Principal Compensation Analyst

Key Responsibilities

• Implement Karman’s global compensation philosophy and standards across all regions and functions.
• Serve as the primary advisor on compensation matters to senior leaders, VPs, and HR Business Partners.
• Create and ensure alignment with Karman’s global frameworks and Total Rewards philosophy, including incentives, salary structures, equity, and performance-based rewards.
• Support design, modeling, and administration of executive compensation programs, including base salary, target bonus, long-term incentives (RSUs, PSUs), and special awards.
• Manage peer benchmarking, market analysis, long-term incentive plan (LTIP) calibration, and competitive positioning for the executive team.
• Support preparation of Compensation Committee materials, including executive pay summaries, benchmarking, bonus plan design, LTIP updates, PSU/metric alignment, and annual compensation review cycles.
• Partner with Legal and Finance to ensure accurate reporting for proxy filings, including Section 16, executive compensation tables, pay-versus-performance disclosures, and equity-related requirements.
• Aid in drafting and reviewing executive equity agreements, LTIP documentation, and PSU award terms in partnership with Legal.

Job Architecture & Market Analysis

• Create, manage, and maintain the company’s global job architecture, leveling structures, job evaluations, and compensation band methodologies.
• Lead participation in market surveys and conduct market-pricing analysis across both broad-based and executive roles.
• Ensure data-driven, equitable, and compliant salary structures informed by market trends and regulatory requirements.

Incentive Plan Design & Administration

• Lead the design, implementation, and governance of Karman’s incentive programs, including annual bonus (STIP), long-term incentive plans (LTIP), and other variable pay frameworks.
• Support development and refinement of performance metrics, target ranges, calibration models, and payout calculations using inputs from business, Finance, and Compensation Committee guidance.
• Administer all equity plans, in partnership with HR Operations, Legal, Finance, and external equity administrators.
• Ensure accurate communication and modeling for new awards, off-cycle grants, and adjustments.

Compensation Operations

• Lead annual merit, bonus, and incentive cycles, including planning, communication, calibration, reporting, and approval workflows.
• Partner with Payroll to ensure accurate execution of compensation-related payouts.
• Draft and validate compensation communications, job descriptions, and templates for leaders and employees.
• Advisory, Analysis & Compliance
• Provide subject matter expertise on job classification, salary recommendations, offer development, and pay-equity considerations.
• Partner with HRBPs and business leaders on compensation decisions for hiring, promotions, transfers, and internal equity assessments.
• Ensure compliance with federal, state, and SEC regulations, including reporting requirements, pay-transparency laws, and proxy obligations for public companies.
• Support audit readiness and data validation for executive compensation and equity plans.

Skills & Capabilities

• Advanced expertise in broad-based and executive compensation, including incentive plan design, equity programs, job architecture, and market analysis.
• Strong knowledge of SEC proxy rules, executive compensation disclosures, long-term incentive vehicles, and public company governance expectations.
• Deep analytical skills, business acumen, and financial modeling capability.
• Proficiency in HRIS and strong mastery of Excel (pivot tables, macros, complex formulas).
• Ability to influence and advise senior leaders and cross-functional teams.
• Strong project management discipline with the ability to manage multiple cycles and deadlines.
• Highly detail-oriented, organized, and able to operate effectively in a fast-paced environment.
• Excellent communication skills with the ability to translate complex data into concise, actionable guidance.

Required Qualifications

• Minimum 5 years of progressive experience in compensation with exposure to both broad-based and executive pay programs.
• Experience working with equity plans, LTIPs, PSUs, and plan documentation in partnership with Legal and Finance.
• Knowledge of public company reporting requirements, including proxy-related disclosures.

Preferred Qualifications

• Bachelor’s degree in HR, Business, Finance, Economics, or a related field.
• Experience supporting Compensation Committees or executive-level governance.
• Experience working in aerospace, defense, industrial, or other complex, multi-site environments.