Global Compensation Partner

Introduction

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.

The Global Compensation Partner serves as the first line of support for leaders, HR Business Partners, and teammates on compensation related inquiries.

This role is highly service oriented and execution focused, ensuring consistent application of compensation policies, accurate processing of compensation actions, and high quality guidance to the business. The Global Compensation Partner manages day to day casework, supports offers and job changes, conducts audits, and provides education to build capability across the organization.

This role is a trusted partner to HRBPs balancing an approach of flexibility and solution-focused while maintaining overall integrity of compensation policies and practices. The role escalates true exceptions to Compensation leadership for further review.

• Tier One Case Support & Service Delivery Serve as the primary point of contact for compensation inquiries. Assess cases to determine true exceptions, provide timely and accurate guidance, and ensure consistent application of compensation policies. Deliver high quality service as the "face of the Compensation team" using guidelines as the basis to resolve questions and exercising reasonable flexibility under the direction of management (example: salary range placement, job leveling).
  
  Document resolutions to support consistency and future reference.
• Offer, Promotion & Retention Support Partner with leaders and HRBPs to support new hire offers, internal promotions/transfers, retention requests. Support HR teams and processes where compensation input and confirmation is required to enact such changes. Ensure recommendations align with salary structures, internal equity, and market competitiveness.
• Auditing & Quality Assurance Process Improvement Responds to audit findings and identified discrepancies by recommending corrections and improving day to day compensation processes to ensure alignment with compensation guidelines. Validate that pay changes align with policy (example: minimum increase thresholds), partner with HR Operations or Payroll to correct errors and track recurring issues to recommend process improvements.
• Education, Coaching & Business Support Provide day to day education to leaders and HRBPs on compensation practices, job leveling, salary structures, and pay decisions within the scope of a pay-for-performance philosophy. Translate compensation concepts into clear, practical guidance that can be understood at all levels that builds capability and confidence across the organization. Support leaders and HRBPs in applying pay for performance principles during merit, bonus, and other pay cycles.
  
  Validate recommendations for alignment with performance outcomes, internal equity, and compensation guidelines. Provide leaders with guidance on how to apply pay for performance philosophy.
• Exception Escalation & Policy Alignment Identify true exceptions requiring higher level review and elevate them to Compensation leadership with clear context and recommendations. Ensure consistent application of compensation policies and alignment with governance standards.
• Trusted Partnership Build strong, trusted relationships with leaders and HRBPs by providing accurately reliable, responsive, and knowledgeable compensation…