Director, Compensation & Benefits

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 agile Director, Compensation & Benefits who is fueled by high ownership, execution horsepower, growth mindset, and driven to understand our world, science/technology, and life itself, for the benefit of all on Earth and beyond.

POSITION SUMMARY

The Director, Compensation & Benefits is a strategic HR leader, with hands-on expertise, responsible for designing, implementing, and maintaining total rewards programs that attract, retain, and motivate top talent. This role ensures competitive, equitable, and performance-driven compensation structures aligned with business objectives. This leader will bring both analytical rigor and business acumen balancing market competitiveness, internal equity, regulatory compliance, and financial stewardship.

KEY DUTIES & RESPONSIBILITIES

Compensation Strategy and Program Design

• Lead enterprise-wide compensation strategy, including base pay, short-term incentives plans, and long-term incentive plans to include Restricted Stock Unit (RSU) programs.

• Conduct market benchmarking and recommend pay positioning aligned to talent strategy.

• Design and manage salary structures, job architecture, and pay equity initiatives.

• Partner with Finance to support budgeting, forecasting, and compensation modeling.

• Oversee annual compensation planning cycle to include base pay increases and incentives.

Executive & Incentive Programs

• Design and administer executive compensation programs, including equity, perks and executive perquisites.

• Prepare materials and analysis for executive leadership and Board/Compensation Committee.

• Ensure alignment between pay-for-performance philosophy and business outcomes.

Benefits Strategy & Administration

• Lead benefits strategy including health & welfare, retirement, wellness, and leave programs.

• Evaluate vendors and negotiate contracts to optimize cost and value.

• Drive employee education and engagement around total reward offerings.

• Serve as the primary point of contact for employees regarding benefits inquiries, clarifications, and issue resolution.

Compliance & Governance

• Ensure compliance with federal, state, and local regulations (FLSA, ERISA, ACA, Payroll, etc.).

• Maintain pay equity and transparency compliance.

• Develop and maintain compensation policies and governance frameworks.

• Stay abreast of industry trends and regulatory updates to ensure compliance across all total rewards programs.

• Prepare and maintain reports, metrics, dashboards to track trends and inform decision-making.

Leadership & Stakeholder Partnership

• Partner with senior leadership and other People & Culture team members to align total rewards with workforce planning.

• Collaborate and coach People & Culture team members and leaders to provide guidance on compensation strategies, decisions, and practices.

• Build and lead a lean, high-performing total rewards team.

HRIS & Payroll Oversight

• Provide support for HRIS and payroll processing, ensuring maximum, seamless functionality.

• Coordinate HRIS, payroll, and finance team to reconcile and resolve challenges.

• Partner with other People & Culture team members to foster attraction and retention programs that are dependent on systems capability.  

• To perform this job successfully, an individual must be able to perform each key duty and responsibility satisfactorily.

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