Director of Compensation & Benefits

Overview

Systems Planning and Analysis, Inc. (SPA) delivers high-impact, technical solutions to complex national security issues. With over 50 years of business expertise and consistent growth, we are known for continuous innovation for our government customers, in both the US and abroad. Our exceptionally talented team is highly collaborative in spirit and practice, producing Results that Matter . Come work with the best! We offer opportunity, unique challenges, and clear-sighted commitment to the mission. SPA: Objective. Responsive. Trusted.

SPA is actively recruiting a visionary Director of Compensation & Benefits to spearhead the development, execution, and governance of enterprise-wide programs that support a dynamic and mission-driven workforce. A pivotal leader reporting directly to the Chief People Officer, this role will define and drive the strategic direction of compensation and benefit systems that empower SPA's rapid growth and long-term success. The Director will act as the company's foremost expert in compensation and benefits, collaborating seamlessly with executive leadership and cross-functional teams - including HR, Finance, Legal, Learning & Development, and Talent Acquisition - to deliver programs that are industry-competitive, compliant, scalable, and strategically aligned with SPA's overarching business objectives.

This leader will be instrumental in strengthening SPA's infrastructure and operational readiness as the company experiences rapid growth, focusing on developing robust processes, implementing strong controls, and enhancing reporting frameworks aligned with public-company best practices. This hybrid position is based at SPA's headquarters in Alexandria, Virginia, offering a unique opportunity to drive impactful change in a dynamic, growth-oriented environment.

Responsibilities

Key Responsibilities

Compensation Strategy & Governance

• Lead the design and implementation of enterprise-wide compensation strategies, including salary structures, job architecture, role leveling frameworks, incentive plans, and executive compensation programs.
• Provide strategic leadership and governance by managing SPA's compensation committee, ensuring alignment with organizational goals and compliance standards.
• Lead the creation, maintenance, and governance of critical compensation elements, including salary bands, market pricing methodologies, geographic pay differentials, and premium pay practices.
• Partner closely with executives and HR leaders to drive workforce planning, ensure internal equity, establish promotional frameworks, and guide high-impact compensation decisions.
• Manage and execute enterprise-wide compensation cycles, including merit increases, promotions, bonuses, and equity-related processes, tailored to support organizational outcomes.
• Provide expert guidance on compensation matters related to M&A activities, including integration planning and workforce harmonization processes, ensuring seamless alignment with business strategy.

Benefits Strategy & Program Leadership

• Lead the strategic design, delivery, and administration of SPA's benefits offerings, encompassing health and welfare programs, retirement plans, leave policies, and employee recognition initiatives-all tailored to enhance employee well-being and satisfaction.
• Collaborate with brokers and vendors to deliver competitive, cost-effective, and compliant benefits solutions that align with employee needs and organizational priorities, while maximizing value for the business.
• Steer annual benefits renewals, manage vendor performance, and shape a forward-looking benefits strategy to ensure sustainability, adaptability, and alignment with evolving workforce and business requirements.

Systems, Analytics & Infrastructure

• Serve as the functional owner of SPA's SAP HRIS, overseeing system configuration, data integrity, reporting capabilities, and workflow optimization to ensure seamless support for compensation and benefits operations.
• Develop and implement scalable policies, frameworks, and documentation designed to support rapid organizational growth, streamline processes, and facilitate efficient integration during acquisitions.
• Build advanced analytics capabilities, dashboards, and executive-level reporting for compensation and benefits, delivering actionable insights to inform strategic decision-making and drive business outcomes.

Leadership & Partnership

• Build, inspire, and mentor a best-in-class compensation and benefits team, fostering a culture of collaboration, innovation, and excellence to drive organizational success.
• Serve as a strategic advisor and trusted partner to key stakeholders at all levels across the company - HR Business Partners, Talent Acquisition, and senior leadership, providing expert guidance on complex compensation and benefits matters to enable informed, strategic decision-making.
• Design and deliver clear, effective tools, guidelines, and training programs that equip leaders and HR Business Partners across the organization to confidently navigate and manage compensation and benefits processes.

Qualifications

Required Qualifications

• Bachelor's degree in Human Resources, Business, Finance, or a related field required; Master's degree strongly preferred.
• 10+ years of progressive experience in compensation and/or benefits, including senior leadership responsibilities.
• Proven expertise in designing, implementing, and governing compensation frameworks for complex, multi-location organizations.
• Large company experience, preferably with organizations exceeding $1.5 billion in annual revenue.
• Exceptional presentation and communication skills, with proven ability to influence and collaborate effectively at the enterprise level, including with executives.
• Deep understanding of U.S. compensation and benefits regulations, with hands-on experience managing programs in adherence to compliance standards.
• Advanced proficiency in supporting compensation and benefits processes within an enterprise HRIS system; experience with SAP HRIS highly preferred.
• Demonstrated success in integrating and harmonizing complex compensation and benefits programs during organizational growth, acquisitions, and transitions.

Desired Qualifications

• Demonstrated experience in supporting organizations transitioning to or operating as a public company, including IPO readiness, SOX-aligned controls, executive compensation planning, and public company governance.
• Background in government contracting, professional services, or technical/engineering environments, with strong familiarity in aligning compensation and benefits strategies to industry-specific challenges and opportunities.
• Proven expertise in managing M&A integration processes, workforce harmonization, and scaling compensation and benefits programs to support rapid organizational growth.
• Professional certifications such as CCP (Certified Compensation Professional), CBP (Certified Benefits Professional), or other related credentials are highly desirable.