Sr. Compensation Analyst

Stratolaunch is a technology accelerator that engineers operationally realistic testing at Mach 5+. Our air‑launched, Talon testbeds are reusable, cost‑effective platforms that enable routine access to the hypersonic environment. We deliver flight data critical to validating system performance and achieving rapid technology deployment. Together with our customers, we drive innovations that are imperative to advancing national security.

As a Senior Compensation Analyst, you will play a key role in analyzing, delivering, and optimizing compensation programs to ensure our rewards programs are competitive, compliant, and aligned with organizational goals. This position blends strategic thinking with hands‑on execution and is ideal for someone who thrives in complexity, enjoys problem‑solving, and wants to make an impact in a fast‑paced environment. You’ll partner closely with the Chief Human Resources Officer to provide analytical insights, manage projects, and optimize operational processes.

You will serve as a connector between compensation and our systems – enhancing how we leverage technology to optimize delivery of compensation programs. This position requires a strong blend of analytical skills, understanding of compensation principles, and the ability to communicate complex information effectively.

This role will develop and manage the base compensation plan and is responsible for the compliance of the 401k plan. This role acts as a fiduciary ensuring the plan(s) are in the best interest of participants and meets employee needs. This role will provide deep subject matter expertise in compensation best practices, benchmarking, deferred compensation and retirement plans.

• Build, implement and administer compensation programs – including but not limited to, base pay structures, job architecture, incentive plans, recognition programs.
• Conduct market pricing and benchmarking using compensation surveys and pay platform.
• Bring forward market trends; actively identify and action on opportunities to influence program design and Total Rewards strategy.
• Perform advanced data analyses to inform decision‑making; partner with and provide actionable insights for HR partners.
• Implement and refine compensation processes and procedures to drive efficiency, accuracy, and effectiveness – leveraging technology and automation where possible.
• Develop and maintain metrics that assess the effectiveness of Total Rewards programs.
• Contribute to cross‑functional initiatives as part of an agile Total Rewards team, offering analytical expertise to drive project success.
• Ensure all compensation and benefits programs comply with federal, state, and local laws and regulations.

• Fulfill the legal and fiduciary duties in managing the 401(k) plan and oversee risk management strategies related to financial operations.
• Ensure the 401(k) plan complies with all relevant laws and regulations, and that operations like contribution processing and distributions are handled correctly.
• Establish a benchmark to measure effectiveness and regularly review third‑party administrators (TPAs), investment advisors, and other vendors to ensure they provide high‑quality, cost‑effective services.
• Develop and implement ongoing campaigns and events that keep the compensation plan front‑of‑mind and give employees convenient opportunities to review and adjust their strategy.
• Conduct and review annual testing, such as non‑discrimination and top‑heavy tests, to maintain compliance.

• Drive execution of enterprise‑wide initiatives by coordinating across functions, managing timelines, applying program management practices, and ensuring alignment with strategic priorities.
• Partner with internal teams and external vendors to ensure seamless implementation and operational readiness.
• Lead annual compensation activities such as survey submissions, annual structure reviews, and compensation planning.
• Maintain knowledge of all applicable federal, state, and local regulations and compliance requirements that impact pay programs, including but not limited to FLSA, EEO, minimum wage, and compensation disclosure…