Compensation Project Manager

Axiom Space is a human space exploration company, building era-defining space infrastructure and delivering technology-driven solutions that will empower civilization to transcend Earth. Beginning with Axiom Station, successor to the International Space Station, the company is pioneering a next-generation orbital settlement that will foster groundbreaking innovation and research in microgravity and drive the global space economy of tomorrow. Today, guided by the vision of leading humanity's expansion off planet, Axiom Space is the principal provider of commercial human spaceflight services and developer of advanced spacesuits for the Moon and beyond. For more information about Axiom Space, visit www.axiomspace.com .

Axiom Space fosters a work environment inclusive of all perspectives. We are the pioneers of commercial space, leading the transformation of low-Earth orbit into a global space marketplace. Our mission-driven team is seeking a bold and dynamic Benefits Manager who is fueled by high accountability, execution horsepower, and driven to understand our world, science/technology, and life itself, for the benefit of all on Earth and beyond.

POSITION SUMMARY

Since Axiom Space is a very complex work environment, we are looking for a resilient, high-energy Compensation Manager. This role owns Axiom's compensation programs end-to-end: the job leveling and market pricing that keep pay fair and defensible across the workforce, and executive and Board compensation work. This is a hands-on, individual-contributor, subject matter expert role reporting to the Chief People Officer. As the company grows, this role could potentially have direct reports in the future. The person in this seat will administer Axiom's existing compensation banding framework and title scoring model, own the compensation exception log, and prepare for executive compensation reviews. The ideal candidate will also be responsible for implementing best practices and an effective project management model and cadence. Excellent ownership and collaboration skills are essential to be successful in this role.

KEY DUTIES & RESPONSIBILITIES

Broad-based compensation management

Own and maintain Axiom's salary structure, job leveling, and compensation bands across all levels, administering the existing scoring model and banding framework in partnership with Talent Acquisition and People Business Partners

Conduct market pricing and job matching using compensation survey data (comparable aerospace and technology cuts), refreshing benchmarks at least annually

Lead the annual compensation cycle: merit budget modeling, bonus pool funding recommendations, and equity refresh guidance

Own the compensation exception log for governance, ensuring every approval follows the documented authority matrix

Communicate based on project model such as progress, status, and potential risks and issues to stakeholders and leadership

Implement and maintain agile project management methodologies throughout the project lifecycle including sprints

Executive and Board compensation

• •Partner with executive compensation consultant on executive and Board compensation, including peer groups, market benchmarking, and pay-mix proposals
• •Prepare Compensation Committee materials, including pay-for-performance analysis, executive tally sheets, and equity utilization and burn-rate reporting
• •Operate with public-company governance, including reporting drafting support and officer compensation processes

Equity administration

• •Partner with Legal, Finance, and the equity plan administrator on grant processing, vesting schedules, and equity plan compliance
• •Model dilution and burn-rate scenarios to inform annual equity budget recommendations to the Chief People Officer

Compliance and governance

• •Conduct periodic pay equity analyses across the organization and recommend remediation, where warranted
• •Monitor multi-state pay transparency and disclosure requirements, ensuring Axiom's job postings and offer practices remain compliant as the company hires across states
• •Partner with HRBPs and Legal on FLSA exemption classification reviews, particularly at role-boundary transitions such as Supervisor-to-Manager
• •Build and maintain documentation supporting SOX-relevant compensation controls mimicking public company requirements

Cross-functional partnership

• •Partner with Talent Acquisition on offer construction, band exceptions, and market competitiveness for hard-to-fill roles and positions on the Critical Roles List
• •Support HRBPs with compensation guidance during performance cycles, promotions, and internal equity reviews
• •Present compensation analysis directly to VP-level and above stakeholders, as needed
• •Perform additional job duties as assigned

QUALIFICATIONS: To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Education & Experience

• •Bachelor’s degree in Human Resources, Finance, Business or related discipline, and 7+ years of progressive experience, or an equivalent combination of education and experience
• •Direct exposure to executive compensation design, benchmarking, or Compensation Committee support
• •Working knowledge of SEC executive compensation disclosure requirements (CD&A, Item 402, say-on-pay) and Section 16 officer compensation processes
• •Hands-on experience with compensation survey platforms and surveys and job leveling or scoring methodologies
• •Experience administering equity compensation programs, including familiarity with dilution and cap table modeling
• •SHRM-CP, SHRM-SCP, PHR, or SPHR, preferred
• •Knowledge of Workday, preferred
• •Certified Compensation and/or Human Resources Professional, preferred
• •International compensation administration experience, (outside the U.S.), preferred
• •Communicate effectively, both orally and in writing at all levels of the organization
• •Work independently as well as collaboratively within a team environment
• •Provide a high level of customer service
• •Maintain strictest confidentiality
• •Establish and maintain effective working relationships across the organization
• •Track record of making things happen in ambiguous, fast-moving environments
• •Uses good judgement to problem-solve proactively, positively impacting hard challenges
• •Demonstrated organization skills to meet tight deadlines with high quality results

Core Skills · Passion for space and the mission· Entrepreneurial, growth mindset· High EQ and ability to collaborate within teams and cross-functionally· Tech-solutioning in using systems and tools to move smarter and faster

Core Competencies:

Embody our core values of leadership , innovation , and teamwork. In addition, to perform the job successfully, an individual should demonstrate the following competencies:

· Accountability

· Technical Rigor

· Execution Discipline

· Pride of Delivery

WORK ENVIRONMENT: Generally, an office environment, but can involve inside or outside work depending on the task.

Requirements

• •This position may require access to export controlled technical data or technology subject to NASA regulations, International Traffic in Arms Regulations (ITAR), or Export Administration Regulations (EAR). In accordance with U.S. export control laws, final candidates may be required to undergo additional export control screening to determine eligibility for access. Meeting these requirements is a condition of employment.
• •Management has the prerogative to select at any level for which the position is advertised
• •Must be willing to work evenings and weekends as needed to meet critical project milestones

Physical Requirements

• •Work may involve sitting or standing for extended periods (90% of the time)
• •May require lifting and carryi