Overview

The Senior Global Compensation Analyst serves as a key front- and back-end partner to the business, providing advanced analytical expertise and strategic support across the organization. This role is responsible for balancing compensation best practices with practical flexibility, ensuring solutions are both compliant and business-aligned. The analyst will translate complex compensation concepts into clear, actionable guidance for audiences at all levels, from frontline managers to senior leadership.Core responsibilities include owning data credibility, transparency readiness, and compensation education across the organization. The role supports the administration, development, and continuous improvement of global compensation structures, programs, and policies, while also contributing to cross-functional initiatives in Benefits, HR Operations, Reporting, and other Total Rewards areas.Success in this role is measured by improved manager understanding of compensation programs, enhanced data accuracy and trust, and a reduction in compensation-related escalations through proactive communication, education, and partnership

Responsibilities

• 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 compliance, and pay equity initiatives.
• Mentoring or providing guidance to team members on processes and workflows. Completing workflows and processes on behalf of the team when other members are unable.
• Facilitate and/or complete salary survey submissions based on team and organization needs
• Performs other duties as assigned
• Complies with all policies and standards
• The wage range for this position is $92,700.00-$139,060.00 and may vary based on geography as well as relative knowledge, skills, abilities, and experience.

Qualifications

Education
• Bachelor's Degree Human Resources, Finance or related field (Required)

Experience
• 8+ years Compensation at a high-growth company administering broad-based compensation with exempt and non-exempt roles (Required) and
• 8+ years Leading and supporting design of compensation architecture including job leveling and developing wage ranges (Required) and
• 4+ years Administering compensation on a global basis (Preferred)

Knowledge, Skills, and Abilities
• Strong verbal and communication skills High
• Strong technical aptitude, analytical and problem solving skills High
• Proficient in Microsoft Office Excel (formulas, vlookup, pivot tables, macros, etc.) High
• Ability to effectively convey information to others Medium
• Excel at time and project management High
• Understanding of benefit programs and compensation practices. High
• Knowledge and understanding of HCM systems. Medium
• Strong attention to detail High
• Customer service, communications, and organizational skills. High
• Ability to manage multiple projects at same time. High
• Ability to work in a fast-paced environment Medium
• Proficient at using compensation benchmarking tools (e.g., Radford, Payfactors) High

Licenses and Certifications
• Certified Compensation Professional (CCP) - Human Resources\Certified Compensation Professional (CCP) within 1-1/2 Yrs (Preferred)

What AIT Can Offer You

In addition to your base compensation, you may be eligible for a bonus based on achievement of business and/or individual performance metrics (dependent on position). Benefits offered include Medical, Prescription, Health Savings Account, Flexible Spending Accounts, Dental, Vision, Life, AD&D, Disability, Supplemental Health, Employee Support, Paid Parental Leave, Pet Insurance, 401(k) and Tuition Reimbursement. In addition, teammates may be eligible for up to 10 to 20 days of vacation (depending on tenure), 2 personal days, 1 floating holiday, 5 sick days, 5 volunteer hours, and 6 company holidays (plus Veterans Day for Veterans) annually.