Compensation & Incentives Lead

Responsibilities

• Evaluate market trends, emerging workforce practices, and competitive intelligence to proactively recommend compensation strategies that strengthen LMI's ability to attract and retain top talent.
• Lead enterprise compensation planning, including annual salary planning, market pricing, job architecture alignment, and pay governance.
• Develop scalable compensation solutions/frameworks that support organizational growth, drive a competitive talent market, and evolving workforce models.
• Design and continuously improve enterprise incentive programs that drive business performance and employee engagement.
• Develop differentiated incentive strategies supporting: Growth and Business Development, Technical and Digital Talent, Product and Platform organizations, Executive Leadership.
• Evaluate emerging incentive models including project incentives, innovation rewards, referral programs, capture incentives, retention programs, and performance-based variable compensation.
• Partner with CTO, Finance and executive leadership to assess program effectiveness and return on investment.
• Lead executive compensation analyses and recommendations.
• Prepare compensation materials, analyses, and presentations for executive leadership and the Board Compensation Committee.
• Ensure executive compensation programs remain competitive, equitable, and aligned with organizational strategy and shareholder expectations.
• Serve as a trusted advisor to senior executives on compensation strategy and reward decisions.
• Support proposal pricing and compensation strategies for key government contract pursuits.
• Leverage workforce analytics and market intelligence to identify trends, risks, and opportunities.
• Develop executive dashboards and insights that inform strategic compensation decisions.
• Recommend innovative solutions based on external benchmarking and industry best practices.
• Drive continuous improvement through automation, technology, and process optimization.
• Lead the effective use of compensation technology, HR systems, and reporting tools.
• Oversee compensation survey participation, vendor relationships, and external benchmarking partnerships.
• Ensure compensation programs comply with applicable federal and state employment laws and government contracting regulations, including FLSA, SCA, OFCCP, DOL, and other applicable requirements.
• Maintain strong governance practices supporting audit readiness and compensation integrity.

Qualifications

• Bachelor's degree in Business, Finance, Economics, Human Resources or related field.
• 10 + years of progressive compensation experience with increasing strategic responsibility.
• Experience designing enterprise compensation programs within a technology, or high-growth environment - commercial technology experience in products and/or platforms a plus.
• Demonstrated experience developing executive compensation recommendations.
• Experience designing incentive compensation programs beyond traditional annual bonus plans.
• Strong knowledge of compensation analytics, market pricing, and workforce planning.
• Experience supporting proposal pricing and compensation strategy for government contracts.
• Knowledge of FLSA, SCA, OFCCP, DOL, and government contracting compensation requirements.
• Demonstrated ability to influence senior executives and lead through partnership rather than authority.

Preferred

• Preferred Certified Compensation Professional (CCP).
• Master's degree in Business, Human Resources, Finance, or related field.
• Experience supporting Board Compensation Committees.
• Experience with UKG Pro, MarketPay, PayFactors, Power BI, or comparable compensation technologies.
• Experience supporting organizations undergoing digital transformation or rapid organizational growth.