Senior Global Compensation Analyst

Job :

Position Type: Regular Full-Time

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 an 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.

The Senior Global Compensation Analyst provides a broad range of analytical support to the total rewards team. The primary responsibilities include supporting the administration, development, and maintenance of compensation structures, programs and policies with a focus on process improvement efforts. The position may also support projects and analysis related to benefits, HR Operations, Reporting and other Total Rewards functions.

• Support the design, update, and rollout of compensation structures (job leveling and wage ranges) annually for AIT US & global locations, ensuring alignment with market trends and organizational strategy. Develop career progression frameworks and pay strategies to support talent retention and advancement, including succession planning initiatives.
• Review proposed salary increases and provide feedback based on analysis of the labor market and internal equity. Review requests for new or revised classifications to determine appropriate salary grade assignment. Provide market analyses and consult on pay recommendations for both exempt/non-exempt teammates by partnering with Talent Managers on pay decisions and policies.
• Develop, implement, and administer compensation programs, including wages, base salary, bonuses, and incentive structures that support business objectives.
• Evaluate and refine job descriptions, ensuring alignment with external benchmarks and internal career frameworks. Assess FLSA exemption classifications and recommend appropriate salary ranges using job description management systems and collaboration with department leaders.
• Lead compensation-related technology projects, including enhancements to market pricing systems, job description management platforms, and automation initiatives that improve efficiency.
• Ensure compliance with regulatory requirements, overseeing compensation-related reporting, audits, and submissions (including but not limited to EEO, California Pay Data, Illinois Equal Pay Registration Certificate, etc.) to maintain adherence to labor laws and internal policies.
• Perform annual and ad hoc compensation analyses to benchmark salaries and wages against national and global market data, supporting competitive pay positioning.
• Monitor industry trends in compensation, wage and hour regulations, human resources practices, and business intelligence, applying insights to enhance department productivity and pay strategy. Research best compensation practices in the market.
• Model complex compensation plans, conducting "what-if" scenarios, interpreting plan structures, and assessing/reporting effectiveness to support strategic decision‑making.
• Prepare reports, dashboards, charts, and career path documents summarizing compensation analytics, job evaluation findings, and pay structure recommendations.
• Advise managers and HR leaders on state, federal, and global employment regulations, classification compliance, and pay equity initiatives.
• Act as a subject matter expert for compensation, addressing escalations, consulting on best practices, and ensuring alignment with organizational pay philosophy and strategy. Advise managers and HR leaders on state, federal, and global employment regulations, classification…