Senior Compensation Analyst

AeroVironment•Arlington, VA

About The Position

The Senior Compensation Analyst assists in designing, analyzing, and executing market-competitive and equitable compensation programs. The role serves as a trusted expert and advisor, guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities. The analyst helps develop compensation policies and practices that support retention and employee engagement in alignment with AV’s overall strategy. The position supports compensation strategy and program design, including salary structures, job levelling, internal pay frameworks, and policies for base pay, bonuses, long-term incentives, and promotions. It leads the annual compensation planning cycle for an assigned business group and advises on compensation decisions affecting hiring, retention, and workforce planning. The role conducts market benchmarking and compensation surveys, leads internal pay equity reviews, monitors industry trends, and provides insights based on labor-market data and business needs. It also ensures compensation programs comply with applicable legal requirements, maintains documented policies and governance frameworks, and supports audits, regulatory reporting, and compensation reviews. The analyst partners with HR Business Partners, Talent Acquisition, and leadership, translating complex data into clear recommendations. The role requires access to information subject to ITAR and/or EAR requirements. Applicants must qualify as a U.S. person under applicable regulations or be eligible for an export license; some positions may require current U.S. citizenship due to contract requirements. AV offers medical, dental, and vision coverage, a 401(k) with company matching, a 9/80 work schedule, and a paid holiday shutdown.

Requirements

Bachelor’s degree in HR, Business, Finance, or a related field, or an equivalent combination of education, training, and experience.
At least 5 years of hands-on compensation experience.
Advanced data and predictive analytics skills, including experience with Excel, Power BI, and Workday Advanced Comp.
Ability to influence cross-functional stakeholders and support strategic decision-making.
Integrity, sound judgment, and discretion in handling sensitive compensation matters.
Excellent written and verbal communication skills, including the ability to present complex information clearly and concisely.
Strong knowledge of Microsoft Office Suite, including Word, PowerPoint, and Excel.
Ability to work with little supervision and exercise independent judgment regularly.
Ability to gain cooperation from others and present technical information concerning projects or schedules.
Strong grasp of compensation laws, internal equity principles, and market pricing.
Ability to work in an office environment.
Ability to sit and stand for long periods; talk, hear, and use hands and fingers to operate a computer and telephone keyboard.
Must qualify as a U.S. person under ITAR/EAR requirements or be eligible for an export license; some positions may require current U.S. citizenship due to contract requirements.

Nice To Haves

Advanced degree, MBA, or MS preferred.
Certified Compensation Professional (CCP) certification is a plus.

Responsibilities

Develop and maintain salary structures, job levelling, and internal pay frameworks.
Assist with designing and implementing policies for base pay, bonuses, long-term incentives, and promotions.
Lead the annual compensation planning cycle for an assigned business group.
Advise on compensation decisions affecting hiring, retention, and workforce planning.
Conduct market benchmarking and compensation surveys.
Lead internal pay equity reviews, identify gaps, and recommend solutions.
Monitor industry trends and emerging compensation practices.
Provide insights and recommendations based on labor-market data and business needs.
Ensure compensation programs align with legal requirements, including FLSA, pay equity laws, and transparency regulations.
Maintain documented compensation policies and governance frameworks.
Support internal audits, regulatory reporting, and compensation reviews.
Lead on pay equity and transparency.
Lead job levelling processes for an assigned business group.
Collaborate with HR Business Partners, Talent Acquisition, and leadership to guide compensation decisions.
Translate complex data into clear, compelling stories and actionable recommendations.
Perform other duties as assigned.