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Senior Compensation Policy Specialist

May 27, 2026

<p><b><i><span>Begin your journey of a flourishing and meaningful career with Leidos!</span></i></b></p><p><b><i><span>Are you passionate about helping to take care of the people who make it safe to fly? Keep reading! </span></i></b></p><p></p><p>Leidos is seeking a part-time<b> Senior Compensation Policy Specialist</b> to support the FAA’s Office of Human Resource Management.</p><p> The selected candidate will provide expert policy/technical guidance to HR staff, managers, employees, and other agency components in the analysis, interpretation, development, and/or implementation of laws, regulations, statutes, and policies involving any of the major HR functions (e.g., staffing, recruitment, position classification, compensation, benefits, employee relations, work-life, etc.) in accordance with merit system principles. Some projects may involve providing expert analysis and actionable recommendations to address personnel policy issues through innovative strategies that are compliant, cost-effective, and operationally feasible within the FAA’s excepted service personnel management framework.</p><p></p><p><b><span>Primary Responsibilities: </span></b></p><ul><li>Analyze FAA pay structures (e.g., FV, ES, and other applicable systems)</li><li>Identify pay disparities, compression, inversion, and inequities linked to reorganization</li><li>Assess impacts on workforce outcomes (e.g., attrition, skills gap challenges)</li><li>Analyze the impact of potential policy changes on workforce outcomes and agency strategies</li><li><span>Evaluate applicable authorities under:</span></li><li><span>Title 5 U.S.C.</span></li><li><span>Title 49 U.S.C. (FAA-specific authorities)</span></li><li><span>Identify permissible policy flexibilities, constraints, and approval pathways</span></li><li><span>Develop multiple recommendations and approval options to address various policy needs driven by agency priorities, including, but not limited to:</span><ul><li><span>Retention incentives</span></li><li><span>Pay adjustments or alignment strategies (as authorized)</span></li><li><span>Non-monetary retention approaches</span></li><li><span>Special policy bulletins</span></li><li><span>Policy governance structures</span></li><li><span>Ensure all options are legally compliant, scalable, and aligned to mission needs</span></li></ul></li><li><span>Conduct benchmarking against:</span><ul><li><span>Federal agencies with comparable personnel systems</span></li><li><span>Relevant private sector practices (as applicable)</span></li></ul></li><li><span> Provide implementation considerations, including:</span><ul><li><span>Governance and approval requirements</span></li><li><span>Risk analysis (legal, financial, employee relations)</span></li><li><span>Change management considerations</span></li></ul></li></ul><p></p><p><b><span>Minimum Qualifications:</span></b></p><ul><li>Requires a BA degree and 12 plus years of prior relevant experience or Master’s degree with 10 years of prior experience; specifically Human Resources and the following areas.</li><li>Prior FAA experience or other federal agencies. </li><li>Specialized expertise to assess compensation structures and develop legally compliant, data-driven incentive and retention strategies aligned with Title 5 and Title 49 authorities.</li><li>Expert knowledge of all aspects of Title 5 and Title 49 personnel policies.</li><li>Understanding of FAA pay structures and pay disparities</li></ul><p>If you're looking for comfort, keep scrolling. At Leidos, we outthink, outbuild, and outpace the status quo — because the mission demands it. We're not hiring followers. We're recruiting the ones who disrupt, provoke, and refuse to fail. Step 10 is ancient history. We're already at step 30 — and moving faster than anyone else dares.</p><h2></h2><h2></h2><h2><u><b>Original Posting:</b></u></h2>May 26, 2026<div><div><div><div><div><div><div><p style="text-align:inherit"></p><p style="text-align:left">For U.S. Positions: While subject to change based on business needs, Leidos reasonably anticipates that this job requisition will remain open for at least 3 days with an anticipated close date of no earlier than 3 days after the original posting date as listed above.</p></div></div></div></div></div></div></div><div></div><p style="text-align:inherit"></p><h2><b><u>Pay Range:</u></b></h2>Pay Range $116,350.00 - $210,325.00<p style="text-align:inherit"></p><p style="text-align:left"><span>The Leidos pay range for this job level is a general guideline only and 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.</span></p>

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Common Interview Questions And Answers

1. HOW DO YOU PLAN YOUR DAY?

This is what this question poses: When do you focus and start working seriously? What are the hours you work optimally? Are you a night owl? A morning bird? Remote teams can be made up of people working on different shifts and around the world, so you won't necessarily be stuck in the 9-5 schedule if it's not for you...

2. HOW DO YOU USE THE DIFFERENT COMMUNICATION TOOLS IN DIFFERENT SITUATIONS?

When you're working on a remote team, there's no way to chat in the hallway between meetings or catch up on the latest project during an office carpool. Therefore, virtual communication will be absolutely essential to get your work done...

3. WHAT IS "WORKING REMOTE" REALLY FOR YOU?

Many people want to work remotely because of the flexibility it allows. You can work anywhere and at any time of the day...

4. WHAT DO YOU NEED IN YOUR PHYSICAL WORKSPACE TO SUCCEED IN YOUR WORK?

With this question, companies are looking to see what equipment they may need to provide you with and to verify how aware you are of what remote working could mean for you physically and logistically...

5. HOW DO YOU PROCESS INFORMATION?

Several years ago, I was working in a team to plan a big event. My supervisor made us all work as a team before the big day. One of our activities has been to find out how each of us processes information...

6. HOW DO YOU MANAGE THE CALENDAR AND THE PROGRAM? WHICH APPLICATIONS / SYSTEM DO YOU USE?

Or you may receive even more specific questions, such as: What's on your calendar? Do you plan blocks of time to do certain types of work? Do you have an open calendar that everyone can see?...

7. HOW DO YOU ORGANIZE FILES, LINKS, AND TABS ON YOUR COMPUTER?

Just like your schedule, how you track files and other information is very important. After all, everything is digital!...

8. HOW TO PRIORITIZE WORK?

The day I watched Marie Forleo's film separating the important from the urgent, my life changed. Not all remote jobs start fast, but most of them are...

9. HOW DO YOU PREPARE FOR A MEETING AND PREPARE A MEETING? WHAT DO YOU SEE HAPPENING DURING THE MEETING?

Just as communication is essential when working remotely, so is organization. Because you won't have those opportunities in the elevator or a casual conversation in the lunchroom, you should take advantage of the little time you have in a video or phone conference...

10. HOW DO YOU USE TECHNOLOGY ON A DAILY BASIS, IN YOUR WORK AND FOR YOUR PLEASURE?

This is a great question because it shows your comfort level with technology, which is very important for a remote worker because you will be working with technology over time...