Global Benefits Manager

Position Purpose

The Manager, Global Benefits is a strategic and operational leader responsible for ensuring that benefits programs are globally consistent, locally compliant, and competitive within each market. This role will directly support TAIT’s purpose to Create Moments that Move People by delivering programs that enhance employee wellbeing, experience, and engagement. This role exists to design, implement, and manage TAIT’s global benefits programs in a way that supports a diverse and distributed workforce while aligning business priorities and financial objectives.

The role operates across strategic, operational, and tactical levels, with a global scope of responsibility, and influences internal stakeholders including People Business Partners, Payroll, Finance, Legal, and external partners such as brokers and vendors.

• Global Benefits Strategy & Program Design
  • Support the development and execution of TAIT’s global benefits strategy aligned to organizational growth and talent priorities
  • Design and implement scalable, competitive benefits programs including medical, retirement, wellness, leave, and supplemental offerings
  • Ensure alignment between global consistency and local market competitiveness
• Program Management & Operations
  • Lead day‑to‑day administration of global benefits programs across all regions
  • Manage vendor and broker relationships, including selection, renewals, and performance oversight
  • Establish and maintain standardized processes, documentation, and governance frameworks
  • Oversee global leave programs to ensure consistent and compliant employee experience
• Compliance & Risk Management
  • Ensure compliance with country‑specific laws, tax regulations, and reporting requirements
  • Partner with Legal, Payroll, and external advisors to monitor regulatory changes and mitigate risk
  • Maintain audit‑ready documentation, controls, and reporting processes
• Financial Management & Cost Optimization
  • Partner with Finance to develop and manage benefits budgets, forecasts, and reporting
  • Analyze costs, utilization trends, and program performance to drive cost optimization
  • Support vendor negotiations and renewal strategies to maximize value and ROI
• Data, Reporting & Continuous Improvement
  • Develop and track key metrics including utilization, participation, and cost
  • Conduct benchmarking and market analysis to ensure competitiveness
  • Identify and lead process improvement initiatives to enhance efficiency and employee experience
• Communication & Employee Experience
  • Develop clear, accessible benefits communications and education materials
  • Partner with People Business Partners and leaders to drive awareness and adoption
  • Continuously improve the accessibility, usability, and employee experience of benefits programs

Other duties may be assigned to meet business needs.

• Bachelor’s degree in Human Resources, Business Administration, or related field, or equivalent relevant experience. Advanced certifications (e.g., CEBS, CCP) preferred.

• 7–10+ years of progressive experience in global benefits or total rewards
• Experience managing multi‑country benefits programs across AMER, EMEA, and APAC
• Experience in a global, matrixed organization with distributed teams

• Strong knowledge of global benefits design, compliance, and regulatory requirements
• Experience managing vendors, brokers, and global renewals
• Financial acumen including budgeting, forecasting, and cost management
• Strong analytical and reporting capabilities with ability to translate data into insights
• Experience with HRIS and benefits platforms (e.g., ADP, Workday)
• Strong stakeholder management and executive communication skills
• Ability to balance global standardization with local market needs

This role is primarily office‑based and does not require significant physical activity outside standard professional work expectations.

• Hybrid work environment with collaboration across global time zones
• Limited travel may be required to support global initiatives and vendor management

• Competitive medical, dental, and vision insurance plans
• Health Savings Account (HSA) with employer contributions (HDHP plans)
• Flexible Spending Accounts (Medical & Dependent Care)
• Employer‑paid life insurance with optional supplemental coverage
• Employer‑paid short‑term with optional long‑term disability insurance
• 401(k) retirement plan with company match
• Paid parental leave
• Employee Assistance Program (EAP)
• Wellness stipends
• Voluntary benefits (e.g., accident, critical illness)
• Paid vacation and 12 holidays