Compensation Director, Aircraft Engineering and Manufacturing (R6270)
- Compensation
- $210K–$320K / yr
- Location
- Seattle, Washington
- Work setup
- Onsite
- Seniority
- Not specified
- Employment
- Part time
- Experience
- 15+ years
- Category
- Not specified
- Posted
Skills
Must have
- 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.
Nice to have
- 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.
Full description
Shield AI is a venture-backed defense-tech company with the mission of protecting service members and civilians with intelligent systems. Its products include Hivemind autonomy software, V-BAT and X-BAT aircraft, and Aechelon simulation and synthetic reality technologies. With offices and facilities across the U.S., Europe, the Middle East, and Asia-Pacific, Shield AI’s technology actively supports operations worldwide. For more information, visit . Follow Shield AI on LinkedIn, X, Instagram, and YouTube.
Job Description:
The Compensation Director, Aircraft Engineering and Manufacturing, serves as the strategic compensation leader for the Aircraft division, providing enterprise-level oversight for compensation programs supporting manufacturing, production, operations, supply chain, logistics, customer success, and skilled trades. This role defines compensation strategy for large, complex employee populations while ensuring programs are competitive, scalable, compliant, and aligned with business objectives.
As the organization's subject matter expert for manufacturing and operations compensation, the Director partners closely with business leaders, Px Business Partners, Finance, and Legal to design compensation programs that enable business growth, talent attraction, workforce scalability, and operational excellence.
The ideal candidate brings deep expertise in manufacturing compensation strategy, non-exempt workforce design, market intelligence, and executive consulting, with a demonstrated ability to influence enterprise decisions and build compensation frameworks that support rapidly growing operations.
What you'll do:
Compensation Strategy & Enterprise Leadership
- 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.
Manufacturing & Operations Compensation
- 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.