Director, Global Benefits and Compensation

AIT Worldwide Logistics•Itasca, IL

3d•$141,000 - $211,000

About The Position

Join us at AIT, where we believe every day presents an opportunity to make a global impact! We’re problem solvers, driven by our curiosity and creativity, in endless pursuit of solutions for our customers. Together, we champion the strength of our global teams. And, as trusted advisors, we go above and beyond, working together in a supportive and collaborative environment to ensure customer satisfaction. Through the company's continued growth, we challenge ourselves to be better, continuously learning and growing in our dynamic environment. Helping others is at the core of our culture, join us in finding fulfillment by giving back to our local communities as the united team that is AIT.  Find out what our people deliver.® means when you come move the world with us!  Hear directly from our teammates at AIT Worldwide Logistics and make us the next stop on your career journey. Overview The Director, Global Benefits & Compensation is a strategic and operational leader responsible for shaping, executing, and continuously enhancing the company's global compensation and benefits programs. In close collaboration with the Vice President, Global Total Rewards, the director contributes to global strategy development—providing expertise, data-driven insights, and innovative solutions that strengthen relationships and build trust with HR partners, leaders, and regional stakeholders. This role reinforces a pay‑for‑performance philosophy, ensures competitive and compliant rewards across global markets, and balances best‑in‑class standardized processes with the flexibility needed to meet diverse business demands. Operating within a matrixed global environment, the Director also partners closely with international rewards teams.

Requirements

Bachelor's Degree HR, Business, Finance, or related field required
10+ years progressive global compensation and benefits experience, with leadership in a complex, matrixed organization required
3+ years pay‑for‑performance program management and design required
3+ years designing, implementing, and managing benefits strategies and programs in a self‑funded environment, including vendor oversight, plan performance evaluation, and cost‑management strategies. required
Collaborate on strategy development while executing within a defined strategic framework. (High proficiency)
Analytical, financial modeling, and problem‑solving skills (High proficiency)
Build trust through expertise, partnership, and innovative thinking. (High proficiency)
Trust‑building & credible consultation (High proficiency)
Innovation & forward‑thinking (High proficiency)
Analytical strength & financial acumen (High proficiency)
Collaboration in a matrixed environment (High proficiency)
Operational excellence & continuous improvement (High proficiency)

Nice To Haves

Master's Degree MBA, Master’s in HR, or related field preferred
2+ years supporting executive-level decision-making preferred
2+ years background in dynamic, multi-country environments preferred
Strategic influence & executive presence (Medium proficiency)
Global mindset & cross‑cultural effectiveness (Medium proficiency)
Certified Compensation Professional (CCP) Upon Hire preferred
Certified Employee Benefits Specialist (CEBS)-IFEBP Upon Hire preferred

Responsibilities

Global Benefits & Compensation Strategy & Execution Shape, refine, and operationalize global benefits and compensation programs in alignment with the overarching Total Rewards strategy.
Ensure compensation and benefits programs are competitive, equitable, compliant, and aligned with the company’s pay‑for‑performance philosophy.
Assess global and regional program effectiveness, employee needs, and business priorities to recommend enhancements that balance standardization with flexibility where justified.
Partner with regional rewards teams to evaluate plan design, market competitiveness, vendor performance, and local regulatory requirements across all countries in which the company operates.
Develop and guide execution of global processes—including annual compensation cycles, benefits renewals, program implementations, and vendor transitions—ensuring consistency, efficiency, and quality.
Identify opportunities for innovation in plan design, digital enablement, and employee experience across both benefits and compensation programs.
Support change management and communication efforts to ensure clarity, adoption, and understanding of all global compensation and benefits initiatives.
Strategic Partnership & Leadership Collaborate with the VP, Global Total Rewards on the development of global compensation and benefits strategies, providing thought leadership, benchmarks, and innovative recommendations.
Promote strong, trust-based relationships with business and HR leaders through a combination of deep subject matter expertise, consultative guidance, and creative, practical solutions.
Support the VP in advancing a unified global rewards philosophy while ensuring seamless execution across regions.
Matrixed Collaboration & Partnership Work closely with regional/international rewards teams to ensure alignment, consistent governance, and effective implementation of total rewards initiatives.
Act as a global connector—supporting regional autonomy while maintaining coherence with global strategy and standards.
Collaborate closely with HR Business Partners, Talent Acquisition, Finance, Legal, and business leaders to integrate rewards considerations into broader people initiatives.
Analytics, Insights & Reporting Use data to inform program effectiveness, model cost impacts, forecast budget requirements, and support decision-making for the VP and executive leadership.
Develop and enhance global dashboards and insights that support transparency and drive continuous improvement.
Monitor trends, employee behaviors, and external market developments to identify proactive opportunities.
Leadership & Team Development Lead and develop a global team of compensation and benefits professionals, fostering innovation, collaboration, and operational excellence.
Provide guidance and mentoring to regional rewards leads in a matrixed structure.
Support change management and communication strategies to ensure global adoption and understanding of programs.
Governance, Compliance & Risk Management Ensure compliance with global compensation and benefits regulations, including pay transparency, tax, labor, and reporting requirements.
Maintain a global governance framework while ensuring flexibility to meet specific business or regional needs.
Partner with Legal, Finance, and Internal Audit to maintain controls, reduce risk, and ensure data integrity.