Director Compensation and Benefits

ArcelorMittal•Schererville, IN

3d•Onsite

About The Position

ArcelorMittal North America is seeking a Director, Compensation & Benefits to lead compensation and benefits programs across the North America segment. This is a hands-on leadership role requiring strategic thinking, strong analytical capabilities, and direct involvement in execution. The successful candidate will partner closely with senior leadership, HR teams, and business leaders to develop practical, competitive, and effective solutions that support our people and business priorities. Reporting to the Head of Human Resources & Communications, ArcelorMittal North America, the Director, Compensation & Benefits is responsible for leading and managing compensation and benefits programs across the North America segment. The role combines strategic oversight with direct involvement in the design, analysis, implementation, and administration of base salary, short- and long-term incentive programs, employee benefits, job evaluation, and organizational design. The Director serves as a key advisor to senior leadership and works closely with HR teams and business leaders across the North America units to implement ArcelorMittal programs and processes. The Director is accountable for the accuracy, integrity, and timely delivery of compensation and benefits work, including validating critical information, establishing appropriate controls, escalating material risks, and bringing complex matters through final resolution. The role provides senior leadership with clear, well-supported recommendations that consider alternatives, financial implications, organizational impact, and risk.

Requirements

Minimum of 10 years of progressively responsible HR experience, including significant direct responsibility for compensation and benefits.
Minimum of five years leading complex compensation and benefits programs, processes, or teams, preferably within a multi-site organization.
Demonstrated technical depth across broad-based and executive compensation, including market benchmarking, job evaluation, salary structures, salary positioning, short- and long-term incentives, annual compensation processes, and compensation governance.
Demonstrated experience with the design, administration, financial evaluation, governance, and regulatory oversight of employee benefit and retirement programs.
Exceptional analytical rigor and attention to detail, including the ability to identify inconsistencies, test assumptions, validate calculations, assess downstream implications, and translate complex information into clear, practical recommendations.
Demonstrated ability to operate as a hands-on leader, combining strategic thinking with direct involvement in execution.
Strong leadership and communication skills, with the ability to advise, influence, and effectively partner with senior leaders, HR teams, and business stakeholders.
Ability to set priorities and manage multiple projects and stakeholders in a fast-paced, highly matrixed environment.
Proficiency in Microsoft Excel and experience using HR information systems, compensation planning tools, market survey platforms, and reporting or data-visualization tools.
Ability to develop clear executive-level presentations and decision materials.
Bachelor’s degree in human resources, business administration, finance, or related field.

Nice To Haves

Experience in steel, manufacturing, or another industrial environment.
Experience operating across multiple North American jurisdictions and addressing differences in compensation practices, benefit structures, regulatory requirements, and business needs.
Experience working in a global organization with multiple stakeholders and organizational interfaces.
Advanced degree and/or relevant professional certification in compensation, benefits, or human resources is considered an asset.

Responsibilities

Demonstrate visible leadership and commitment to ArcelorMittal’s “Believe in Zero” safety culture, ensuring Health & Safety principles are considered in relevant people programs, policies, and decisions.
Lead compensation and benefits programs across the North America segment, balancing strategic direction with hands-on execution.
Develop, implement, and evaluate compensation programs, including salary structures, base salary, short- and long-term incentives, bonuses, and performance-based pay.
Conduct compensation analyses, market benchmarking, and job evaluations, and develop recommendations regarding pay grades, salary positioning, compensation adjustments, and organizational design.
Lead and actively support the annual salary review process, including merit increases and other compensation adjustments.
Design, manage, and evaluate employee benefit and retirement programs, including health and welfare benefits, retirement plans, wellness programs, and leave policies.
Partner with Global Compensation & Benefits, North America HR teams, and business leaders to implement global and regional programs and address compensation, benefits, and organizational design needs.
Take ownership of complex and sensitive matters from initial analysis through recommendation, approval, implementation, communication, and final verification.
Establish appropriate controls, review processes, and documentation standards, including validation of source data, market matches, calculations, assumptions, and relevant internal comparisons.
Evaluate the financial, operational, and organizational implications of compensation and benefits recommendations and identify and escalate material risks and emerging issues.
Prepare concise, decision-ready recommendations and presentations for senior leadership that clearly communicate key considerations, financial implications, and risks.
Ensure appropriate program governance and compliance with applicable laws and regulations, and maintain required policies, procedures, records, and reports.
Provide guidance and training to managers on compensation and benefits programs, processes, and decisions.
Lead, develop, and hold team members and external partners accountable while remaining sufficiently involved to ensure the quality and accuracy of critical work.
Protect the confidentiality of executive, employee, and organizational compensation and benefits information.