Senior Compensation & Equity Analyst

K2 is building the largest and highest-power satellites ever flown, unlocking performance levels previously out of reach across every orbit. Backed by over $1 billion in total funding from leading investors including Altimeter Capital, ICONIQ, Kleiner Perkins, Lightspeed Venture Partners, Redpoint Ventures, and T. Rowe Price — and with over $1 billion in signed contracts across commercial and US government customers, we're mass-producing the highest-power satellite platforms ever built for missions from LEO to deep space. The rise of heavy-lift launch vehicles is shifting the industry from an era of mass constraint to one of mass abundance, and we believe this new era demands a fundamentally different class of spacecraft. Engineered to survive the harshest radiation environments and to fully capitalize on today's and tomorrow's massive rockets, K2 satellites deliver unmatched capability at constellation scale and across multiple orbits. With multiple launches in 2027 and plans to scale to 100 satellites a year, we're Building Bigger — helping develop the solar system and build toward a Kardashev Type II (K2) civilization. If you are a motivated individual who thrives in a fast-paced environment and you're excited about contributing to the success of a high-growth Series D-funded company, we'd love for you to apply. The Role In this role, you will own compensation and equity strategy for a rapidly scaling organization, translating market data and internal equity considerations into clear, defensible pay decisions. You will manage our equity administration in Carta, build the analytical infrastructure that helps the People team and company leadership make data-driven workforce decisions, and champion the thoughtful adoption of AI tools across the People function. This role combines rigorous technical work — market benchmarking, equity mechanics, compensation modeling — with the judgment to communicate recommendations clearly to stakeholders at every level, including founders. If you enjoy working at the intersection of data, compensation design, and business strategy, this is the role for you. Responsibilities Compensation Strategy & Administration Own end-to-end compensation processes, including offer reviews, promotion and merit recommendations, and market benchmarking across all job families Manage compensation survey participation (e.g., Radford), including data submission, job mapping, and results interpretation Build and maintain compensation frameworks — pay bands, leveling, and specialized frameworks (e.g., clearance premiums, hard-to-fill technical roles) Partner with recruiters and hiring managers to validate offer memos against internal equity, peer set data, and compensation floors ahead of founder approval Equity Program Management Own equity administration in Carta, including grant tracking, cap table reconciliation, and data accuracy for internal and external reporting Support equity program design, including new-hire grants, refresh cycles, and promotion-related equity, in partnership with People Ops leadership Model equity scenarios (dilution, option pool sufficiency, grant timing) to inform program decisions People Analytics Build and maintain workforce dashboards and reporting (headcount, attrition, pacing, compensation trends) for People Ops and leadership audiences Partner with People team leadership on data pulls supporting workforce planning, location strategy, and other business-critical analyses Ensure data integrity across HR systems (Rippling, Carta) to support accurate, timely reporting AI Adoption & Enablement Lead evaluation and rollout of AI tools that improve People Ops efficiency, from compensation modeling to recruiting operations Develop internal guidelines and training to support responsible, effective AI use across the People function Business Partnership Act as a proactive partner to People Ops leadership on matching headcount and compensation investment to business initiatives Provide backup support on workforce planning, location strategy, and ad hoc leadership requests (e.g., board materials, investor-facing analyses) as needed Qualifications 4+ years in compensation, HR analytics, or a related quantitative HR function, with a track record of translating data into clear recommendations for leadership Direct experience with compensation benchmarking and survey participation (e.g., Radford, Option Impact, or similar) Working knowledge of equity mechanics (vesting, dilution, option pools); experience with an equity administration platform such as Carta is a plus Strong Excel/Google Sheets modeling skills; comfort building and maintaining dashboards and forecasting tools Nice to Have Background in aerospace, hardware, or other technical-hiring-heavy industries Experience supporting board-level or investor-facing People analytics Compensation and Benefits: Base salary range for this role is $120k– $170k + equity in the company Salary will be based on several factors including, but not limited to: knowledge and skills, educa