Compensation Project Manager

Axiom Space•Houston, TX

16d•Onsite

About The Position

Axiom Space is a human space exploration company, building era-defining space infrastructure and delivering technology-driven solutions that will empower civilization to transcend Earth. Beginning with Axiom Station, successor to the International Space Station, the company is pioneering a next-generation orbital settlement that will foster groundbreaking innovation and research in microgravity and drive the global space economy of tomorrow. Today, guided by the vision of leading humanity's expansion off planet, Axiom Space is the principal provider of commercial human spaceflight services and developer of advanced spacesuits for the Moon and beyond. Since Axiom Space is a very complex work environment, we are looking for a resilient, high-energy Compensation Manager. This role owns Axiom's compensation programs end-to-end: the job leveling and market pricing that keep pay fair and defensible across the workforce, and executive and Board compensation work. This is a hands-on, individual-contributor, subject matter expert role reporting to the Chief People Officer. As the company grows, this role could potentially have direct reports in the future. The person in this seat will administer Axiom's existing compensation banding framework and title scoring model, own the compensation exception log, and prepare for executive compensation reviews. The ideal candidate will also be responsible for implementing best practices and an effective project management model and cadence. Excellent ownership and collaboration skills are essential to be successful in this role.

Requirements

Bachelor’s degree in Human Resources, Finance, Business or related discipline, and 7+ years of progressive experience, or an equivalent combination of education and experience
Direct exposure to executive compensation design, benchmarking, or Compensation Committee support
Working knowledge of SEC executive compensation disclosure requirements (CD&A, Item 402, say-on-pay) and Section 16 officer compensation processes
Hands-on experience with compensation survey platforms and surveys and job leveling or scoring methodologies
Experience administering equity compensation programs, including familiarity with dilution and cap table modeling
Communicate effectively, both orally and in writing at all levels of the organization
Work independently as well as collaboratively within a team environment
Provide a high level of customer service
Maintain strictest confidentiality
Establish and maintain effective working relationships across the organization
Track record of making things happen in ambiguous, fast-moving environments
Uses good judgement to problem-solve proactively, positively impacting hard challenges
Demonstrated organization skills to meet tight deadlines with high quality results
Passion for space and the mission
Entrepreneurial, growth mindset
High EQ and ability to collaborate within teams and cross-functionally
Tech-solutioning in using systems and tools to move smarter and faster
Embody our core values of leadership, innovation, and teamwork.
Accountability
Technical Rigor
Execution Discipline
Pride of Delivery
This position may require access to export controlled technical data or technology subject to NASA regulations, International Traffic in Arms Regulations (ITAR), or Export Administration Regulations (EAR). In accordance with U.S. export control laws, final candidates may be required to undergo additional export control screening to determine eligibility for access. Meeting these requirements is a condition of employment.
Must be willing to work evenings and weekends as needed to meet critical project milestones

Nice To Haves

SHRM-CP, SHRM-SCP, PHR, or SPHR, preferred
Knowledge of Workday, preferred
Certified Compensation and/or Human Resources Professional, preferred
International compensation administration experience, (outside the U.S.), preferred

Responsibilities

Own and maintain Axiom's salary structure, job leveling, and compensation bands across all levels, administering the existing scoring model and banding framework in partnership with Talent Acquisition and People Business Partners
Conduct market pricing and job matching using compensation survey data (comparable aerospace and technology cuts), refreshing benchmarks at least annually
Lead the annual compensation cycle: merit budget modeling, bonus pool funding recommendations, and equity refresh guidance
Own the compensation exception log for governance, ensuring every approval follows the documented authority matrix
Communicate based on project model such as progress, status, and potential risks and issues to stakeholders and leadership
Implement and maintain agile project management methodologies throughout the project lifecycle including sprints
Partner with executive compensation consultant on executive and Board compensation, including peer groups, market benchmarking, and pay-mix proposals
Prepare Compensation Committee materials, including pay-for-performance analysis, executive tally sheets, and equity utilization and burn-rate reporting
Operate with public-company governance, including reporting drafting support and officer compensation processes
Partner with Legal, Finance, and the equity plan administrator on grant processing, vesting schedules, and equity plan compliance
Model dilution and burn-rate scenarios to inform annual equity budget recommendations to the Chief People Officer
Conduct periodic pay equity analyses across the organization and recommend remediation, where warranted
Monitor multi-state pay transparency and disclosure requirements, ensuring Axiom's job postings and offer practices remain compliant as the company hires across states
Partner with HRBPs and Legal on FLSA exemption classification reviews, particularly at role-boundary transitions such as Supervisor-to-Manager
Build and maintain documentation supporting SOX-relevant compensation controls mimicking public company requirements
Partner with Talent Acquisition on offer construction, band exceptions, and market competitiveness for hard-to-fill roles and positions on the Critical Roles List
Support HRBPs with compensation guidance during performance cycles, promotions, and internal equity reviews
Present compensation analysis directly to VP-level and above stakeholders, as needed
Perform additional job duties as assigned