will serve as the primary executive compensation leader and advisor to the SVP of Total Rewards and CHRO, with direct responsibility for HR Compensation Committee materials, analysis, and decision support. This role leads compensation operations at enterprise scale while shaping forward-looking strategy appropriate for a large, publicly traded aerospace and defense organization. Key Responsibilities Compensation Strategy & Leadership Develop and lead the enterprise compensation strategy aligned with Leidos’ business objectives, growth priorities, and total rewards philosophy. Balance market competitiveness, internal equity, affordability, and performance orientation across a highly diverse workforce. Partner with executive leadership, Finance, Legal, and Talent to ensure compensation supports organizational effectiveness and long-term value creation. Lead, mentor, and develop a high-performing compensation team with expertise across broad-based, executive, and incentive compensation. Broad-Based & Incentive Compensation Oversee design and administration of broad-based salary structures, job architecture, and pay programs across the enterprise. Lead annual compensation planning cycles, including merit, promotions, bonuses, and equity programs. Ensure effective governance of short- and long-term incentive plans, including performance metrics, payouts, modeling, and communication. Executive Compensation & Board Support Serve as the enterprise owner of executive compensation programs, including base pay, annual incentives, long-term incentives, perquisites, and severance/change-in-control arrangements. Prepare Compensation Committee materials, including program design, benchmarking, competitive analysis, pay-for-performance assessments, and decision recommendations. Partner closely with the SVP of Total Rewards, CHRO, external compensation consultants, Legal, and Finance to ensure sound governance and fiduciary alignment. Support CEO and named executive officer compensation decisions consistent with shareholder, proxy advisory, and regulatory expectations. Compliance, Governance & Risk Management Ensure full compliance with applicable laws and regulations, including SEC disclosure rules, proxy reporting, SOX controls, FAR/DFARS considerations, and other government-contracting requirements. Oversee executive compensation disclosures (e.g., CD&A, proxy tables) in partnership with Legal and external advisors. Maintain strong internal controls, documentation, and audit readiness across all compensation programs. Monitor external trends, regulatory developments, and shareholder perspectives impacting executive and broad-based compensation.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, Economics, or related field (Master’s degree preferred).
15+ years of progressive compensation experience, including leadership roles in large, complex organizations.
Demonstrated executive compensation expertise, including direct responsibility for: Design and governance of executive pay programs Preparation of Compensation Committee materials and Board presentations Partnering with external compensation consultants
Strong experience leading enterprise-wide compensation strategy and operations for a publicly traded company.
Deep knowledge of compensation-related regulatory and governance requirements, including SEC disclosure and public company compliance.
Proven ability to operate as a trusted advisor to senior executives and Board members.

Nice To Haves

Experience in aerospace, defense, government services, or similarly regulated industries.
Familiarity with government contracting environments and compliance considerations.
Certified Compensation Professional (CCP) or similar credential.

Responsibilities

Compensation Strategy & Leadership Develop and lead the enterprise compensation strategy aligned with Leidos’ business objectives, growth priorities, and total rewards philosophy.
Balance market competitiveness, internal equity, affordability, and performance orientation across a highly diverse workforce.
Partner with executive leadership, Finance, Legal, and Talent to ensure compensation supports organizational effectiveness and long-term value creation.
Lead, mentor, and develop a high-performing compensation team with expertise across broad-based, executive, and incentive compensation.
Broad-Based & Incentive Compensation Oversee design and administration of broad-based salary structures, job architecture, and pay programs across the enterprise.
Lead annual compensation planning cycles, including merit, promotions, bonuses, and equity programs.
Ensure effective governance of short- and long-term incentive plans, including performance metrics, payouts, modeling, and communication.
Executive Compensation & Board Support Serve as the enterprise owner of executive compensation programs, including base pay, annual incentives, long-term incentives, perquisites, and severance/change-in-control arrangements.
Prepare Compensation Committee materials, including program design, benchmarking, competitive analysis, pay-for-performance assessments, and decision recommendations.
Partner closely with the SVP of Total Rewards, CHRO, external compensation consultants, Legal, and Finance to ensure sound governance and fiduciary alignment.
Support CEO and named executive officer compensation decisions consistent with shareholder, proxy advisory, and regulatory expectations.
Compliance, Governance & Risk Management Ensure full compliance with applicable laws and regulations, including SEC disclosure rules, proxy reporting, SOX controls, FAR/DFARS considerations, and other government-contracting requirements.
Oversee executive compensation disclosures (e.g., CD&A, proxy tables) in partnership with Legal and external advisors.
Maintain strong internal controls, documentation, and audit readiness across all compensation programs.
Monitor external trends, regulatory developments, and shareholder perspectives impacting executive and broad-based compensation.