Corporate Manager, Compensation

Role Overview

• The HII Corporate Manager of Compensation is responsible for the design, administration, and oversight of enterprise-wide compensation and equity programs, ensuring they align with the Company’s organizational goals, market competitiveness, and legal compliance.
• Conduct comprehensive compensation surveys; evaluate and interpret market data; and analyze compensation trends to formulate data-driven recommendations for program adjustments and competitive positioning.
• Review and administer enterprise pay structures, encompassing base salary, annual incentives, long-term incentives, deferred compensation, and recognition and reward programs, ensuring legal compliance and internal equity across all elements.
• Design and maintain salary structures, job architecture frameworks, and grade/band hierarchies to support organizational scalability and pay equity objectives.
• Manage and administer long-term incentive (LTI) programs; monitor executive equity ownership levels for compliance with stock ownership guidelines and Section 16 reporting requirements.
• Support the development of Compensation Committee meeting materials; support preparation of the annual proxy statement’s Compensation Discussion & Analysis (CD&A) and related executive compensation disclosures in compliance with SEC regulations.
• Coordinate annual CEO pay ratio disclosure and pay equity analyses; partner with Legal and Finance on all executive compensation-related SEC filings.
• Develop and maintain the executive compensation peer group; conduct annual benchmarking of Named Executive Officer (NEO) compensation against market data to assess competitiveness and inform Committee decisions.
• Monitor proxy advisory firm (ISS and Glass Lewis) policies and shareholder perspectives on executive compensation; assess potential impacts on say-on-pay outcomes and advise leadership accordingly.
• Develop, implement, and maintain compensation policies, programs, and governance frameworks.
• Partner with senior leadership, Finance, and Legal to align total rewards strategies with the Company’s short
• and long-term strategic objectives.
• Conduct analyses to advise business leaders on pay decisions, policy and guideline interpretation, and job evaluation outcomes.
• Collaborate with HR Business Partners to structure competitive compensation packages for key hires and internal movements.
• Evaluate the effectiveness of existing compensation policies, guidelines, and procedures and recommend revisions if needed.
• Provide guidance and mentorship to divisional and field compensation staff.
• Maintain current knowledge of federal, state, and local compensation laws and regulations—including FLSA, ERISA, IRC Section 162(m), and Dodd-Frank requirements—to ensure ongoing corporate compliance.
• Respond to and manage requests arising from DCAA, OFCCP, and other government agency inquiries and audits.
• Prepare and present detailed compensation analyses, reports, and presentations for senior executives, the Board of Directors, and the Compensation Committee in support of governance, decision-making, and regulatory review processes.
• Partner with HR Technology and HRIS teams to ensure compensation data integrity, system configuration accuracy, and process automation within compensation management platforms.

Requirements

• Bachelor's Degree and 8 years of applicable, progressive professional and/or supervisory work experience; OR Master,s Degree and 6 years of relevant, progressive experience
• Proficiency in equity plan administration and familiarity with equity award types (stock options, RSUs, PSUs, SARs), vesting schedules, and related tax implications
• Exceptional analytical, written, and verbal communication skills; demonstrated ability to present complex compensation concepts to executive-level audiences and Board members in a clear and concise manner.

Benefits

• medical, prescription drug, dental and vision plan choices
• on-site health centers
• tele-medicine
• wellness resources
• employee assistance programs
• savings plan options (401K)
• financial education and planning tools
• life insurance
• tuition reimbursement
• employee discounts
• early childhood and post-secondary education scholarships