Compensation Manager

Join Hadrian's People team as a Compensation Manager, where you'll own the company's compensation strategy and build a competitive, scalable framework. You'll be responsible for building job architecture, conducting market benchmarking, and managing annual and off-cycle comp planning. You'll partner closely with various teams and use compensation data to drive better decisions. Benefits include 100% coverage of platinum medical, dental, vision, and life insurance plans, a 401k, a relocation stipend, and a flexible vacation policy.

• Ownership of Hadrian's compensation strategy and philosophy, building a competitive, scalable framework that covers various roles.
• Building and maintaining job architecture and career frameworks, including leveling, job families, and skills-based pay structures.
• Conducting market benchmarking and modeling, setting the cadence for refreshing compensation bands, and owning the process end-to-end.

• Experience building comp programs for both hourly and salaried populations, including pay practices like shift differentials, overtime, and multi-state pay compliance
• Experience designing and managing equity programs, with a strong understanding of private vs. public company equity frameworks
• Comfort operating in a fast-paced, high-growth environment where you're building structure in real time
• Command of compensation fundamentals, including job matching, market pricing, leveling and job architecture, and cyclical programs
• A track record of building benchmarking approaches and peer groups that hold up under scrutiny, and the judgment to know when the standard playbook doesn't fit
• Excellent communication skills and the ability to take a dense comp model and explain it simply to a senior leader or a first-time hiring manager
• Fluency in sales compensation, including OTE design, bonus structuring, and the tradeoffs that come with them
• Deep Excel or Google Sheets fluency (modeling, lookups, INDEX/MATCH, etc.) and the ability to turn messy data into insights the business can actually use
• 6+ years of compensation experience with real ownership of program design and comp cycles, not just an analytical role
• Compensation experience across both manufacturing and tech companies, and an understanding of how to build one program that works for the factory floor and the engineering org
• Experience building skills-based pay structures, career frameworks, or job architecture from the ground up
• A creative, outside-the-box approach to comp strategy. You've designed programs that lead the market in a space where there's no clear peer group or established playbook to follow
• Experience with executive compensation, especially in a pre-IPO or rapid-scaling environment
• Background in aerospace, defense, or other regulated industries
• Experience with HRIS and comp planning tools like Rippling, Pave, or similar