About the RoleTheSeniorDirector of Total Rewards leads a strategic function that directly enables Sierra Space's mission by designing and delivering competitive,equitable, and innovative compensation and benefits programs that attract,retain, and engage top talent. This role partners closely with senior leaders to develop and execute a total rewards strategy aligned with businessobjectives, ensuring our compensation, benefits, and recognition programs support our growth trajectory and reinforce our unique culture.
Total Rewards is a mission-critical capability thatimpactsour ability to compete for specialized talent in the aerospace and defense sectors while fostering an environment where team members feel valued and motivated to contribute to our bold mission.
This leader will build and scale modern total rewards programs,leveragingdata analytics and market intelligence to design offerings that meet diverse workforce needs whileoptimizinginvestment and ensuring compliance.
TheSeniorDirectorofTotal Rewardsoversees compensation strategy, benefits administration, equity programs, recognition initiatives, and wellness offeringsthrougha holistic approachto rewarding performance and contribution. Additionally, this role serves as a keydirect report andadvisor to theChief People Officer,and partners indriving theManagement Development and Compensation Committee of the Board,providingstrategic guidance on executive compensation and equity programs.
About YouOur mission is driven by an unyielding commitment to advancing space-based technology in service of our customers and safeguarding national security. We seek individuals who are passionate about innovating beyond boundaries and relentlessly pursuing solutions that protect, preserve and empower to join us in this critical mission.
Were looking for team members who align with our values, mission and goals while also meeting the minimum qualifications below. The preferred qualifications are a bonus, not a requirement.
Lead and evolve Sierra Space's total rewards strategy as a mission-critical capability, aligned to business priorities, talent strategy, and financialobjectives.
Partner with senior leaders, executives, and HRBPs to develop competitive,equitable, and innovative compensation and benefits programs that attract andretaintop talent.
Lead and develop a high-performing total rewards team, driving accountability, capability building, and operational excellence.
Design, implement, and administer compensation programs including base pay, incentive plans, equity programs, and recognition initiatives that reward performance and reinforce our culture.
Develop and manage comprehensive benefits offerings that support employee wellbeing, including health insurance, retirement plans, paid time off, and work-life programs.
Design, implement, and administer equity compensation plans, including stock options, restricted stock units, performance shares, and employee stock purchase programs that align employee interests with company success.
Prepare comprehensive materials and recommendations for the Management Development and Compensation Committee of the Board, including executive compensation analyses, equity plan proposalsandperformance metrics, alignedwith businessobjectivesand governance requirements.
Establish andmonitorkey total rewards metrics and dashboards, including competitive positioning, cost management, and program effectiveness to drive continuous improvement.
Leverage compensation analytics,market intelligenceand AIto inform strategy, improve outcomes, andanticipatechanging workforce needs.
Ensure compliance with relevant laws, regulations, and reporting requirements across all total rewards programs, with particular focus on equity plan administration and SEC disclosure requirements.
Lead annual compensation planning cycles, including merit increases, bonus distributions, and equity grants.
Experience leadingtotalrewards in technical, aerospace, defense, or engineering-driven organizations.
Compensation:
Pay Range:
$212,175.00 - $291,741.00
Your actual base compensation will be determined on a case-by-case basis and may vary based on job-related knowledge and skills, education,experience, internal equity and market competitiveness.
IMPORTANT NOTICE:
