Compensation Manager

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 seeking an experienced Compensation Manager to lead the design, governance, and execution of company-wide compensation programs in support of SPA's rapid growth, acquisition integration, and IPO readiness. Reporting to the Director of Compensation and Benefits, this will be a hybrid role working from our Alexandira, VA headquarters. This role will be instrumental in building scalable compensation infrastructure, developing executive compensation frameworks, and ensuring SPA's pay practices are competitive, compliant, and aligned to business strategy.

The Compensation Manager will partner closely with HR Leadership, Finance, and Legal to establish compensation structures that support performance, retention, and long-term value creation.

Responsibilities

Key Responsibilities

Executive & IPO Readiness Compensation

• Refine/design and implement an executive compensation philosophy and structure, including base salary, annual incentive plans, long-term incentives, and severance/change-in-control frameworks.
• Support IPO readiness initiatives, including pay governance models, compensation committee materials, benchmarking methodologies, and documentation standards.
• Partner with Legal and Finance to develop equity and long-term incentive frameworks (phantom equity, PSU/RSU modeling, transaction bonus plans, etc., as applicable).
• Prepare executive compensation benchmarking, scenario modeling, and total rewards summaries for leadership and Board-level review.

Enterprise Compensation Strategy

• Lead SPA's enterprise compensation pro grams across salary structures, incentive compensation, retention programs, and market pricing.
• Develop and maintain scalable compensation architecture in partnership with Talent Acquisition (job levels, career frameworks, salary bands, geographic differentials, clearance premiums, and technical skill premiums).
• Establish consistent compensation governance and controls aligned with audit and compliance expectations.
• Programs, Processes & Analytics
• Oversee annual compensation planning cycles, including merit, promotion, and incentive planning.
• Build and maintain market pricing models using reputable survey sources and internal benchmarks.
• Develop compensation dashboards and analytics (pay equity, compression, turnover risk, cost modeling, and executive reporting).
• Partner with HRIS, Talent Acquisition, HRBPs, and HR Operations to ensure compensation programs are operationally embedded and auditable.

Compliance & Risk Management

• Ensure compliance with federal, state, and local compensation regulations, including FLSA, pay transparency laws, OFCCP requirements, and government-contracting considerations.
• Support pay equity analysis, internal audits, and documentation needed for diligence, regulatory review, and public-company readiness.
• Maintain strong controls, documentation, and approval workflows to support internal and external audits.

Stakeholder Partnership

• Act as a strategic advisor to executives, HR Business Partners, and Talent Acquisition on compensation strategy, offers, and retention planning.
• Support M&A integration efforts by harmonizing compensation structures, leveling frameworks, and legacy plans.
• Develop manager and HR training on compensation philosophy, decision-making, and communication.

Qualifications

Qualifications

Required

• Bachelor's degree in Human Resources, Finance, Business, Economics, or a related field.
• 7+ years of progressive compensation experience, including ownership of enterprise-level programs.
• Extensive experience in SAP Success Factors or comparable HRIS system.
• Must had advanced proficiency in Microsoft Excel (e.g., complex formulas, pivot tables, etc.).
• Demonstrated experience building compensation frameworks, salary structures, and incentive programs.
• Strong analytical, modeling, and presentation skills, including executive-level reporting.
• Knowledge of compensation compliance, pay equity practices, and audit-ready program design.
• Large company experience is required, e.g., >$1.5B in revenues.

Desired

• Experience supporting IPO readiness, public-company compensation practices, or private-equity backed environments.
• Executive compensation design experience, including short- and long-term incentive frameworks.
• Experience in government contracting, professional services, or highly regulated environments.
• CCP (Certified Compensation Professional) or similar certification.

Key Competencies

• Executive presence and ability to influence senior leaders
• Strategic thinking balanced with operational execution
• High attention to detail, governance, and risk management
• Financial acumen and comfort with complex modeling
• Ability to build scalable programs in a fast-growth environment
• Strong communication skills for sensitive compensation matters