Global Rewards and Recognition Partner

 Amentum is a global leader in advanced engineering and innovative technology solutions, trusted by the United States and its allies to address their most significant and complex challenges in science, security and sustainability. Our people apply undaunted curiosity, relentless ambition and boundless imagination to challenge convention and drive progress. Our commitments are underpinned by the belief that safety, collaboration and well-being are integral to success. Headquartered in Chantilly, Virginia, we have approximately 50,000 employees in more than 70 countries across all 7 continents.

The Global Rewards & Recognition Partner plays a critical role in shaping and advancing employee recognition, rewards, and broader Global Rewards programs that strengthen employee experience, engagement, and retention across the organization. With a primary focus on recognition strategy, incentive program design, employee communications, and program effectiveness, this role helps ensure rewards programs are competitive, scalable, and aligned with business priorities and organizational culture.

Working in close partnership with HR, business leaders, Finance, HR Operations, and external vendors, this position drives the development and evolution of recognition and rewards initiatives, helps translate enterprise priorities into meaningful employee programs, and identifies opportunities to enhance the effectiveness, consistency, and impact of Global Rewards offerings over time. The role is well suited for a strategic Global Rewards professional who brings strong program leadership, sound judgment, and the ability to connect business needs with a compelling employee value proposition.

The ideal candidate brings strategic perspective, strong execution capability, analytical rigor, and a collaborative style, along with the ability to influence stakeholders and lead work across a complex, fast-paced environment. This position is US remote telework and US Citizenship is required.

Key Responsibilities:

• Develop, lead, and enhance employee recognition and rewards programs, including peer recognition, service awards, annual recognition initiatives, and related employee engagement efforts.
• Shape the design, and ongoing evolution of recognition programs to improve employee participation, program consistency, and overall impact across the organization.
• Lead or contribute to the development and administration of incentive and bonus programs, including design considerations, reporting, employee communications, and support during compensation review cycles and annual planning activities.
• Partner with HR, business leaders, Finance, HR Operations, and external vendors to drive the effective execution and continuous improvement of recognition, incentive, and broader Global Rewards programs.
• Develop and maintain employee-facing materials, program guidelines, and communications that clearly articulate the value, intent, and positioning of Global Rewards and recognition offerings.
• Monitor program effectiveness through reporting, analysis, stakeholder feedback, and market awareness, and recommend enhancements to improve outcomes, employee experience, and alignment with organizational goals.
• Help ensure rewards and recognition programs are managed in alignment with established processes, governance expectations, documentation standards, and compliance requirements.
• Maintain accurate program data and protect the confidentiality of employee, compensation, and rewards-related information.
• Serve as internal consultant to HR, Finance, Operations, business leaders, and external partners on program design, governance, communications, and implementation.
• Support change management efforts for new or evolving rewards programs, including impact assessments, stakeholder engagement, communications planning, training materials, and adoption tracking.
• Partner across HR and business functions to identify program risks, dependencies, process gaps, and opportunities to improve scalability, consistency, participation, and employee engagement/experience.

Knowledge and Skills:

• Strong business judgment and the ability to translate organizational priorities into effective employee programs and communications.
• Strong communication and stakeholder management skills, with the ability to work effectively across functions and influence partners at multiple levels of the organization.
• Experience working with HR systems, reporting, and data-driven program management.
• Strong analytical capability and comfort using data, reporting, and feedback to assess program effectiveness and identify improvement opportunities.
• Experience supporting enterprise-wide, multi-location, or global employee programs.
• Exposure to incentive, bonus, or comp