Compensation Director, Aircraft Engineering and Manufacturing (R6270)

About the role

Responsibilities

• Develop and lead the compensation strategy supporting Aircraft manufacturing, production, operations, supply chain, logistics, customer success, and skilled trades populations.
• Serve as the SME on manufacturing and operations compensation, shaping long-term compensation philosophy and governance.
• Partner with business leadership to align compensation strategy with business growth, workforce planning, organizational design, and operational priorities.
• Drive compensation initiatives supporting facility expansions, new business models, geographic growth, and workforce transformation.
• Lead the design and evolution of compensation structures supporting large non-exempt employee populations.
• Establish wage structures, geographic differentials, shift premium strategies, progression frameworks, and other compensation programs that balance external competitiveness with internal equity.
• Oversee market pricing methodologies utilizing Radford, Mercer, WTW, and specialized manufacturing compensation surveys alongside complementary market intelligence.
• Develop innovative compensation approaches to attract and retain highly competitive manufacturing, technical, and operational talent.
• Serve as the trusted compensation advisor to Aircraft executives and business leaders.
• Consult on organization design, workforce investments, location strategy, and talent acquisition decisions with significant financial and organizational impact in partnership with the Px Business Partner.
• Provide strategic guidance on compensation implications of organizational changes, acquisitions, new facilities, and business expansion.
• Present compensation recommendations and analyses to executive leadership with clear business rationale and risk assessments.
• Lead enterprise compensation analyses including market competitiveness, pay equity, workforce cost modeling, and incentive effectiveness.
• Translate complex compensation data into actionable insights for executive stakeholders.
• Anticipate market trends and proactively recommend compensation strategies that strengthen organizational competitiveness.
• Establish governance frameworks, policies, and administration standards for manufacturing compensation programs.
• Ensure compliance with federal, state, and local wage and hour regulations while mitigating organizational risk.
• Partner with Legal, Finance, and People Operations on complex compensation matters and regulatory changes.
• Lead continuous improvement initiatives to simplify compensation processes, improve scalability, and enhance operational efficiency.
• Champion best practices in compensation design, analytics, governance, and operational excellence.
• Build organizational capability through knowledge sharing, coaching, and development of compensation expertise across the People function.

Requirements

• Bachelor's degree in Human Resources, Finance, Business, Economics, or a related field.
• 15+ years of progressive compensation experience, including significant leadership supporting manufacturing, production, operations, or supply chain organizations.
• Deep expertise designing enterprise compensation strategies for large non-exempt employee populations.
• Extensive knowledge of wage and hour regulations, compensation governance, and manufacturing compensation practices.
• Demonstrated experience designing wage structures, progression frameworks, geographic differentials, and premium pay programs.
• Advanced analytical, financial modeling, and executive presentation skills.
• Proven ability to influence senior executives and drive enterprise-wide compensation decisions.
• Experience leading large, cross-functional compensation initiatives with significant organizational impact.
• Certified Compensation Professional (CCP).
• Experience supporting both union and non-union manufacturing environments.
• Experience within global manufacturing or advanced technology organizations.
• Expertise utilizing Radford, Mercer, WTW, and specialized manufacturing compensation surveys.
• Experience with Workday, SAP SuccessFactors, or enterprise compensation planning systems.
• Lean, Six Sigma, or continuous improvement experience.
• Experience leading or mentoring compensation professionals.