Senior Compensation & Equity Analyst

The Role

In this role, you will own compensation and equity strategy for a rapidly scaling organization, translating market data and internal equity considerations into clear, defensible pay decisions. You will manage our equity administration in Carta, build the analytical infrastructure that helps the People team and company leadership make data-driven workforce decisions, and champion the thoughtful adoption of AI tools across the People function. This role combines rigorous technical work — market benchmarking, equity mechanics, compensation modeling — with the judgment to communicate recommendations clearly to stakeholders at every level, including founders. If you enjoy working at the intersection of data, compensation design, and business strategy, this is the role for you.

Responsibilities

Compensation Strategy & Administration
Own end-to-end compensation processes, including offer reviews, promotion and merit recommendations, and market benchmarking across all job families
Manage compensation survey participation (e.g., Radford), including data submission, job mapping, and results interpretation
Build and maintain compensation frameworks — pay bands, leveling, and specialized frameworks (e.g., clearance premiums, hard-to-fill technical roles)
Partner with recruiters and hiring managers to validate offer memos against internal equity, peer set data, and compensation floors ahead of founder approval
Equity Program Management
Own equity administration in Carta, including grant tracking, cap table reconciliation, and data accuracy for internal and external reporting
Support equity program design, including new-hire grants, refresh cycles, and promotion-related equity, in partnership with People Ops leadership
Model equity scenarios (dilution, option pool sufficiency, grant timing) to inform program decisions
People Analytics
Build and maintain workforce dashboards and reporting (headcount, attrition, pacing, compensation trends) for People Ops and leadership audiences
Partner with People team leadership on data pulls supporting workforce planning, location strategy, and other business-critical analyses
Ensure data integrity across HR systems (Rippling, Carta) to support accurate, timely reporting
AI Adoption & Enablement
Lead evaluation and rollout of AI tools that improve People Ops efficiency, from compensation modeling to recruiting operations
Develop internal guidelines and training to support responsible, effective AI use across the People function
Business Partnership
Act as a proactive partner to People Ops leadership on matching headcount and compensation investment to business initiatives
Provide backup support on workforce planning, location strategy, and ad hoc leadership requests (e.g., board materials, investor-facing analyses) as needed
Qualifications

4+ years in compensation, HR analytics, or a related quantitative HR function, with a track record of translating data into clear recommendations for leadership
Direct experience with compensation benchmarking and survey participation (e.g., Radford, Option Impact, or similar)
Working knowledge of equity mechanics (vesting, dilution, option pools); experience with an equity administration platform such as Carta is a plus
Strong Excel/Google Sheets modeling skills; comfort building and maintaining dashboards and forecasting tools
Nice to Have

Background in aerospace, hardware, or other technical-hiring-heavy industries
Experience supporting board-level or investor-facing People analytics
Compensation and Benefits:

Base salary range for this role is $120k– $170k + equity in the company
Salary will be based on several factors including, but not limited to: knowledge and skills, education, and experience level
Comprehensive benefits package including paid time off, medical/dental/vision coverage, life insurance, paid parental leave, and many other perks