Senior Compensation Partner

AeroVironment•Monrovia, CA

3d•Onsite

About The Position

The Senior Compensation Partner will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve 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 Senior Compensation Partner will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy.

Requirements

Bachelor’s degree required in HR, Business, Finance or a related field or equivalent combination of education, training, and experience.
Minimum of 5 years of hands-on compensation experience required.
Advanced data and predictive analytics skills, with experience using Excel, Power BI and Workday including Advanced Comp
Proven ability to influence cross-functional stakeholders and support strategic decision-making.
High level of integrity, sound judgment, and discretion when dealing with sensitive compensation matters.
Excellent written and verbal communication skills—with the ability to present complex information clearly and concisely.
Strong knowledge of Microsoft Office Suite (Word, PowerPoint, Excel).
Works well with little supervision and exercises independent judgement on a regular basis.
Ability to gain cooperation of others, conducting presentations of technical information concerning specific projects or schedules.
Strong grasp of compensation laws, internal equity principles, and market pricing.
U.S. Citizen, U.S. Permanent Resident (Green Card holder) or asylee/refugee status as defined by 8 U.S.C. 1324b(a)(3) required.
This position requires access to information that is subject to compliance with the International Traffic Arms Regulations (“ITAR”) and/or the Export Administration Regulations (“EAR”). In order to comply with the requirements of the ITAR and/or the EAR, applicants must qualify as a U.S. person under the ITAR and the EAR, or a person to be approved for an export license by the governing agency whose technology comes under its jurisdiction.
A “U.S. person” according to the ITAR definition is a U.S. citizen, U.S. lawful permanent resident (green card holder), or protected individual such as a refugee or asylee. See 22 CFR § 120.15.
Some positions will require current U.S. Citizenship due to contract requirements.

Nice To Haves

Advanced degree, MBA or MS is preferred.
CCP Certification is a plus

Responsibilities

Develop and maintain robust salary structures, job levelling, and internal pay frameworks.
Assist with the design and implement policies for base pay, bonuses, long-term incentives, and promotions that balance equity, compliance, and market competitiveness.
Lead the annual compensation planning cycle for assigned business group.
Serve as an advisor for compensation-related decisions that impact hiring, retention, and workforce planning.
Conduct in-depth market benchmarking and compensation surveys to ensure market competitiveness.
Lead internal pay equity reviews, identifying gaps and recommending actionable solutions.
Monitor industry trends and emerging compensation practices.
Provide insights and recommendations based on labor market data and business needs.
Ensure all compensation programs align with legal requirements (FLSA, pay equity laws, transparency regulations, etc.).
Maintain clear, well-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 assigned business group.
Collaborate with HR Business Partners, Talent Acquisition, and Leadership to guide compensation decisions.
Translate complex data into compelling stories and actionable recommendations.
Other duties as assigned