About Our Company

We’re a diversified financial services leader with more than $1.5 trillion in assets under management, administration and advisement as of year-end 2024. Our team of 22,000 people across 19 countries, serves more than 3.5 million individual, small business and institutional clients. We are a longstanding leader in financial planning and advice, a global asset manager and an insurer. Our unwavering focus on our clients and strong financial foundation connects each of our unique businesses – Ameriprise Financial, Columbia Threadneedle Investments and RiverSource Insurance and Annuities. Here, we foster meaningful careers, invest in the future, and make a difference for clients, institutions and communities around the world.

Job Description

The Director of Deferred Compensation and Long Term Incentive Awards (LTIA) provides strategic leadership and operational oversight for the organization’s deferred compensation and LTIA programs. This role is accountable for ensuring programs are compliant, well governed, cost effective, and aligned with organizational objectives.

A critical component of the role is consulting closely with internal stakeholders and clients—often without direct reporting authority—to influence program design, simplify administration, and proactively manage 409A risk.

Key Responsibilities

• Provide leadership for the administration of deferred compensation and LTIA programs for eligible employees, ensuring programs align with organizational strategy, business priorities, and talent objectives.
• Act as a trusted advisor and consultant to senior leaders and key internal stakeholders, influencing decisions related to program design, modifications, and optimization through expertise, credibility, and collaboration rather than formal authority.
• Partner cross functionally with Legal, Finance, HR, Payroll, HR Operations, and external advisors to balance competitiveness, employee needs, fiscal responsibility, and regulatory requirements.
• Lead analysis of existing programs and associated costs to identify opportunities to simplify plan design, enhance benefit value, and reduce operational and compliance risk, including 409A exposure.
• Ensure all deferred compensation and LTIA programs are administered in compliance with applicable federal and state regulations, with a strong focus on anticipating, mitigating, and managing 409A risk and administrative complexity.
• Guide stakeholders through complex regulatory considerations, helping translate technical requirements into practical, sustainable program designs.
• Own and maintain strong relationships with external deferred compensation and LTIA recordkeeping vendors, providing oversight to ensure service levels, accuracy, and compliance standards are met.
• Oversee vendor processes related to new awards, vesting, distributions, and participant support, ensuring operational practices reinforce simplification and risk management objectives.
• Develop and lead communication strategies for new or modified deferred compensation and LTIA programs, including annual enrollment materials, timelines, and participant guidance.
• Partner with stakeholders to ensure communications are clear, accurate, compliant, and designed to promote informed decision making while reducing misunderstanding and compliance risk.
• Lead, coach, and develop a team responsible for the day to day administration and governance of deferred compensation and LTIA programs, fostering accountability, technical expertise, and continuous improvement. Provide ongoing feedback, formal performance reviews, and career development guidance to direct reports. Build team capabilities in consultative leadership, stakeholder influence, and risk aware decision making to support both operational excellence and strategic partnership.

Required Qualifications

• Bachelors degree or equivalent (4 years)
• 10+ years of experience, with 5+ years experience in one or more benefits functional areas.
• Depth of experience/knowledge in deferred compensation and equity programs.
• Previous vendor management experience.
• Knowledgeable of deferred compensation and equity arrangements.
• Strong financial and analytical skills to analyze cost and effectiveness.
• Excellent written and verbal communication skills for preparing benefit program communications and delivering information to others.
• Experienced people leader with demonstrated track record of building an effective team.

In-Office Collaboration

We are a client-centric, relationship-based business. Working together, in-person, is foundational to how we achieve results. By fostering a culture of face-to-face collaboration, idea sharing, productivity and personal connection, we deliver for our stakeholders — clients, advisors, employees and shareholders. Our employees work in the office at least four (4) days per week, with flexibility to work from home one (1) day per week. Some roles may require additional in-office time or different in-office expectations, and specific requirements will be discussed during the hiring process.

Visa Sponsorship

Applicants must have a valid work authorization that does not now, or in the future, require visa sponsorship for employment in the United States (e.g., H-1B, F-1 CPT, F-1 OPT, TN).

Base Pay Salary

The estimated base salary for this role is $117,900 - $207,100 / year. We have a pay-for-performance compensation philosophy. Your initial total compensation may vary based on job-related knowledge, skills, experience, and geographical work location. In addition, most of our roles are eligible for variable pay in the form of bonus, commissions, and/or long-term incentives depending on the role. We also have a competitive and comprehensive benefits program that supports all aspects of your health and well-being, including but not limited to vacation time, sick time, 401(k), and health, dental and life insurances.Full timeExemptHuman CapitalHR Human Resources

Ameriprise Financial is an equal opportunity employer. We consider all qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, gender expression, national origin, ancestry, age, physical or mental disability, medical condition, pregnancy, military status, veteran status, genetic information, citizenship, disability status, marital status, family status or any other basis prohibited by law.

We are committed to fostering an inclusive and accessible recruitment process for individuals with disabilities. If you require a reasonable accommodation to participate in the application or interview process, speak to your recruiter to discuss how we can support you.

Sales Compensation Engagement Manager

Description -

Description - Sales Compensation Administration Manager, AMS

HP is seeking a Sales Compensation Administration Manager to lead the AMS regional team responsible for end-to-end incentive compensation operations across the Americas. This role owns the operational integrity of the monthly compensation cycle for thousands of sellers, managing a team of Sales Compensation Analysts while driving process standardization, platform adoption, and AI-enabled transformation. The ideal candidate combines deep hands-on knowledge of SPM platforms and compensation mechanics with the leadership instincts to develop a high-performing team, influence cross-functional stakeholders without authority, and operate with precision in a high-stakes, high-volume environment. This role reports into the Global Sales Compensation Operations leadership and serves as the primary accountability layer between HP's seller-facing compensation commitments and the systems and processes that deliver on them.

Responsibilities

Team Leadership & Operations

• Lead, develop, and manage a team of Sales Compensation Analysts supporting the AMS region

• Own the monthly AMS calculation cycle end to end, from data readiness through payment release and establish accountability standards across the team

• Set performance expectations, conduct regular 1:1s, and build individual development plans aligned to team growth needs

• Serve as the primary escalation point for compensation issues, disputes, and cross-functional conflicts within AMS

• Monitor team capacity and workload distribution across cycles and peak periods

Compensation Operations Execution

• Oversee semi-annual plan rollouts and mid-cycle updates across AMS compensation plans

• Ensure accurate and timely execution of incentive calculation cycles in the SPM platform

• Establish and enforce pre- and post-calculation validation standards and reconciliation protocols

• Own the AMS claims and dispute resolution process ensuring appropriate triage, SLA adherence, and systemic root cause identification

• Oversee generation and distribution of sales compensation letters and acknowledgement tracking across AMS

• Maintain accountability for payment accuracy and on-time delivery across all AMS seller populations

Platform & Process Transformation

• Lead transformation initiatives focused on automating manual workflows, improving data quality, and reducing cycle time

• Participate in AI-enabled SPM improvement initiatives, including:

• Claims triage automation and intelligent dispute routing

• Validation workflow automation and anomaly detection

• Reporting and performance monitoring enhancements

• Reduction of manual adjustments through field education and proactive identifaciton of errors

Stakeholder Partnership

• Serve as the primary AMS operations partner to Sales Compensation Design, Finance, GRO and CO leadership.

• Translate operational issues into structured business cases for systemic resolution

• Represent AMS operations in steering committee discussions, platform decisions, and program governance forums

• Partner with EMEA and APJ regional counterparts to ensure cross-regional consistency in process design and escalation standards

Education & Experience Required

• Bachelor's degree in Business, Finance, Information Systems, or related field

• 7-10 years of experience in Sales Compensation Administration or Revenue Operations, with at least 2-3 years in a people management or team lead capacity

• Hands-on experience with at least one enterprise SPM platform (Forma.ai, Varicent, Xactly, SAP Callidus) for administration, and cycle management

• Experience supporting large sales organizations with complex go-to-market structures (direct, channel, partner, specialist) required

• Demonstrated experience managing compensation operations for a regional or multi-country seller population

Knowledge & Skills

• Understanding of compensation plan mechanics, crediting models, quota deployment, and incentive calculation logic

• Proven ability to manage high-volume operational environments

• Strong people management and ability to develop analysts,

• Experience managing cross-functional stakeholder relationships and influencing decisions without direct authority

• Advanced analytical skills able to diagnose root cause, identify patterns across high-volume data, and translate findings into systemic fixes

• Familiarity with automation tools, workflow optimization, and AI-enabled productivity tools

• Strong written and verbal communication skills able to represent operational complexity clearly to executive audiences

• Ability to operate effectively in a matrixed, global organization with shifting priorities and platform evolution

Impact & Scope

• Directly accountable for compensation accuracy and seller trust across all AMS seller populations

• Operational owner of the AMS monthly sales compensation administration cycle

• Manages a team of Sales Compensation Analysts across the AMS region

• Results directly impact seller motivation, pay equity, audit readiness, and compensation program integrity

The pay range for this role is $105,050 to $161,800 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.

Benefits:

HP offers a comprehensive benefits package for this position, including:

• Health insurance

• Dental insurance

• Vision insurance

• Long term/short term disability insurance

• Employee assistance program

• Flexible spending account

• Life insurance

• Generous time off policies, including;

• 4-12 weeks fully paid parental leave based on tenure

• 11 paid holidays

• Additional flexible paid vacation and sick leave (US benefits overview)

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.

Job -

Sales Operations

Schedule -

Full time

Shift -

No shift premium (United States of America)

Travel -

Not Specified

Relocation -

No

Equal Opportunity Employer (EEO) - 

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"

Worker Type

Regular

Job Description

 

Summary
The Senior Compensation Analyst will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve as a trusted expert and advisor – guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities. The Senior Compensation Analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy.

Position Responsibilities

Support Compensation Strategy & Program Design

• Develop and maintain robust salary structures, job levelling, and internal pay frameworks.
• Assist with the design and implement policies for base pay, bonuses, long-term incentives, and promotions that balance equity, compliance, and market competitiveness.
• Lead the annual compensation planning cycle for assigned business group.
• Serve as an advisor for compensation-related decisions that impact hiring, retention, and workforce planning.

Market Intelligence & Analysis

• Conduct in-depth market benchmarking and compensation surveys to ensure market competitiveness.
• Lead internal pay equity reviews, identifying gaps and recommending actionable solutions.
• Monitor industry trends and emerging compensation practices.
• Provide insights and recommendations based on labor market data and business needs.

Ensure Compliance & Drive Governance

• Ensure all compensation programs align with legal requirements (FLSA, pay equity laws, transparency regulations, etc.).
• Maintain clear, well-documented compensation policies and governance frameworks.
• Support internal audits, regulatory reporting, and compensation reviews.
• Lead on pay equity and transparency.

Partner & Influence Across the Business

• Lead job levelling processes for assigned business group.
• Collaborate with HR Business Partners, Talent Acquisition, and Leadership to guide compensation decisions.
• Translate complex data into compelling stories and actionable recommendations.
• Other duties as assigned

Basic Qualifications (Required Skills & Experience)

• Bachelor’s degree required in HR, Business, Finance or a related field or equivalent combination of education, training, and experience.
• Advanced degree, MBA or MS is preferred.
• CCP Certification is a plus
• Minimum of 5 years of hands-on compensation experience required.

Other Qualifications & Desired Competencies

• Advanced data and predictive analytics skills, with experience using Excel, Power BI and Workday including Advanced Comp
• Proven ability to influence cross-functional stakeholders and support strategic decision-making.
• High level of integrity, sound judgment, and discretion when dealing with sensitive compensation matters.
• Excellent written and verbal communication skills—with the ability to present complex information clearly and concisely.
• Strong knowledge of Microsoft Office Suite (Word, PowerPoint, Excel).
• Works well with little supervision and exercises independent judgement on a regular basis.
• Ability to gain cooperation of others, conducting presentations of technical information concerning specific projects or schedules.
• Strong grasp of compensation laws, internal equity principles, and market pricing.

Physical Demands

• Ability to sit, stand, stoop, reach, lift (up to 10 lbs.), bend, etc. Hand and wrist dexterity to utilize the computer.
• May require travel to sites/program and special functions.

Environmental Conditions Critical to Performance

• Work is in an office environment, climate controlled through central air conditioning/heating.
• May have some exposure to outside environment while traveling.

Special Requirements

• U.S. Citizen, U.S. Permanent Resident (Green Card holder) or asylee/refugee status as defined by 8 U.S.C. 1324b(a)(3) required.
• Must be able to travel within the Continental U.S. and internationally when required.

Clearance Level

 

No Clearance

The salary range for this role is:

$93,000 - $141,750

AeroVironment considers several factors when extending an offer, including but not limited to, the location, the role and associated responsibilities, a candidate’s work experience, education/training, and key skills.

ITAR Requirement:

This position requires access to information that is subject to compliance with the International Traffic Arms Regulations (“ITAR”) and/or the Export Administration Regulations (“EAR”). In order to comply with the requirements of the ITAR and/or the EAR, applicants must qualify as a U.S. person under the ITAR and the EAR, or a person to be approved for an export license by the governing agency whose technology comes under its jurisdiction. Please understand that any job offer that requires approval of an export license will be conditional on AeroVironment’s determination that it will be able to obtain an export license in a time frame consistent with AeroVironment’s business requirements. A “U.S. person” according to the ITAR definition is a U.S. citizen, U.S. lawful permanent resident (green card holder), or protected individual such as a refugee or asylee. See 22 CFR § 120.15. Some positions will require current U.S. Citizenship due to contract requirements.

Benefits:  AV offers an excellent benefits package including medical, dental vision, 401K with company matching, a 9/80 work schedule and a paid holiday shutdown.  For more information about our company benefit offerings please visit:  http://www.avinc.com/myavbenefits.

We also encourage you to review our company website at http://www.avinc.com to learn more about us.

Principals only need apply.  NO agencies please.

About AV:

AV isn’t for everyone. We hire the curious, the relentless, the mission-obsessed. The best of the best.

We don’t just build defense technology—we redefine what’s possible. As the premier autonomous systems company in the U.S., AV delivers breakthrough capabilities across air, land, sea, space, and cyber. From AI-powered drones and loitering munitions to integrated autonomy and space resilience, our technologies shape the future of warfare and protect those who serve.

Founded by legendary innovator Dr. Paul MacCready, AV has spent over 50 years pushing the boundaries of what unmanned systems can do. Our heritage includes seven platforms in the Smithsonian—but we’re not building history, we’re building what’s next.

If you're ready to build technology that matters—with speed, scale, and purpose—there’s no better place to do it than AV.

 

We are proud to be an EEO/AA Equal Opportunity Employer, including disability/veterans. AeroVironment, Inc. is an Equal Employment Opportunity (EEO) employer and welcomes all qualified applicants. Qualified applicants will receive fair and impartial consideration without regard to race, sex, color, religion, national origin, age, disability, protected veteran status, genetic data, sexual orientation, gender identity or other legally protected status.

ITAR

Worker Type

Regular

Job Description

 

Summary
The Senior Compensation Analyst will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve as a trusted expert and advisor – guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities. The Senior Compensation Analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy.

Position Responsibilities

Support Compensation Strategy & Program Design

• Develop and maintain robust salary structures, job levelling, and internal pay frameworks.
• Assist with the design and implement policies for base pay, bonuses, long-term incentives, and promotions that balance equity, compliance, and market competitiveness.
• Lead the annual compensation planning cycle for assigned business group.
• Serve as an advisor for compensation-related decisions that impact hiring, retention, and workforce planning.

Market Intelligence & Analysis

• Conduct in-depth market benchmarking and compensation surveys to ensure market competitiveness.
• Lead internal pay equity reviews, identifying gaps and recommending actionable solutions.
• Monitor industry trends and emerging compensation practices.
• Provide insights and recommendations based on labor market data and business needs.

Ensure Compliance & Drive Governance

• Ensure all compensation programs align with legal requirements (FLSA, pay equity laws, transparency regulations, etc.).
• Maintain clear, well-documented compensation policies and governance frameworks.
• Support internal audits, regulatory reporting, and compensation reviews.
• Lead on pay equity and transparency.

Partner & Influence Across the Business

• Lead job levelling processes for assigned business group.
• Collaborate with HR Business Partners, Talent Acquisition, and Leadership to guide compensation decisions.
• Translate complex data into compelling stories and actionable recommendations.
• Other duties as assigned

Basic Qualifications (Required Skills & Experience)

• Bachelor’s degree required in HR, Business, Finance or a related field or equivalent combination of education, training, and experience.
• Advanced degree, MBA or MS is preferred.
• CCP Certification is a plus
• Minimum of 5 years of hands-on compensation experience required.

Other Qualifications & Desired Competencies

• Advanced data and predictive analytics skills, with experience using Excel, Power BI and Workday including Advanced Comp
• Proven ability to influence cross-functional stakeholders and support strategic decision-making.
• High level of integrity, sound judgment, and discretion when dealing with sensitive compensation matters.
• Excellent written and verbal communication skills—with the ability to present complex information clearly and concisely.
• Strong knowledge of Microsoft Office Suite (Word, PowerPoint, Excel).
• Works well with little supervision and exercises independent judgement on a regular basis.
• Ability to gain cooperation of others, conducting presentations of technical information concerning specific projects or schedules.
• Strong grasp of compensation laws, internal equity principles, and market pricing.

Physical Demands

• Ability to sit, stand, stoop, reach, lift (up to 10 lbs.), bend, etc. Hand and wrist dexterity to utilize the computer.
• May require travel to sites/program and special functions.

Environmental Conditions Critical to Performance

• Work is in an office environment, climate controlled through central air conditioning/heating.
• May have some exposure to outside environment while traveling.

Special Requirements

• U.S. Citizen, U.S. Permanent Resident (Green Card holder) or asylee/refugee status as defined by 8 U.S.C. 1324b(a)(3) required.
• Must be able to travel within the Continental U.S. and internationally when required.

Clearance Level

 

No Clearance

The salary range for this role is:

$93,000 - $141,750

AeroVironment considers several factors when extending an offer, including but not limited to, the location, the role and associated responsibilities, a candidate’s work experience, education/training, and key skills.

ITAR Requirement:

This position requires access to information that is subject to compliance with the International Traffic Arms Regulations (“ITAR”) and/or the Export Administration Regulations (“EAR”). In order to comply with the requirements of the ITAR and/or the EAR, applicants must qualify as a U.S. person under the ITAR and the EAR, or a person to be approved for an export license by the governing agency whose technology comes under its jurisdiction. Please understand that any job offer that requires approval of an export license will be conditional on AeroVironment’s determination that it will be able to obtain an export license in a time frame consistent with AeroVironment’s business requirements. A “U.S. person” according to the ITAR definition is a U.S. citizen, U.S. lawful permanent resident (green card holder), or protected individual such as a refugee or asylee. See 22 CFR § 120.15. Some positions will require current U.S. Citizenship due to contract requirements.

Benefits:  AV offers an excellent benefits package including medical, dental vision, 401K with company matching, a 9/80 work schedule and a paid holiday shutdown.  For more information about our company benefit offerings please visit:  http://www.avinc.com/myavbenefits.

We also encourage you to review our company website at http://www.avinc.com to learn more about us.

Principals only need apply.  NO agencies please.

About AV:

AV isn’t for everyone. We hire the curious, the relentless, the mission-obsessed. The best of the best.

We don’t just build defense technology—we redefine what’s possible. As the premier autonomous systems company in the U.S., AV delivers breakthrough capabilities across air, land, sea, space, and cyber. From AI-powered drones and loitering munitions to integrated autonomy and space resilience, our technologies shape the future of warfare and protect those who serve.

Founded by legendary innovator Dr. Paul MacCready, AV has spent over 50 years pushing the boundaries of what unmanned systems can do. Our heritage includes seven platforms in the Smithsonian—but we’re not building history, we’re building what’s next.

If you're ready to build technology that matters—with speed, scale, and purpose—there’s no better place to do it than AV.

 

We are proud to be an EEO/AA Equal Opportunity Employer, including disability/veterans. AeroVironment, Inc. is an Equal Employment Opportunity (EEO) employer and welcomes all qualified applicants. Qualified applicants will receive fair and impartial consideration without regard to race, sex, color, religion, national origin, age, disability, protected veteran status, genetic data, sexual orientation, gender identity or other legally protected status.

ITAR

Worker Type

Regular

Job Description

 

Summary
The Senior Compensation Analyst will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve as a trusted expert and advisor – guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities. The Senior Compensation Analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy.

Position Responsibilities

Support Compensation Strategy & Program Design

• Develop and maintain robust salary structures, job levelling, and internal pay frameworks.
• Assist with the design and implement policies for base pay, bonuses, long-term incentives, and promotions that balance equity, compliance, and market competitiveness.
• Lead the annual compensation planning cycle for assigned business group.
• Serve as an advisor for compensation-related decisions that impact hiring, retention, and workforce planning.

Market Intelligence & Analysis

• Conduct in-depth market benchmarking and compensation surveys to ensure market competitiveness.
• Lead internal pay equity reviews, identifying gaps and recommending actionable solutions.
• Monitor industry trends and emerging compensation practices.
• Provide insights and recommendations based on labor market data and business needs.

Ensure Compliance & Drive Governance

• Ensure all compensation programs align with legal requirements (FLSA, pay equity laws, transparency regulations, etc.).
• Maintain clear, well-documented compensation policies and governance frameworks.
• Support internal audits, regulatory reporting, and compensation reviews.
• Lead on pay equity and transparency.

Partner & Influence Across the Business

• Lead job levelling processes for assigned business group.
• Collaborate with HR Business Partners, Talent Acquisition, and Leadership to guide compensation decisions.
• Translate complex data into compelling stories and actionable recommendations.
• Other duties as assigned

Basic Qualifications (Required Skills & Experience)

• Bachelor’s degree required in HR, Business, Finance or a related field or equivalent combination of education, training, and experience.
• Advanced degree, MBA or MS is preferred.
• CCP Certification is a plus
• Minimum of 5 years of hands-on compensation experience required.

Other Qualifications & Desired Competencies

• Advanced data and predictive analytics skills, with experience using Excel, Power BI and Workday including Advanced Comp
• Proven ability to influence cross-functional stakeholders and support strategic decision-making.
• High level of integrity, sound judgment, and discretion when dealing with sensitive compensation matters.
• Excellent written and verbal communication skills—with the ability to present complex information clearly and concisely.
• Strong knowledge of Microsoft Office Suite (Word, PowerPoint, Excel).
• Works well with little supervision and exercises independent judgement on a regular basis.
• Ability to gain cooperation of others, conducting presentations of technical information concerning specific projects or schedules.
• Strong grasp of compensation laws, internal equity principles, and market pricing.

Physical Demands

• Ability to sit, stand, stoop, reach, lift (up to 10 lbs.), bend, etc. Hand and wrist dexterity to utilize the computer.
• May require travel to sites/program and special functions.

Environmental Conditions Critical to Performance

• Work is in an office environment, climate controlled through central air conditioning/heating.
• May have some exposure to outside environment while traveling.

Special Requirements

• U.S. Citizen, U.S. Permanent Resident (Green Card holder) or asylee/refugee status as defined by 8 U.S.C. 1324b(a)(3) required.
• Must be able to travel within the Continental U.S. and internationally when required.

Clearance Level

 

No Clearance

The salary range for this role is:

$93,000 - $141,750

AeroVironment considers several factors when extending an offer, including but not limited to, the location, the role and associated responsibilities, a candidate’s work experience, education/training, and key skills.

ITAR Requirement:

This position requires access to information that is subject to compliance with the International Traffic Arms Regulations (“ITAR”) and/or the Export Administration Regulations (“EAR”). In order to comply with the requirements of the ITAR and/or the EAR, applicants must qualify as a U.S. person under the ITAR and the EAR, or a person to be approved for an export license by the governing agency whose technology comes under its jurisdiction. Please understand that any job offer that requires approval of an export license will be conditional on AeroVironment’s determination that it will be able to obtain an export license in a time frame consistent with AeroVironment’s business requirements. A “U.S. person” according to the ITAR definition is a U.S. citizen, U.S. lawful permanent resident (green card holder), or protected individual such as a refugee or asylee. See 22 CFR § 120.15. Some positions will require current U.S. Citizenship due to contract requirements.

Benefits:  AV offers an excellent benefits package including medical, dental vision, 401K with company matching, a 9/80 work schedule and a paid holiday shutdown.  For more information about our company benefit offerings please visit:  http://www.avinc.com/myavbenefits.

We also encourage you to review our company website at http://www.avinc.com to learn more about us.

Principals only need apply.  NO agencies please.

About AV:

AV isn’t for everyone. We hire the curious, the relentless, the mission-obsessed. The best of the best.

We don’t just build defense technology—we redefine what’s possible. As the premier autonomous systems company in the U.S., AV delivers breakthrough capabilities across air, land, sea, space, and cyber. From AI-powered drones and loitering munitions to integrated autonomy and space resilience, our technologies shape the future of warfare and protect those who serve.

Founded by legendary innovator Dr. Paul MacCready, AV has spent over 50 years pushing the boundaries of what unmanned systems can do. Our heritage includes seven platforms in the Smithsonian—but we’re not building history, we’re building what’s next.

If you're ready to build technology that matters—with speed, scale, and purpose—there’s no better place to do it than AV.

 

We are proud to be an EEO/AA Equal Opportunity Employer, including disability/veterans. AeroVironment, Inc. is an Equal Employment Opportunity (EEO) employer and welcomes all qualified applicants. Qualified applicants will receive fair and impartial consideration without regard to race, sex, color, religion, national origin, age, disability, protected veteran status, genetic data, sexual orientation, gender identity or other legally protected status.

ITAR

Sales Compensation Engagement Manager

Description -

Description - Sales Compensation Administration Manager, AMS

HP is seeking a Sales Compensation Administration Manager to lead the AMS regional team responsible for end-to-end incentive compensation operations across the Americas. This role owns the operational integrity of the monthly compensation cycle for thousands of sellers, managing a team of Sales Compensation Analysts while driving process standardization, platform adoption, and AI-enabled transformation. The ideal candidate combines deep hands-on knowledge of SPM platforms and compensation mechanics with the leadership instincts to develop a high-performing team, influence cross-functional stakeholders without authority, and operate with precision in a high-stakes, high-volume environment. This role reports into the Global Sales Compensation Operations leadership and serves as the primary accountability layer between HP's seller-facing compensation commitments and the systems and processes that deliver on them.

Responsibilities

Team Leadership & Operations

• Lead, develop, and manage a team of Sales Compensation Analysts supporting the AMS region

• Own the monthly AMS calculation cycle end to end, from data readiness through payment release and establish accountability standards across the team

• Set performance expectations, conduct regular 1:1s, and build individual development plans aligned to team growth needs

• Serve as the primary escalation point for compensation issues, disputes, and cross-functional conflicts within AMS

• Monitor team capacity and workload distribution across cycles and peak periods

Compensation Operations Execution

• Oversee semi-annual plan rollouts and mid-cycle updates across AMS compensation plans

• Ensure accurate and timely execution of incentive calculation cycles in the SPM platform

• Establish and enforce pre- and post-calculation validation standards and reconciliation protocols

• Own the AMS claims and dispute resolution process ensuring appropriate triage, SLA adherence, and systemic root cause identification

• Oversee generation and distribution of sales compensation letters and acknowledgement tracking across AMS

• Maintain accountability for payment accuracy and on-time delivery across all AMS seller populations

Platform & Process Transformation

• Lead transformation initiatives focused on automating manual workflows, improving data quality, and reducing cycle time

• Participate in AI-enabled SPM improvement initiatives, including:

• Claims triage automation and intelligent dispute routing

• Validation workflow automation and anomaly detection

• Reporting and performance monitoring enhancements

• Reduction of manual adjustments through field education and proactive identifaciton of errors

Stakeholder Partnership

• Serve as the primary AMS operations partner to Sales Compensation Design, Finance, GRO and CO leadership.

• Translate operational issues into structured business cases for systemic resolution

• Represent AMS operations in steering committee discussions, platform decisions, and program governance forums

• Partner with EMEA and APJ regional counterparts to ensure cross-regional consistency in process design and escalation standards

Education & Experience Required

• Bachelor's degree in Business, Finance, Information Systems, or related field

• 7-10 years of experience in Sales Compensation Administration or Revenue Operations, with at least 2-3 years in a people management or team lead capacity

• Hands-on experience with at least one enterprise SPM platform (Forma.ai, Varicent, Xactly, SAP Callidus) for administration, and cycle management

• Experience supporting large sales organizations with complex go-to-market structures (direct, channel, partner, specialist) required

• Demonstrated experience managing compensation operations for a regional or multi-country seller population

Knowledge & Skills

• Understanding of compensation plan mechanics, crediting models, quota deployment, and incentive calculation logic

• Proven ability to manage high-volume operational environments

• Strong people management and ability to develop analysts,

• Experience managing cross-functional stakeholder relationships and influencing decisions without direct authority

• Advanced analytical skills able to diagnose root cause, identify patterns across high-volume data, and translate findings into systemic fixes

• Familiarity with automation tools, workflow optimization, and AI-enabled productivity tools

• Strong written and verbal communication skills able to represent operational complexity clearly to executive audiences

• Ability to operate effectively in a matrixed, global organization with shifting priorities and platform evolution

Impact & Scope

• Directly accountable for compensation accuracy and seller trust across all AMS seller populations

• Operational owner of the AMS monthly sales compensation administration cycle

• Manages a team of Sales Compensation Analysts across the AMS region

• Results directly impact seller motivation, pay equity, audit readiness, and compensation program integrity

The pay range for this role is $105,050 to $161,800 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.

Benefits:

HP offers a comprehensive benefits package for this position, including:

• Health insurance

• Dental insurance

• Vision insurance

• Long term/short term disability insurance

• Employee assistance program

• Flexible spending account

• Life insurance

• Generous time off policies, including;

• 4-12 weeks fully paid parental leave based on tenure

• 11 paid holidays

• Additional flexible paid vacation and sick leave (US benefits overview)

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.

Job -

Sales Operations

Schedule -

Full time

Shift -

No shift premium (United States of America)

Travel -

Not Specified

Relocation -

No

Equal Opportunity Employer (EEO) - 

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"

Sales Compensation Process Administrator

Description -

Description:

HP is seeking a Sales Compensation Process Administrator to support the end-to-end administration and modernization of global sales compensation programs.

This role is responsible for compensation plan configuration, crediting, quota deployment, incentive calculation execution, claims resolution, pay validation, and sales letter distribution within a modern SPM platform (e.g., Forma.ai, Varicent, Xactly).

In addition to operational execution, this role will contribute to transforming existing compensation processes, improving automation, and supporting ongoing SPM platform evolution.

The ideal candidate combines operational discipline with a continuous improvement mindset and curiosity about leveraging AI and automation to increase efficiency and accuracy.

Responsibilities:

• Support semi-annual plan rollouts and mid-cycle updates

• Execute monthly incentive calculation cycles

• Perform pre- and post-calculation validations and reconciliation analysis

• Investigate and resolve Tier 1 compensation claims and disputes

• Identify recurring issue patterns and recommend systemic fixes

• Support generation and distribution of sales compensation letters; track acknowledgements

• Be accountable for timely and accurate payments

• Participate in SPM system implementation, enhancements, or migrations

• Contribute to transformation initiatives focused on simplifying, standardizing, and automating processes

• Identify opportunities to leverage AI tools to:

  • Improve claims triage and investigation

  • Automate validation workflows

  • Enhance reporting and performance monitoring

  • Reduce manual adjustments

Education & Experience Required

• Bachelor’s degree in Business, Finance, Information Systems, or related field

• 4 - 7 years of experience in Sales Compensation Administration or Revenue Operations

• Hands-on experience with at least one SPM platform (Forma.ai, Varicent, Xactly, SAP Callidus)

• Experience participating in an SPM implementation or major platform enhancement strongly preferred

• Experience supporting global sales organizations and complex go-to-market preferred

Knowledge & Skills

• Strong understanding of compensation plan mechanics and crediting models

• Experience managing high-volume claims environments

• Advanced Excel skills (pivot tables, reconciliation analysis, data validation)

• Familiarity with automation tools and workflow optimization

• Experience using AI-enabled productivity tools (e.g., intelligent document review, data anomaly detection, workflow automation assistants) preferred

• Strong analytical and investigative skills

• Detail-oriented with high standards for data accuracy

• Ability to adapt to evolving systems and digital transformation initiatives

• Strong written and verbal communication skills

Impact & Scope

• Direct impact on compensation accuracy and seller trust

• Key contributor to modernization of sales compensation administration

• Supports implementation and continuous improvement of SPM platform capabilities

• Partner to Sales Compensation Design team, HR, Sales Leadership, IT, and SPM vendor

The pay range for this role is $73,800 to $113,650 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.

Benefits:

HP offers a comprehensive benefits package for this position, including:

• Health insurance

• Dental insurance

• Vision insurance

• Long term/short term disability insurance

• Employee assistance program

• Flexible spending account

• Life insurance

• Generous time off policies, including;

• 4-12 weeks fully paid parental leave based on tenure

• 11 paid holidays

• Additional flexible paid vacation and sick leave (US benefits overview)

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.

Job -

Sales Operations

Schedule -

Full time

Shift -

No shift premium (United States of America)

Travel -

Not Specified

Relocation -

No

Equal Opportunity Employer (EEO) - 

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"

Sales Compensation Process Administrator

Description -

Description:

HP is seeking a Sales Compensation Process Administrator to support the end-to-end administration and modernization of global sales compensation programs.

This role is responsible for compensation plan configuration, crediting, quota deployment, incentive calculation execution, claims resolution, pay validation, and sales letter distribution within a modern SPM platform (e.g., Forma.ai, Varicent, Xactly).

In addition to operational execution, this role will contribute to transforming existing compensation processes, improving automation, and supporting ongoing SPM platform evolution.

The ideal candidate combines operational discipline with a continuous improvement mindset and curiosity about leveraging AI and automation to increase efficiency and accuracy.

Responsibilities:

• Support semi-annual plan rollouts and mid-cycle updates

• Execute monthly incentive calculation cycles

• Perform pre- and post-calculation validations and reconciliation analysis

• Investigate and resolve Tier 1 compensation claims and disputes

• Identify recurring issue patterns and recommend systemic fixes

• Support generation and distribution of sales compensation letters; track acknowledgements

• Be accountable for timely and accurate payments

• Participate in SPM system implementation, enhancements, or migrations

• Contribute to transformation initiatives focused on simplifying, standardizing, and automating processes

• Identify opportunities to leverage AI tools to:

  • Improve claims triage and investigation

  • Automate validation workflows

  • Enhance reporting and performance monitoring

  • Reduce manual adjustments

Education & Experience Required

• Bachelor’s degree in Business, Finance, Information Systems, or related field

• 4 - 7 years of experience in Sales Compensation Administration or Revenue Operations

• Hands-on experience with at least one SPM platform (Forma.ai, Varicent, Xactly, SAP Callidus)

• Experience participating in an SPM implementation or major platform enhancement strongly preferred

• Experience supporting global sales organizations and complex go-to-market preferred

Knowledge & Skills

• Strong understanding of compensation plan mechanics and crediting models

• Experience managing high-volume claims environments

• Advanced Excel skills (pivot tables, reconciliation analysis, data validation)

• Familiarity with automation tools and workflow optimization

• Experience using AI-enabled productivity tools (e.g., intelligent document review, data anomaly detection, workflow automation assistants) preferred

• Strong analytical and investigative skills

• Detail-oriented with high standards for data accuracy

• Ability to adapt to evolving systems and digital transformation initiatives

• Strong written and verbal communication skills

Impact & Scope

• Direct impact on compensation accuracy and seller trust

• Key contributor to modernization of sales compensation administration

• Supports implementation and continuous improvement of SPM platform capabilities

• Partner to Sales Compensation Design team, HR, Sales Leadership, IT, and SPM vendor

The pay range for this role is $73,800 to $113,650 USD annually with additional opportunities for pay in the form of bonus and/or equity (applies to United States of America candidates only). Pay varies by work location, job-related knowledge, skills, and experience.

Benefits:

HP offers a comprehensive benefits package for this position, including:

• Health insurance

• Dental insurance

• Vision insurance

• Long term/short term disability insurance

• Employee assistance program

• Flexible spending account

• Life insurance

• Generous time off policies, including;

• 4-12 weeks fully paid parental leave based on tenure

• 11 paid holidays

• Additional flexible paid vacation and sick leave (US benefits overview)

The compensation and benefits information is accurate as of the date of this posting. The Company reserves the right to modify this information at any time, with or without notice, subject to applicable law.

Job -

Sales Operations

Schedule -

Full time

Shift -

No shift premium (United States of America)

Travel -

Not Specified

Relocation -

No

Equal Opportunity Employer (EEO) - 

HP, Inc. provides equal employment opportunity to all employees and prospective employees, without regard to race, color, religion, sex, national origin, ancestry, citizenship, sexual orientation, age, disability, or status as a protected veteran, marital status, familial status, physical or mental disability, medical condition, pregnancy, genetic predisposition or carrier status, uniformed service status, political affiliation or any other characteristic protected by applicable national, federal, state, and local law(s).

Please be assured that you will not be subject to any adverse treatment if you choose to disclose the information requested. This information is provided voluntarily. The information obtained will be kept in strict confidence.

For more information, review HP’s EEO Policy or read about your rights as an applicant under the law here: “Know Your Rights: Workplace Discrimination is Illegal"

Worker Type

Regular

Job Description

 

Summary
The Senior Compensation Analyst will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve as a trusted expert and advisor – guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities. The Senior Compensation Analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy.

Position Responsibilities

Support Compensation Strategy & Program Design

• Develop and maintain robust salary structures, job levelling, and internal pay frameworks.
• Assist with the design and implement policies for base pay, bonuses, long-term incentives, and promotions that balance equity, compliance, and market competitiveness.
• Lead the annual compensation planning cycle for assigned business group.
• Serve as an advisor for compensation-related decisions that impact hiring, retention, and workforce planning.

Market Intelligence & Analysis

• Conduct in-depth market benchmarking and compensation surveys to ensure market competitiveness.
• Lead internal pay equity reviews, identifying gaps and recommending actionable solutions.
• Monitor industry trends and emerging compensation practices.
• Provide insights and recommendations based on labor market data and business needs.

Ensure Compliance & Drive Governance

• Ensure all compensation programs align with legal requirements (FLSA, pay equity laws, transparency regulations, etc.).
• Maintain clear, well-documented compensation policies and governance frameworks.
• Support internal audits, regulatory reporting, and compensation reviews.
• Lead on pay equity and transparency.

Partner & Influence Across the Business

• Lead job levelling processes for assigned business group.
• Collaborate with HR Business Partners, Talent Acquisition, and Leadership to guide compensation decisions.
• Translate complex data into compelling stories and actionable recommendations.
• Other duties as assigned

Basic Qualifications (Required Skills & Experience)

• Bachelor’s degree required in HR, Business, Finance or a related field or equivalent combination of education, training, and experience.
• Advanced degree, MBA or MS is preferred.
• CCP Certification is a plus
• Minimum of 5 years of hands-on compensation experience required.

Other Qualifications & Desired Competencies

• Advanced data and predictive analytics skills, with experience using Excel, Power BI and Workday including Advanced Comp
• Proven ability to influence cross-functional stakeholders and support strategic decision-making.
• High level of integrity, sound judgment, and discretion when dealing with sensitive compensation matters.
• Excellent written and verbal communication skills—with the ability to present complex information clearly and concisely.
• Strong knowledge of Microsoft Office Suite (Word, PowerPoint, Excel).
• Works well with little supervision and exercises independent judgement on a regular basis.
• Ability to gain cooperation of others, conducting presentations of technical information concerning specific projects or schedules.
• Strong grasp of compensation laws, internal equity principles, and market pricing.

Physical Demands

• Ability to sit, stand, stoop, reach, lift (up to 10 lbs.), bend, etc. Hand and wrist dexterity to utilize the computer.
• May require travel to sites/program and special functions.

Environmental Conditions Critical to Performance

• Work is in an office environment, climate controlled through central air conditioning/heating.
• May have some exposure to outside environment while traveling.

Special Requirements

• U.S. Citizen, U.S. Permanent Resident (Green Card holder) or asylee/refugee status as defined by 8 U.S.C. 1324b(a)(3) required.
• Must be able to travel within the Continental U.S. and internationally when required.

Clearance Level

 

No Clearance

The salary range for this role is:

$93,000 - $141,750

AeroVironment considers several factors when extending an offer, including but not limited to, the location, the role and associated responsibilities, a candidate’s work experience, education/training, and key skills.

ITAR Requirement:

This position requires access to information that is subject to compliance with the International Traffic Arms Regulations (“ITAR”) and/or the Export Administration Regulations (“EAR”). In order to comply with the requirements of the ITAR and/or the EAR, applicants must qualify as a U.S. person under the ITAR and the EAR, or a person to be approved for an export license by the governing agency whose technology comes under its jurisdiction. Please understand that any job offer that requires approval of an export license will be conditional on AeroVironment’s determination that it will be able to obtain an export license in a time frame consistent with AeroVironment’s business requirements. A “U.S. person” according to the ITAR definition is a U.S. citizen, U.S. lawful permanent resident (green card holder), or protected individual such as a refugee or asylee. See 22 CFR § 120.15. Some positions will require current U.S. Citizenship due to contract requirements.

Benefits:  AV offers an excellent benefits package including medical, dental vision, 401K with company matching, a 9/80 work schedule and a paid holiday shutdown.  For more information about our company benefit offerings please visit:  http://www.avinc.com/myavbenefits.

We also encourage you to review our company website at http://www.avinc.com to learn more about us.

Principals only need apply.  NO agencies please.

About AV:

AV isn’t for everyone. We hire the curious, the relentless, the mission-obsessed. The best of the best.

We don’t just build defense technology—we redefine what’s possible. As the premier autonomous systems company in the U.S., AV delivers breakthrough capabilities across air, land, sea, space, and cyber. From AI-powered drones and loitering munitions to integrated autonomy and space resilience, our technologies shape the future of warfare and protect those who serve.

Founded by legendary innovator Dr. Paul MacCready, AV has spent over 50 years pushing the boundaries of what unmanned systems can do. Our heritage includes seven platforms in the Smithsonian—but we’re not building history, we’re building what’s next.

If you're ready to build technology that matters—with speed, scale, and purpose—there’s no better place to do it than AV.

 

We are proud to be an EEO/AA Equal Opportunity Employer, including disability/veterans. AeroVironment, Inc. is an Equal Employment Opportunity (EEO) employer and welcomes all qualified applicants. Qualified applicants will receive fair and impartial consideration without regard to race, sex, color, religion, national origin, age, disability, protected veteran status, genetic data, sexual orientation, gender identity or other legally protected status.

ITAR

Worker Type

Regular

Job Description

 

Summary
The Senior Compensation Analyst will assist in the design, analysis, and execution of market competitive, equitable compensation programs. This role will serve as a trusted expert and advisor – guiding data-driven decisions, shaping compensation frameworks, and partnering across the organization to align pay practices with business goals and market realities. The Senior Compensation Analyst will help develop new compensation policies and practices to support retention and employee engagement aligned with AV's overall strategy.

Position Responsibilities

Support Compensation Strategy & Program Design

• Develop and maintain robust salary structures, job levelling, and internal pay frameworks.
• Assist with the design and implement policies for base pay, bonuses, long-term incentives, and promotions that balance equity, compliance, and market competitiveness.
• Lead the annual compensation planning cycle for assigned business group.
• Serve as an advisor for compensation-related decisions that impact hiring, retention, and workforce planning.

Market Intelligence & Analysis

• Conduct in-depth market benchmarking and compensation surveys to ensure market competitiveness.
• Lead internal pay equity reviews, identifying gaps and recommending actionable solutions.
• Monitor industry trends and emerging compensation practices.
• Provide insights and recommendations based on labor market data and business needs.

Ensure Compliance & Drive Governance

• Ensure all compensation programs align with legal requirements (FLSA, pay equity laws, transparency regulations, etc.).
• Maintain clear, well-documented compensation policies and governance frameworks.
• Support internal audits, regulatory reporting, and compensation reviews.
• Lead on pay equity and transparency.

Partner & Influence Across the Business

• Lead job levelling processes for assigned business group.
• Collaborate with HR Business Partners, Talent Acquisition, and Leadership to guide compensation decisions.
• Translate complex data into compelling stories and actionable recommendations.
• Other duties as assigned

Basic Qualifications (Required Skills & Experience)

• Bachelor’s degree required in HR, Business, Finance or a related field or equivalent combination of education, training, and experience.
• Advanced degree, MBA or MS is preferred.
• CCP Certification is a plus
• Minimum of 5 years of hands-on compensation experience required.

Other Qualifications & Desired Competencies

• Advanced data and predictive analytics skills, with experience using Excel, Power BI and Workday including Advanced Comp
• Proven ability to influence cross-functional stakeholders and support strategic decision-making.
• High level of integrity, sound judgment, and discretion when dealing with sensitive compensation matters.
• Excellent written and verbal communication skills—with the ability to present complex information clearly and concisely.
• Strong knowledge of Microsoft Office Suite (Word, PowerPoint, Excel).
• Works well with little supervision and exercises independent judgement on a regular basis.
• Ability to gain cooperation of others, conducting presentations of technical information concerning specific projects or schedules.
• Strong grasp of compensation laws, internal equity principles, and market pricing.

Physical Demands

• Ability to sit, stand, stoop, reach, lift (up to 10 lbs.), bend, etc. Hand and wrist dexterity to utilize the computer.
• May require travel to sites/program and special functions.

Environmental Conditions Critical to Performance

• Work is in an office environment, climate controlled through central air conditioning/heating.
• May have some exposure to outside environment while traveling.

Special Requirements

• U.S. Citizen, U.S. Permanent Resident (Green Card holder) or asylee/refugee status as defined by 8 U.S.C. 1324b(a)(3) required.
• Must be able to travel within the Continental U.S. and internationally when required.

Clearance Level

 

No Clearance

The salary range for this role is:

$93,000 - $141,750

AeroVironment considers several factors when extending an offer, including but not limited to, the location, the role and associated responsibilities, a candidate’s work experience, education/training, and key skills.

ITAR Requirement:

This position requires access to information that is subject to compliance with the International Traffic Arms Regulations (“ITAR”) and/or the Export Administration Regulations (“EAR”). In order to comply with the requirements of the ITAR and/or the EAR, applicants must qualify as a U.S. person under the ITAR and the EAR, or a person to be approved for an export license by the governing agency whose technology comes under its jurisdiction. Please understand that any job offer that requires approval of an export license will be conditional on AeroVironment’s determination that it will be able to obtain an export license in a time frame consistent with AeroVironment’s business requirements. A “U.S. person” according to the ITAR definition is a U.S. citizen, U.S. lawful permanent resident (green card holder), or protected individual such as a refugee or asylee. See 22 CFR § 120.15. Some positions will require current U.S. Citizenship due to contract requirements.

Benefits:  AV offers an excellent benefits package including medical, dental vision, 401K with company matching, a 9/80 work schedule and a paid holiday shutdown.  For more information about our company benefit offerings please visit:  http://www.avinc.com/myavbenefits.

We also encourage you to review our company website at http://www.avinc.com to learn more about us.

Principals only need apply.  NO agencies please.

About AV:

AV isn’t for everyone. We hire the curious, the relentless, the mission-obsessed. The best of the best.

We don’t just build defense technology—we redefine what’s possible. As the premier autonomous systems company in the U.S., AV delivers breakthrough capabilities across air, land, sea, space, and cyber. From AI-powered drones and loitering munitions to integrated autonomy and space resilience, our technologies shape the future of warfare and protect those who serve.

Founded by legendary innovator Dr. Paul MacCready, AV has spent over 50 years pushing the boundaries of what unmanned systems can do. Our heritage includes seven platforms in the Smithsonian—but we’re not building history, we’re building what’s next.

If you're ready to build technology that matters—with speed, scale, and purpose—there’s no better place to do it than AV.

 

We are proud to be an EEO/AA Equal Opportunity Employer, including disability/veterans. AeroVironment, Inc. is an Equal Employment Opportunity (EEO) employer and welcomes all qualified applicants. Qualified applicants will receive fair and impartial consideration without regard to race, sex, color, religion, national origin, age, disability, protected veteran status, genetic data, sexual orientation, gender identity or other legally protected status.

ITAR