LMI is seeking a strategic Compensation & Incentives Lead to shape the future of how we reward, motivate, and retain talent in a rapidly evolving technology and government solution platform environment. This leader will architect innovative compensation strategies that enable business growth, strengthen market competitiveness, and reinforce a high-performance culture. 

This role serves as the organization's subject matter expert for enterprise compensation, executive compensation, variable pay, technical and sales incentives, and market intelligence. Working closely with executive leadership, Finance, Business Development, HR Business Partners, and Talent Management, this leader will develop forward-looking compensation strategies that align employee rewards with business outcomes, growth priorities, and organizational transformation. 

LMI is a new breed of digital solutions provider dedicated to accelerating government impact with innovation and speed. Investing in technology and prototypes ahead of need, LMI brings commercial-grade platforms and mission-ready AI to federal agencies at commercial speed.

Leveraging our mission-ready technology and solutions, proven expertise in federal deployment, and strategic relationships, we enhance outcomes for the government, efficiently and effectively. With a focus on agility and collaboration, LMI serves the defense, space, healthcare, and energy sectors—helping agencies navigate complexity and outpace change. Headquartered in Tysons, Virginia, LMI is committed to delivering impactful results that strengthen missions and drive lasting value.

Enterprise Compensation Strategy 

• 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.  

Incentive Strategy & Variable Compensation 

• 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.  

Executive & Board Compensation 

• 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.  

Workforce Architecture & Strategic Rewards 

• Partner with Talent Management to ensure compensation programs support career architecture, career progression, workforce planning, and leadership development.  

• Align compensation structures with technical career paths, digital capability growth, and evolving workforce strategies.  

• Provide strategic compensation guidance that supports business growth, evolving workforce needs, and enterprise priorities. 

Business Partnership 

• Serve as a trusted advisor to senior executives on compensation strategy and reward decisions.  

• Partner with HR Business Partners and Talent Acquisition to solve complex compensation issues while balancing business needs, employee experience, internal equity, and market competitiveness.  

• Support proposal pricing and compensation strategies for key government contract pursuits.  

Analytics & Market Intelligence 

• 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.  

Operational Excellence 

• 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.  

Compliance & Governance 

• 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.  

Leadership Expectations 

This leader will: 

• Think strategically before acting tactically.  

• Anticipate business needs before they become urgent.  

• Bring a commercial technology set of APIs to drive the needed outcomes in our markets 

• Develop recommendations rather than waiting for direction.  

• Influence senior leaders through data, insight, and business acumen.  

• Build strong partnerships across the enterprise including - Finance, HR, Growth, Technology, Operations, and Pricing.  

• Continuously identify opportunities to modernize, streamline, and automate compensation practices.  

Required 

• 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 

• 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.  

The target salary range for this position is $112,000-$193,000. 

The salary range displayed represents the typical salary range for this position and is not a guarantee of compensation. Individual salaries are determined by various factors including, but not limited to location, internal equity, business considerations, client contract requirements, and candidate qualifications, such as education, experience, skills, and security clearances.