As the Compensation Manager, you will manage company-wide wage and salary activities. You will develop, implement, and maintain programs and policies to ensure the achievement of equitable and competitive employee pay. Additionally, you will serve as internal staff consultant for line and staff management on compensation matters. The Compensation Manager will ensure compliance with applicable laws, Corporate policies and procedures, and individual project requirements.

ESSENTIAL JOB FUNCTIONS:

• Develop, implement, revise, and maintain compensation-related policies and procedures that incorporate analysis of company compensation programs, government wage and hour regulations, and competitive pay practices in order to comply with legal requirements and to attract, retain, and motivate employees.
• Compile and provide labor rate support for use in proposals, collective bargaining negotiations, and determination of competitive salary ranges for new or existing positions.
• Develops insurance and personnel leave cost projections for proposals and re-bids. Ensures the data is current, complete, and accurate. Prepares detail reports to support assumptions. Provides necessary documentation to DCAA auditors as requested.
• Develop and disseminate communications, including reference materials, and training sessions as appropriate, for area(s) of responsibility.
• Develop annual compensation plans with recommendations for Board review. Prepare and maintain salary tables and grading system.
• Oversee the Merit Review process. Recommend changes as needed.
• Works with senior management to achieve corporate goals relating to pay policies.
• Analyzes company compensation data with prevailing rates in similar organizations and industries.
• Keep abreast of regulatory developments to maintain a working knowledge of current statutory requirements and labor contract agreements that may affect compensation policies; identify opportunities and exposure areas.
• Review and maintain company-wide job descriptions. Perform job analysis, job description review, position evaluation, grading, and pricing to ensure internal titling, leveling and mapping within the company is consistent and salaries are competitive within our market. Develop, recommend, monitor and maintain salary structures and grading system.
• Establish FLSA status, classification, pay grade, EEO codes and job codes. Investigate and propose resolution on classification questions and FLSA exemptions; recommend compensation adjustments according to findings.

EDUCATION & EXPERIENCE:

• Bachelor’s degree in related field.
• Two additional years of experience may be substituted for each missing year of education.
• Five years compensation planning, design, implementation, and administration; large, multi-location employer; union experience.

LICENSE & CERTIFICATIONS:

• Certified Compensation Professional preferred

KNOWLEDGE & SKILLS:

• Thorough knowledge of wage and hour regulations.
• Analytical ability and presentation skills. Intermediate skills using Microsoft Word.
• Proficient with Workday, preferred
• Working knowledge of Federal Government classification systems and Service Contract Act.
• Capable of maintaining strict confidentiality of sensitive compensation information.

Intrepid Global Solutions, LLC.

www.intrepidgs.com

Intrepid Global Solutions, LLC. (IGS), is a leading international services company that provides a broad spectrum of services and solutions to U.S. and international government agencies, and organizations. As a world-class leader in providing seasoned program management, IGS leverages and integrates its capabilities – IT & Communications, Aviation & Engineering Solutions, Power Solutions, Infrastructure & Logistics - to provide safe, innovative, and reliable solutions to meet customers' diverse and complex challenges.

Intrepid Global Solutions, LLC. (“IGS” and/or “Company”) and its affiliates, including but not limited to IAP World Services, Inc., and subsidiaries is an EOE, including disability/vets.

All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or status as a protected veteran.