Reporting to the Sr. Director of Broad-Based Compensation, the Senior Manager supports the strategic execution and operational delivery of global compensation programs. This role provides internal customer support, analytical leadership, ensures consistent application of job architecture and pay structures, and drives execution excellence across compensation cycles, benchmarking, and process governance. The Senior Manager partners with HRBPs, Talent Acquisition, and Finance to align compensation programs with business and talent priorities, ensuring competitive and equitable pay practices.
Key Responsibilities:
Partner with the Sr. Director to implement enterprise-wide broad-based compensation strategies and ensure consistency across geographies and functions.
Manage day-to-day compensation operations, including salary structure maintenance, annual review cycles, and market pricing activities.
Manage compensation analysis for pay equity, market competitiveness, and cost modeling; translate findings into actionable recommendations.
Support the design and administration of global incentive programs, including bonus and sales compensation plans.
Oversee salary survey submissions, vendor relationships, and data benchmarking tools to maintain accurate market intelligence.
Collaborate with HRBPs and business leaders to ensure compensation decisions align with company philosophy and governance frameworks.
Contribute to change management and training initiatives, supporting adoption of new compensation programs and tools.
Partner with Talent Acquisition to align offers with internal equity and market data.
Support enterprise projects including M&A integrations, job leveling initiatives, and compensation policy reviews.
Prepare and deliver analyses, dashboards, and presentations for HR and business leadership.
Knowledge, Skills, and Abilities:
Ability to work independently, manage multiple projects, and influence stakeholders at all levels of the organization.
Excellent problem-solving, documentation, and communication skills, with the ability to educate and collaborate with cross-functional teams.
Minimum Qualifications:
Bachelor’s degree in HR, Business, Economics, or related field; advanced degree preferred.
12 years of compensation experience including 7 years of experience at the leadership level, with global exposure and strong analytical focus.
Demonstrated expertise in job evaluation, market pricing, and pay structure management.
Proficiency in Excel, compensation analytics tools, and HRIS (Workday preferred).
Experience supporting enterprise compensation programs, annual planning, and/or incentive design.
Proven ability to execute complex projects, manage timelines, and maintain accuracy under pressure.
Highly proficient in data modeling, compensation tools, Excel, and HRIS (Workday preferred).
Exceptional quantitative and analytical skills; ability to synthesize large datasets into insights.
Strong communication, facilitation, and presentation skills for senior-level audiences.
Collaborative team player with strong attention to detail and problem-solving orientation.
US Citizenship is required.
Amentum is proud to be an Equal Opportunity Employer. Our hiring practices provide equal opportunity for employment without regard to race, sex, sexual orientation, pregnancy (including pregnancy, childbirth, breastfeeding, or medical conditions related to pregnancy, childbirth, or breastfeeding), age, ancestry, United States military or veteran status, color, religion, creed, marital or domestic partner status, medical condition, genetic information, national origin, citizenship status, low-income status, or mental or physical disability so long as the essential functions of the job can be performed with or without reasonable accommodation, or any other protected category under federal, state, or local law. Learn more about your rights under Federal laws and supplemental language at Labor Laws Posters.
