Compensation Manager

Pyka•Alameda, CA

4d•$150,000 - $200,000

About The Position

Pyka is seeking a Compensation Manager to lead and grow its global compensation programs as the company scales. Pyka currently has salary bands, equity programs, and compensation structures in the US and Brazil. This individual contributor role will own and evolve those programs, keep them competitive, and adapt them as Pyka expands into new countries. The position is critical to attracting and retaining technical and operational talent in a competitive hardware and aerospace market. The Compensation Manager reports to the Head of People and works closely with the people team and company leadership. Depending on the candidate’s interests and experience, the role may also take ownership of benefits programs, including plan design, broker and vendor management, and open enrollment.

Requirements

At least 5 years of dedicated compensation experience, ideally in a fast-paced hardware, technology, or aerospace startup.
Proven experience running compensation across multiple countries, with US operations as a core market.
At least 3 years of experience with startup equity programs, including grant sizing, market benchmarking, and structured grant frameworks.
Knowledge of technology and hardware compensation benchmarking databases such as Radford, Option Impact, or Mercer.
Strong analytical proficiency in Google Sheets or Excel for compensation modeling, salary bands, and market data analysis.
Proven understanding of US labor laws and pay transparency mandates, including FLSA.
Ability to explain complex compensation and equity mechanics clearly to employees and candidates across regions and cultures.

Nice To Haves

Experience managing compensation in Brazil or elsewhere in Latin America.
Experience implementing or expanding compensation programs in a new country, including benchmarking, band design, and local compliance.
Experience administering or optimizing compensation planning software such as Pave, Pequity, or Comprehensive.
Familiarity with cross-border equity considerations, global taxation, and international mobility strategies for growing engineering teams.
Understanding of tax, accounting, and legal considerations for domestic and international stock options, exercise windows, and equity compensation structures.
Experience building, growing, and leading a compensation team.
Experience as the first dedicated compensation hire at a company, building programs from the ground up.

Responsibilities

Shape Pyka’s compensation philosophy and programs with the Head of People and leadership, aligning pay strategy with business goals and hiring plans.
Own and evolve salary bands, job families, and variable pay programs for engineering, manufacturing, flight operations, and G&A roles in the US and Brazil.
Manage, configure, and optimize compensation management platforms and tools for merit cycles, salary planning, and benchmarking.
Run equity compensation programs, including applying and refining grant guidelines and equity bands, aligning the cap table with Finance and Legal, and educating candidates and employees about equity.
Conduct ongoing market analysis using technology and hardware compensation data and recommend salary band adjustments for operating markets.
Run annual compensation reviews, merit increases, and promotion cycles with the Head of People, People Operations, and leadership.
Ensure compensation programs comply with federal, state, local, and international regulations, including FLSA, pay transparency laws, and applicable Brazilian labor requirements.
Create clear compensation communications and resources to help employees and candidates understand pay decisions and equity value.
Potentially take ownership of benefits programs, including plan design, broker and vendor management, and open enrollment.