AI use among compensation, benefits, and job analysis specialists is little observed so far. Measured exposure for compensation, benefits, and job analysis specialists: 6% (little observed).

Share of this job’s tasks that AI is already used for at work, from real usage. It is not a forecast of job loss, and a low number means no use seen yet. Source: Anthropic Economic Index.

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About the job

Vast is developing next-generation space stations and space infrastructure using an incremental, hardware-rich, and capital-efficient approach. Vast is rapidly developing its multi-module Haven Station to support a continuous human presence in space for America and its allies, enabling advanced microgravity research and manufacturing, and supporting a growing space economy for government, corporate, and private customers. Haven Demo’s 2025 success made Vast the only operational commercial space station company to design, build, and operate its own spacecraft in orbit. Next, Haven-1 is targeted to become the world’s first commercial space station, with launch anticipated in 2027, followed by additional Haven modules. Additionally, the company recently announced two new offerings leveraging its space station components and the heritage of Haven Demo: Vast Satellite, a high-power satellite product line; and Vast Lunar Systems, power, communications, and habitats for the Moon.

Headquartered in Long Beach, California, and with more than 1,000 employees and over a billion dollars in private capital, Vast has built the facilities capable of manufacturing America’s next space station. The company plans to develop future habitats and systems for Mars, dedicated modules for government partners, and other crewed systems designed to unlock the expanding long-term space economy.

Vast is looking for a Compensation Analyst II , reporting to the Senior Manager, Compensation.

This will be a full-time , exempt position located in our Long Beach Office .

The Compensation Analyst II serves as a trusted advisor to business leaders and People Business Partners, providing guidance on compensation philosophy, market competitiveness, internal equity, and pay decisions. This role partners closely with leaders throughout the employee lifecycle, supporting hiring, promotions, organizational changes, and annual compensation programs while ensuring consistent application of compensation policies and practices.

Compensation Analysis & Business Support

Support People Business Partners and business leaders by providing compensation data, analysis, and recommendations related to pay decisions, promotions, and internal mobility

Analyze compensation trends, internal equity, and market competitiveness to support informed decision-making

Partner with senior compensation team members to address compensation questions and support business needs

Prepare compensation reports, summaries, and presentations to communicate findings and recommendations

Compensation Programs

Support the execution of compensation planning activities, including merit increases, promotions, market adjustments, and off-cycle compensation reviews

Review and analyze salary offers, promotions, internal mobility, and other compensation changes for alignment with established guidelines and internal equity

Develop and maintain compensation models, costing analyses, and budget reports to support planning and decision-making

Assist with compensation program administration, including data preparation, validation, reporting, and system updates

Participate in compensation projects and process improvement initiatives to enhance efficiency, accuracy, and the employee experience

Market Pricing

Conduct market pricing using salary surveys and benchmarking tools to evaluate compensation competitiveness

Participate in annual compensation surveys, including data collection, validation, submission, and analysis of results

Support job architecture initiatives, including job evaluations, leveling, title alignment, and salary structure maintenance

Analyze market data and internal compensation trends to identify potential pay gaps and recommend adjustments for review

Maintain accurate job and compensation data to support consistent application of compensation practices

Compensation Governance & Data Integrity

Apply established compensation policies, guidelines, and procedures to support consistent and equitable pay practices

Identify potential compensation discrepancies, internal equity concerns, and exceptions for review and resolution

Maintain accurate compensation data across HRIS, compensation planning platforms, and reporting tools

Support compensation audits, reporting, and compliance activities

Assist with documenting compensation processes and identifying opportunities for continuous improvement

Minimum Qualifications

3+ years of experience in compensation

Working knowledge of compensation principles, including:

Salary structures and pay ranges

Market pricing and benchmarking

Job evaluation and internal equity

Compensation planning and administration

Proficiency in Excel or Google Sheets, including formulas, pivot tables, lookups, and analysis of large datasets

Experience working with HRIS platforms, compensation systems, or similar data management tools

Strong analytical and problem-solving skills, with the ability to interpret data, identify trends, and communicate findings

Strong attention to detail, accuracy, and data integrity

Effective communication and collaboration skills, with the ability to work across teams and support business stakeholders

Ability to manage multiple priorities and meet deadlines in a fast-paced environment

Preferred Skills & Experience

Bachelor's degree in Human Resources, Business Administration, Finance, Economics, or a related field

Progress toward Certified Compensation Professional (CCP) certification

Experience supporting engineering, aerospace, technology, or manufacturing organizations

Familiarity with market survey providers such as Aon, Mercer, Radford, or WTW

Experience with compensation platforms such as Pave or similar systems

Experience supporting annual compensation planning cycles, including merit, promotions, and equity programs

Exposure to job architecture, job leveling, and salary structure development

Experience creating compensation models, dashboards, and analytical reports

Demonstrated ability to identify process improvements and contribute to operational efficiency

Additional Requirements

Ability to travel up to 10% of the time

Willingness to work overtime or weekends to support critical mission milestones

Ability to lift up to 25 lbs unassisted

Specific certifications, as appropriate

Pay Range: California $82,000 — $116,400 USD

We calibrate level and compensation to the selected candidate's experience and demonstrated capability. We welcome applicants across a range of experience levels to apply.

COMPENSATION AND BENEFITS

Base salary will vary depending on job-related knowledge, education, skills, experience, business needs, and market demand. Salary is just one component of our comprehensive compensation package. Full-time employees also receive company equity, as well as access to a full suite of compelling benefits and perks, including: medical, dental, and vision coverage for employees and dependents, generous paid time off; up to 20+ days of vacation for exempt staff and up to 10+ days of vacation for non-exempt staff with the ability to cash-out unused vacation annually, paid parental leave, short and long-term disability insurance, life insurance, access to a 401(k) retirement plan, ClassPass credits, personalized mental healthcare through Spring Health, and other discounts and perks. We also take pride in offering exceptional food perks, with snacks, drip coffee & onsite barista, cold drinks, and dinner meals remaining free of charge, and lunch subsidized as part of Vast’s ongoing commitment to providing high-quality meals for employees.

EQUAL OPPORTUNITY

Vast is an Equal Opportunity Employer; employment with Vast is governed on the basis of merit, competence and qualifications and will not be influenced in any manner by race, color, religion, gender, national origin/ethnicity, veteran status, disability status, age, sexual orientation, gender identity, marital status, mental or physical disability or any other legally protected status.