The Director, Executive Compensation leads the design, administration, and governance of Leidos' executive and non-employee director compensation programs. This role serves as the primary subject-matter expert on executive pay strategy, equity plan design, regulatory compliance, and Compensation Committee support, partnering closely with the VP, Compensation, senior HR leadership, Legal, and Finance to ensure programs are competitive, compliant, and aligned with company performance and shareholder interests.

Executive Compensation Program Management

• Design and administer base salary, annual incentive, and long-term incentive (equity) programs for the executive population (Section 16 officers and other senior leaders)

• Lead annual executive compensation planning cycles, including market benchmarking, pay recommendations, and merit/incentive funding

• Partner closely with the Stock Programs team to align on equity plan operations, ensuring seamless coordination on grant strategy and vesting/settlement processes

• Own the end-to-end executive compensation experience with the compensation function, establishing a white-glove service model that makes this role the single go-to resource for senior leaders across pay, equity, and governance matters

Board & Committee Governance

• Serve as a key preparer for the Compensation Committee materials, including pay-for-performance analyses, peer group benchmarking, and plan design proposals

• Partner with Legal and the Corporate Secretary's office on committee meeting logistics, calendars, and documentation

• Draft and maintain committee charters, governance guidelines, and related policies as they pertain to compensation

Regulatory & Disclosure Compliance

• Partner with Legal and the Corporate Secretary’s office in preparation of the Compensation Discussion & Analysis (CD&A) and related proxy statement disclosures, ensuring compliance with SEC rules

• Monitor and apply evolving regulatory requirements (SEC, IRS Section 162(m)/409A, ISS/Glass Lewis guidelines, say-on-pay considerations)

• Manage clawback policy administration and other governance-related compensation policies

Market Analysis & Advisory

• Conduct competitive market analyses using survey data and peer group benchmarking to inform pay decisions

• Translate data and insights into clear, actionable recommendations for senior leaders

• Advise senior leadership and the CHRO on executive offers, promotions, retention arrangements, and severance/change-in-control provisions

• Partner with outside compensation consultants and legal counsel as needed

Cross-Functional Leadership

• Partner with Finance on compensation expense forecasting, accounting treatment, and budget planning

• Collaborate with Legal on employment agreements, executive offer letters, and severance arrangements

• Lead, mentor, and develop a high-performing executive compensation team, fostering operational excellence, strategic thinking, and strong client support

• Bachelor's degree and 12+ years of relevant compensation experience, including significant experience in executive compensation; or equivalent combination of education and experience

• Demonstrated experience supporting a Compensation Committee and preparing proxy/CD&A disclosures at a publicly traded company

• Strong knowledge of SEC executive compensation disclosure rules, equity plan design, and relevant tax/regulatory frameworks

• Experience with executive compensation benchmarking tools and survey data

• Excellent written and verbal communication skills, with experience preparing board-level materials

• Advanced degree (MBA) or professional certification (CCP, CECP)

• Experience in a government services, defense, or technology contracting environment

• Prior people management experience

• Familiarity with Workday or similar HRIS/compensation planning tools

The ideal candidate should be within commuting distance to Reston, and able to work onsite two days per week.

The Leidos pay range for this job level is a general guideline onlyand not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity, alignment with market data, applicable bargaining agreement (if any), or other law.