Director Compensation

Overview About Us Working across the globe, V2X builds smart solutions designed to integrate physical and digital infrastructure from base to battlefield. We bring 120 years of successful mission support to improve security, streamline logistics, and enhance readiness. Aligned around a shared purpose, our $3.9B company and 16,000 people work alongside our clients, here and abroad, to tackle their most complex challenges with integrity, respect, responsibility, and professionalism.

Responsibilities What You'll Do:

+ + The Compensation Director serves as the senior leader influencing the design of enterprise-wide compensation programs that support V2X's talent and business objectives within the unique regulatory environment of U.S. government contracting. This role blends deep technical expertise with strong business partnership, change leadership, and the ability to translate compensation strategy into effective, scalable, compliant programs. The Director acts as a trusted advisor to Program leadership, HR partners, and Finance, ensuring compensation practices reinforce organizational performance, competitiveness, and long‑term growth. This role reports to the Executive Director of Total Rewards.

Key Responsibilities:

+ Compensation Program Design & Implementation + Lead the design and initial implementation of enterprise‑wide compensation programs—including base pay, variable pay, and equity—ensuring the first iteration aligns with organizational goals and regulatory requirements before transitioning ongoing ownership to the appropriate teams. + Influence compensation strategy by providing data‑driven insights, market intelligence, and operational expertise to senior leadership. + Design and modernize compensation plans, processes, and tools to improve clarity, consistency, and scalability across the organization. + Shape the strategy and lead the implementation of changes for the annual compensation cycle (merit, bonus, salary structure updates), establishing the framework that strengthens the link between pay and performance before transitioning ongoing execution to the appropriate teams. + Lead the initial build‑out of compensation policies, procedures, and tools, including early‑stage payroll integration and communications, creating the framework for ongoing execution by the broader organization. + Partner with HRIT to guide system configuration and enhancements in platforms such as Workday, UKG, and Oracle, ensuring compensation processes are accurate, efficient, and compliant. + Leverage AI enabled tools and workflow automation to improve data accuracy, streamline compensation processes, and enhance decision support for leaders. + Identify opportunities to use AI supported analytics, modeling, and workflow routing to streamline processes, improve data accuracy, and enhance decision support. + Job Architecture & Organizational Design + Lead and oversee the initial design and rollout of job leveling frameworks + Ensure job architecture supports internal consistency, market competitiveness, and alignment with government contracting requirements. + Partner with HR and business leaders to support workforce planning and organizational effectiveness. + Regulatory Compliance & Governance + Ensure all compensation practices comply with FAR, DFARS, Cost Accounting Standards (CAS), DCAA audit requirements, ERISA, and other applicable regulations. + Establish governance frameworks and internal controls to maintain audit readiness and mitigate compliance risk. + Partner with Finance and Pricing to ensure compensation structures align with direct and indirect cost pools, proposal pricing, and contract requirements. + Market Intelligence & Analytics + Implement the strategy and initial build‑out of market benchmarking, salary structure design, and competitive analysis to establish a market‑aligned compensation framework for long‑term execution by the broader organization. + Use data modeling and analytics to inform recommendations, forecast financial impacts, and support strategic decision‑making. + Provide insights to leadership on market trends, regulatory changes, and compensation best practices. + Business Partnership & Relationship Management + Serve as a strategic advisor to executives, Program Managers, and HR Business Partners on compensation decisions, organizational design, and workforce strategy. + Build strong, trust‑based relationships across the business to influence decision‑making and drive adoption of compensation programs. + Provide clear, empathetic communication and guidance to leaders and employees on compensation philosophy, policies, and processes. + Leadership, Change Management & Transformation + In a matrix environment, lead, grow, and develop a high‑performing compensation team, ensuring the right mix of skills, capabilities, and career pathways to support a scaling organization. + Coach, mentor, and build talent through ongoing feedback, development planning, and opportunities for stretch assignments. + Foster a culture of collaboration, accountability, and continuous improvement within the team and across HR. + Drive compensation‑related change initiatives, including system implementations, process redesign, and modernization of pay practices. + Champion a consistent, fair, and transparent compensation approach across the organization. + Proposal & Program Support + Partner with Pricing, Finance, and Program teams to support competitive and compliant proposal submissions. + Advise on labor categories, salary ranges, escalation assumptions, and cost structures to ensure alignment with contract requirements and business strategy. + Reporting & Compliance Documentation + Oversee compensation‑related reporting, audit responses, and regulatory documentation. + Ensure accurate and timely preparation of compensation data for internal and external stakeholders. Qualifications Minimum Qualifications +

Education:

+ Bachelor's degree in finance, Business, or related field; CCP or similar certification preferred. +

Experience:

+ 15+ years of progressive compensation experience, experience in U.S. government contracting preferred. + Deep knowledge of FAR, DFARS, CAS, DCAA, and other relevant regulatory frameworks. + Experience implementing compensation programs, job architecture frameworks, and managing organizational change. +

Other Requirements:

+ Must be a US citizen. + Skills & Technology Used + Strong partnership with HRIT teams and familiarity with systems such as Workday, UKG, and Oracle. + Analytical capability mastery, financial acumen, and experience with compensation modeling and market analysis. + Exceptional relationship‑building, communication, and influencing skills; able to partner effectively with executives and operational leaders. + Proven leadership experience managing and developing compensation teams. What We Bring + + At V2X we strive to be market competitive in our total reward offerings. + The successful candidate's starting pay will be based on, but not limited to, their job-related skills, experience, qualifications, work location, and market conditions. + The following salary range is intended to display the value of the company's base pay compensation and may be modified at the discretion of the company. + USD $165K - $260K + Provided salary range minimum and maximum values correspond to variances between regional/geographic locations across the United States. + Please speak with a recruiter for additional information. + Employee benefits include the following: + Healthcare coverage + Life insurance, AD&D, and disability benefits + Retirement plan + Wellness programs + Paid time off, including holidays + Learning and Development resources + Employee assistance resources + Pay and benefits are subject to change at any time and may be modified at the discretion of the company, consistent with the terms of any applicable compensation or benefit plans. At V2X, we are deeply committed to both equal employment opportunity, including protection for Veterans and individuals with disabilities, and fostering an inclusive and diverse workplace. We ensure all individuals are treated with fairness, respect, and dignity, recognizing the strength that comes from a workforce rich in diverse experiences, perspectives, and skills. This commitment, aligned with our core Vision and Values of Integrity, Respect, and Responsibility, allows us to leverage differences, encourage innovation, and expand our success in the global marketplace, ultimately enabling us to best serve our clients.