Sevinc O. Bailey
Summary
Sevinc Bailey is a results-oriented and analytical thinker with a strong command of best compensation practices, collaboration, and sensitive to business operations’ needs in a diverse organization. She is a dedicated compensation professional, with overall 20 years of experience in HR&A operations in publicly traded industries. 12 years, specialized in compensation designing and administering base and variable pay programs, and two years of hands-on experience developing executive compensation offer packages as well as building supporting analysis and tables for presentations to the Compensation Committee and senior executives. Experienced in the administration of annual year-end executive merit, bonus, and equity planning.
Overview
24
24
years of professional experience
Work History
Manager, Compensation
Nightwing
11.2024 - 09.2025
- Collaborates with business leaders, HR Business Leaders, and finance to develop a range of compensation projects and initiatives.
- Co-leads the execution of compensation programs, including annual salary reviews, merit processes, variable compensation plans, commission plans, one-time payments, equity, and other programs.
- Responsible for the creation and maintenance of Workday Compensation-related plans, including but not limited to the Annual Compensation Business Process in Workday.
- Manages and oversees large-scale initiatives involving cross-functional teams.
- Maintains compensation structure, company total rewards philosophy, and classification system, defines job levels and families, compiles and analyzes market data, and establishes pay parameters.
- Participates in compensation surveys, analyzes, and interprets market data.
- Conducts special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation, or company pay equity.
- Collaborates with HR Business Leaders, Finance, HRIS, and business leaders to implement processes, systems, and tools to improve compensation administration, communication, and analysis.
- Delivers in-depth analytics results and presents them to business leaders and HR leaders for informed decision-making.
- Develops and delivers compensation-related communication and training.
Senior Manager, Compensation
Epsilon
01.2023 - 10.2024
- Partners with business leaders, HR Business Leaders and finance to create on variety of compensation projects and initiatives.
- Co-leads on execution of compensation programs such as annual salary review/merit process, variable compensation/commission plans, one-time payments, equity and other compensation programs.
- Manages and oversees large scale initiatives involving cross-functional teams.
- Maintains compensation structure, company total rewards philosophy and classification system, defines job levels and families, compiles and analyzes market data and establishes pay parameters.
- Participates in compensation surveys, analyze and interpret market data.
- Conducts special studies and recommendations on subjects such as incentive compensation, bonus plans, sales compensation or company pay equity.
- Collaborates with HR Business Leaders, Finance, HRIS, and business leaders to implement processes, systems and tools to improve compensation administration, communication and analysis.
- Delivers in depth analytics results and presents to business leaders, HR Business leaders for decision making.
- Develops and delivers Compensation related communication, training and supports efforts related to change management.
Principle Compensation Analyst
Intelsat
05.2019 - 04.2020
- Implementation of Callidus Sales Incentive Plan software; participated on project team testing, configuration.
- Develop incentive plan cost models to reflect plan design changes and managed accruals.
- Analytics support and data analysis on project related to Compensation Programs.
- Administered the company sales incentive plan; prepare quarter materials for sales incentive plan committee, participant quota and payout statements.
Sr. Compensation Specialist
SAIC
12.2014 - 11.2017
- Conducts financial and statistical analyses in support of executive compensation plan design and administration efforts.
- Implements and administers the compensation program for new and existing employees’ base, short term direct cash and long-term equity plans.
- Implements and administers Business Development incentive plan.
- Assists in the preparation for the Compensation and Human Resources Committee and Board review materials.
- Performs annual audits on executive and non-executive compensation plans for accuracy and adherence to program guidelines.
- Designs and documents Compensation administrative practices and procedures focusing on continual improvement.
- Participates in executive and non-executive surveys.
- Partners with executive recruitment to develop offer packages for external executive hires and placements.
- Provides counsel to Division management and cognizant HR regarding compensation issues including salary actions, internal and external equity issues, job classifications, and FLSA concerns.
- Participates in the mapping of labor categories for bid and proposals.
- Manages company compensation job structure. Reviews requests for new or revised classifications to determine appropriate salary grade and job creation.
- Serves as principal administrator for major compensation functions/programs, including market surveys, incentive planning, salary structure development, process automation.
- Participates in the administration of the annual performance evaluation process and reviews merit actions for conformance to policy and directives.
- Partners with Contracts/Pricing to develop competitive bid rates for forward pricing.
- Performs variety of statistical analyses related to compensation data in support of incurred cost submission.
Sr. Compensation Analyst
General Dynamics IT
09.2013 - 12.2014
- Provides counsel to management and Division HR regarding compensation issues including salary actions, internal and external equity issues, job classifications, and FLSA/SCA issues.
- Participates in the mapping of labor categories for proposals.
- Manages company compensation job structure. Reviews requests for new or revised classifications to determine appropriate salary grade and job code assignment.
- Serves as principal administrator for major compensation functions/programs, including market surveys, incentive planning, salary structure development, process automation.
- Participates in the salary budget determination through providing executive summary of internal and external forecast analysis.
- Participates in the administration of the annual performance evaluation process and reviews merit actions for conformance to policy.
Executive Compensation Programs
United Technologies Aerospace Systems Unit
Charlotte, NC
01.2012 - 04.2012
- Responsible for Executive appointments process administering base, incentive and equity plans as well as managing other Executive programs for United Technologies Aerospace Systems Business Unit Segments.
Senior Compensation Analyst
Northrop Grumman Technical Services Business Unit
Herndon, VA
01.2006 - 12.2012
- Performs Base Pay Market Pricing, Job analysis and evaluations, Fair Labor Standard Act (FLSA) exemption testing for Business Operations’ existing and new business needs in support of Business Operations’ HR Management.
- Reviews and recommends off cycle compensation actions such as promotions, equity adjustments.
- Manages full cycle of annual merit, short term and long-term processes for Business Operations thorough collaboration with Business Operations’ Human Resources Management in support of successful completing of Annual Total Compensation Planning.
- Administers Timely Awards, Award for Excellence, Management Incentive and Achievement Plans.
- Conducts ad-hoc market surveys and is responsible for conducting audits on bonus plan payout analysis for Compensation and Benefits Management Review.
- Performs audits on and off cycle base pay payouts for Compensation and Benefits Management Reviews.
- Responsible compensation lead representing Business Operations’ best practices administering Timely Award, Reward and Recognition plan administration in Corporate wide initiative to harmonize and streamline processes for both Business Operations and Corporate office, while ensuring full compliance with local and federal requirements.
- Responsible for participating in Salary, ad-hoc Surveys.
- Performs Compensation Analysis for measuring Sector’s base pay positioning to market.
- Conducts Compensation Review and recommendations of Internal Equity issues in support to Business Operations’ Human Resource Management when assessment is requested from Compensation and Benefits Management.
- Acts as Subject Matter Expert (SME) in selection, evaluation and implementation of merit, short and long-term incentive planning management systems in Corporate Compensation Project Team.
- Provides evaluation and recommendations of e-Compensation platforms to Compensation and Benefits Management in assistance of communication to Business Operations’ HR Leadership and coordination of training planning to cognizant Business HR customers and Management team.
- Took active role in reviewing and updating communication materials, policy and procedures.
- Participates in Annual Lessons Learned Reviews concerning Merit, short and long-term Incentive planning.
- Participates in User Acceptance Testing (UAT) and Quality Assurance Testing (QAT) throughout the application testing life cycle to ensure successful execution of fixes and enhancements ensured delivery of Sector’s Human Resource leaderships’ expectations of quality and accuracy.
Human Resources Analyst II
Northrop Grumman
01.2002 - 12.2004
- Established HR Metric System used as quantified analyses of all employee organizational interfaces, input to business strategy and effectiveness of organizational interventions.
- Designed and implemented HR&A Website for access to plans, forms and other human resources information.
- Acted as functional Lead in an Enterprise Resource Planning (ERP) system business requirements evaluation and gap analysis effort for sector-wide HRIS implementation consideration.
- Exposed in business process flows, systems and procedures.
- Participated in Phase-in support of new contract acquisitions.
- Managed Business Development Bonus Incentive programs in accordance with company plan procedures.
Senior Human Resources Assistant
Northrop Grumman
01.2002 - 12.2004
- Performed specialized human resources-related functions involving contacts throughout the company and exposure to sensitive information necessitating considerable use of tact and discretion.
- Reviews, analyzes, and recommends action from various specialized personnel reports.
- Prepare detailed and confidential reports.
Education
Bachelor’s Degree - Art Education and Textile Design
Uludag University
Master’s Program - Human Resources Management non-student status course completion
Marymount University
Skills
- 11 years of Compensation programs implementation and administration in mid to large size public companies
- Strong command for HR Information Systems (PeopleSoft query, Manager Direct Access, Employee Direct Access, eComp Module, People fluent Performance Management module)
- Proficiency in both MacOS and PC platform for office tools; Word, Excel, PowerPoint, Outlook, Adobe Illustrator, Photoshop, and Visio
- An Intermediate level of Access Database
- Experienced user of Market Pay
Related Training And Skills
- Introduction to Access Database, International Tree, 2003
- Service Contract Act, ManTech
- Workday – Advanced Compensation Training Certificate
- Strategies for Developing Effective Presentation Skill, American Management Association Seminar, 2010
Timeline
Manager, Compensation
Nightwing
11.2024 - 09.2025
Senior Manager, Compensation
Epsilon
01.2023 - 10.2024
Principle Compensation Analyst
Intelsat
05.2019 - 04.2020
Sr. Compensation Specialist
SAIC
12.2014 - 11.2017
Sr. Compensation Analyst
General Dynamics IT
09.2013 - 12.2014
Executive Compensation Programs
United Technologies Aerospace Systems Unit
01.2012 - 04.2012
Senior Compensation Analyst
Northrop Grumman Technical Services Business Unit
01.2006 - 12.2012
Human Resources Analyst II
Northrop Grumman
01.2002 - 12.2004
Senior Human Resources Assistant
Northrop Grumman
01.2002 - 12.2004
Bachelor’s Degree - Art Education and Textile Design
Uludag University
Master’s Program - Human Resources Management non-student status course completion
Marymount University
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