Sevinc Bailey

Senior Manager, Compensation and Total Rewards leader with 15+ years of progressive experience, specializing in the government contracting and multinational sectors. Expert in designing global compensation programs, driving COE model transition, and establishing job architecture and internal equity. Proven success leading annual cycles (merit, LTI, bonus), supervising global analyst teams, and ensuring strict international regulatory compliance. Proven track record of supporting executive and Board-level decision-making.

Nightwing – Manager, Compensation, Nov 2024 – Sep 2025. 

Led enterprise-wide compensation strategy in partnership with senior leadership, HR, and Finance. Directed global pay programs, including merit, equity, and incentive cycles. Oversaw Workday Compensation architecture and governance. Delivered analytics and insights to inform talent investment, pay equity, and organizational design. Managed a portfolio of vendor relationships, including compensation survey providers, ensuring cost-effective service delivery and system optimization.

Epsilon – Senior Manager, Compensation, Jan 2023 – Oct 2024. 

Directed the end-to-end execution of annual compensation cycles and incentive programs across business units.Defined job architecture and base pay structures. Partnered with HRIS and Finance to optimize systems and communication and presented analytics to guide strategic workforce decisions. Oversaw a portfolio of vendor relationships, including compensation survey providers, ensuring cost-effective service delivery and system optimization.

Intelsat – Principal Compensation Analyst, May 2019 – Apr 2020. 

Implemented Callidus incentive software. Modeled Sales compensation plan costs and managed accruals. Administered quarterly sales incentive cycles and supported compensation analytics.

SAIC – Senior Compensation Specialist Dec 2014 – Nov 2017 

Led executive and non-executive compensation programs. Conducted financial modeling, audits, and prepared materials and analyses for board-level reporting. Partnered with Contracts and Pricing on bid rates, supporting salary benchmarking in response to federal RFPs. Designed compensation procedures and supported system automation. Oversaw a portfolio of vendor relationships, including compensation survey providers, ensuring cost-effective service delivery and system optimization. Managed and oversaw core annual processes, including annual merit cycles, salary structure updates, bonus programs, and long-term incentives (LTI). Conducted advanced compensation modeling and market benchmarking using global data sets to ensure market-competitive pay.  Ensured strict compliance with local labor laws and international regulatory standards across all compensation practices. Maintained compensation platform proficiency (e.g., in Mercer, Towers Watson, or Payfactors) to ensure system accuracy and data integrity.

General Dynamics IT – Senior Compensation Analyst Sep 2013 – Dec 2014 

Advised leadership on compensation strategy, equity, and classification. Managed job architecture and salary structures. Led market surveys and budget forecasting. Partnered with Contracts and Pricing on bid rates, supporting salary benchmarking in response to federal RFPs. Oversaw a portfolio of vendor relationships, including compensation survey providers, ensuring cost-effective service delivery and system optimization. Ensured strict compliance with local labor laws and international regulatory standards across all compensation practices. Maintained compensation platform proficiency (e.g., in Mercer, Towers Watson, or Payfactors) to ensure system accuracy and data integrity.

United Technologies Aerospace Systems – Executive Compensation Programs,Dec 2012 – March 2013. 

Administered executive appointments and compensation plans across business units.

Northrop Grumman – Senior Compensation Analyst, Jun 2002 – Dec 2012. 

Designed and implemented Northrop Grumman’s global compensation programs and strategy, playing a pivotal role in the transition to a Center of Excellence (COE) model. Developed and evolved a consistent job architecture and career leveling framework spanning global functions. Led high-impact projects to establish internal equity across regions by creating scalable compensation programs. Partnered with HRBPs to advise on organizational structure, promotions, and offers, ensuring alignment with the global leveling framework. Managed full-cycle merit and incentive programs. Partnered with Contracts and Pricing on bid rates, supporting salary benchmarking in response to federal RFPs. Conducted equity reviews, audits, and market analyses. Served as SME for compensation systems and ERP evaluation. Supported HR metrics, digital resources, and training initiatives. Established HR metrics and led ERP gap analysis. Managed bonus programs and supported contract phase-ins. Performed specialized HR functions with discretion and analytical rigor. Oversaw a portfolio of vendor relationships, including compensation survey providers, ensuring cost-effective service delivery and system optimization. Maintained compensation platform proficiency (e.g., in Mercer, Towers Watson, or MarketPay) to ensure system accuracy and data integrity. Ensured strict compliance with local labor laws and international regulatory standards across all compensation practices.

Workday - Advanced Compensation Certification –2025

WorldatWork

(In process) Certified Compensation Professional 

Expected in 09/2028

Uludag University | Bursa, Turkey 

Bachelor of Arts in Art Education & Textile Design