Senior Compensation Analyst

About the Team:

The People team is a core enabler of the business, with a true seat at the table and broad visibility across the company. From compensation and benefits to performance and onboarding, the team takes a comprehensive approach to supporting employees and leaders alike. We embed ourselves into departments, understanding needs and shaping the foundational strategies that will help individuals thrive as the company scales. Every challenge is an opportunity to solve for what really matters, with agility, empathy, and creativity.

About the Role:

• Own key compensation workstreams (market pricing, offer review, structure upkeep, audits) end-to-end; complete tasks independently while seeking input on priorities when needed.
• Price niche and hard-to-match aerospace roles by triangulating multiple sources (surveys, peer benchmarks, role architecture) and documenting rationale and limitations.
• Flag misalignments within job and compensation architecture while proposing pragmatic fixes that consider upstream/downstream impacts (TA, HR, Finance, Managers).
• Build clear analyses and decision memos translating data insights into actionable stories that influence team goals-e.g., range refreshes, geographic differentials, shift/skill premiums, and manufacturing pay practices. Improve processes from the lens of automation: identify inefficiencies, pilot solutions, document standards, and share knowledge.
• Partner with Total Rewards and internal People Team members on annual business rhythms; occasionally guide the work of others on a project basis.

About You:

• Solid command of core compensation tools and methods (market surveys, slotting/matching, structure modeling, compa-ratio analysis, aging, leveling); know when quick analysis is enough and when deeper rigor is warranted.
• Working knowledge of compliance and risk areas affecting pay decisions (FLSA, pay transparency, differentials/shift pay, internal equity principles); sound judgment with the ability to self-identify misses.
• Strong prioritization and time-management habits-able to juggle urgent People Team needs with planned projects, communicate blockers early, and suggest paths forward.
• Clear, concise communication skills: explain complex trade-offs to non-experts, present options with pros/cons, and document decisions for cross-functional partners.
• Growth mindset and resilience: proactively seek mentorship, learn from wins and misses, and iterate; contribute to an inclusive, candid team culture and support junior teammates.

Nice to haves but not required:

• Experience in high-growth or manufacturing/engineering environments is a plus
• Workday
• Advanced Excel/Sheets
• At least one compensation platform (e.g., MarketPay, Radford/WTW, Comptryx) preferred.