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Hadrian · 15 hours ago

Compensation & Benefits Analyst

Los Angeles, CA

Full-time

Onsite

Mid Level

$100K/yr - $140K/yr

3+ years exp

Hadrian is a company focused on building autonomous factories for the aerospace and defense sectors. They are seeking a Compensation & Benefits Analyst to support competitive compensation and benefits programs, ensuring they are motivating, equitable, and scalable as the company grows.

AerospaceArtificial Intelligence (AI)Machinery ManufacturingManufacturingSupply Chain Management

Diversity & Inclusion

No H1B

U.S. Citizen Only

Responsibilities

Conduct market research and benchmarking to ensure our salary ranges and benefits offerings are competitive and aligned with our compensation philosophy . You’ll analyze salary survey data, monitor industry trends (including in the aerospace/defense and tech manufacturing sectors), and help refresh our compensation structures as needed to attract and retain top talent

Analyze internal compensation data for equity and consistency. You’ll regularly review how we pay employees across roles, levels, and demographics to ensure internal fairness and compliance with pay equity laws. If you identify outliers or gaps, you’ll flag them and work on recommendations

Support the design and administration of incentive programs and annual compensation cycles . This includes preparing data and materials for merit increase and bonus review processes, running compensation calculations or models, and helping to ensure managers have the info they need to make data-driven pay decisions

Assist with benefits administration, including annual open enrollment and ongoing benefits operations . You’ll work with the Comp & Benefits Manager to coordinate with vendors (health, dental, vision, 401k, etc.), prepare employee communications, troubleshoot enrollment issues, and make sure our benefits plans run smoothly

Develop and maintain total rewards reports and analytics . You will build dashboards or summaries that give leadership visibility into key metrics (e.g., compensation spend vs. budget, benefits utilization, turnover data, etc.). You’ll also support any compliance reporting needs, such as EEO-1 compensation data or annual 409A valuation support, by ensuring data is accurate and readily available

Collaborate with cross-functional partners on compensation and benefits matters. You’ll frequently partner with Finance (for budgeting and forecasting comp/benefit costs), with People Ops/Recruiting (to advise on offers or promotions), and with Legal (to ensure our plans comply with regulations). For example, you might help evaluate the cost of a proposed new benefit or provide guidance on compensation for a unique new role, working alongside these teams

Monitor trends and emerging best practices in total rewards . As the external environment evolves (new local pay transparency laws, shifts in market pay for certain skills, innovative benefits offerings, etc.), you’ll keep the Compensation & Benefits team informed and suggest proactive adjustments so Hadrian can stay ahead of the curve

Contribute to ongoing process improvements in our total rewards programs. Whether it’s streamlining how managers submit salary changes, implementing a new tool for total compensation statements, or improving our documentation of pay policies, you’ll play a key role in making sure our comp and benefits operations scale efficiently

Qualification

Compensation analysisBenefits administrationData analysisMarket researchHR analytics toolsCompensation surveysLawsEmployee communicationPassion for data-driven decisionsExperience in manufacturingEquity compensation analysisTotal rewards project experienceCertified Compensation ProfessionalAttention to detailCollaborative mindsetAdaptability

Required

3–5 years of experience in compensation analysis, benefits administration, or a related HR analyst role. You should have a strong foundation in total rewards fundamentals – from understanding salary structures to the basics of health insurance and retirement plans

Strong analytical and quantitative skills. You are an Excel power user (experience with data visualization or HR analytics tools is a plus) and you enjoy diving into numbers to extract insights. Large datasets and detailed models don't intimidate you – they energize you

Attention to detail and commitment to accuracy. You understand that comp and benefits data must be precise (people's pay depends on it!), and you have the diligence to double-check your work and maintain clean data

Familiarity with compensation surveys, job leveling methodologies, and market data sources. Whether it's Radford, Carta, or industry-specific surveys, you know how to interpret and apply market data to real-world pay decisions

Experience administering or supporting employee benefits programs – you might have helped run open enrollment, interacted with brokers/vendors, or answered employees' benefits questions. You know how the pieces of a benefits package (insurance, 401k, leaves, etc.) come together operationally

A collaborative and service-oriented mindset. You'll be dealing with sensitive employee inquiries (like “what happens to my stock if I leave?”) and partnering with many internal teams – so you need to be approachable, patient, and solutions-focused in your interactions

Solid understanding of relevant laws and regulations, or the willingness to quickly learn. This could include FLSA classifications, pay equity laws, ACA requirements for benefits, ERISA basics, etc. You don't need to be a compliance expert off the bat, but you should appreciate the importance of following rules in comp & benefits and know when to seek guidance

Ability to thrive in a fast-paced environment with evolving needs. At a high-growth company, plans can change and priorities can shift; you are adaptable and can re-prioritize your work when new information comes in. Importantly, you're excited about building out new processes rather than relying on a playbook that's already written

Preferred

Experience working on compensation or benefits in a manufacturing, hardware, or engineering-focused company, where you've had to account for a mix of hourly and salaried roles or technical skill premiums

Direct experience with equity compensation (stock options/RSUs) analysis or administration – your comfort with stock concepts can help in providing total comp insights

Led or significantly contributed to a major total rewards project, such as implementing a new HRIS comp module, rolling out new salary bands company-wide, or evaluating and overhauling benefits offerings

Certified Compensation Professional (CCP) or similar coursework/certification in HR/compensation, demonstrating deeper study in reward strategies

A demonstrated passion for data-driven decision making. For example, if you have experience building predictive models (like turnover modeling tied to comp), running engagement surveys and correlating to comp/benefits, or otherwise using analytics creatively in HR, that's a big plus

An eye for employee communication – you can translate complex compensation or benefits concepts into clear, compelling messages or training for employees and managers, enhancing transparency and understanding of our programs