Global Compensation Partner

AIT Worldwide Logistics is a global freight forwarder that helps companies grow by expanding access to markets all over the world where they can sell and/or procure raw materials, components, and finished goods. For over 40 years, this Chicago-based supply chain solutions leader has relied on a consultative approach to build a global network and trusted partnerships across industries including aerospace, automotive, consumer retail, energy, food, government, high-tech, industrial, life sciences, and marine. AIT offers scalable, user-friendly technology and flexible door-to-door deliveries via sea, air, ground, and rail, backed by expert teammates in more than 150 worldwide locations.

About the role

The Global Compensation Partner serves as the first line of support for leaders, HR Business Partners, and teammates on compensation-related inquiries. This highly service-oriented and execution-focused role ensures 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 acts as a trusted partner to HRBPs, balancing flexibility and solution-focused approaches while maintaining the integrity of compensation policies and practices. True exceptions are escalated to Compensation leadership for further review.

Responsibilities

• 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 to resolve questions while exercising reasonable flexibility under management direction (e.g., 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, and retention requests. Provide compensation input and confirmation required to enact such changes. Ensure recommendations align with salary structures, internal equity, and market competitiveness.
• Auditing & Quality Assurance Process Improvement: Respond 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 (e.g., 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 a pay-for-performance philosophy. Translate compensation concepts into clear, practical guidance to build 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 guidance on applying the pay-for-performance philosophy.
• Exception Escalation & Policy Alignment: Identify true exceptions requiring higher-level review and escalate 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 reliable, responsive, and knowledgeable compensation support. Serve as a partner they seek out and rely on by offering consistent guidance and reinforcing compensation best practices. Maintain confidentiality and professionalism in all interactions.
• Service Excellence: Deliver high-quality, timely support with a customer-focused mindset. Manage high-volume casework with accuracy and consistency.
• Perform other duties as assigned and comply with all policies and standards.

Skills

• Compensation Knowledge: Understands compensation fundamentals, salary structures, job leveling, and pay practices.
• Communication & Coaching: Excellent communication and customer service orientation. Ability to translate complex concepts into clear, actionable guidance for leaders and HRBPs.
• Attention to Detail: Ensures accuracy in compensation actions, audits, and data validation.
• Problem Solving & Judgment: Identifies true exceptions, applies sound judgment, and escalates appropriately.
• Collaboration & Partnership: Builds trust with HRBPs, leaders, and cross-functional partners.

Qualifications

• Bachelor’s Degree (required).
• 4+ years of experience in the Compensation field, demonstrating a strong understanding of compensation fundamentals (salary structures, job leveling, pay practices), experience supporting HRBPs or business leaders, and strong analytical and auditing skills (required).
• 4+ years of experience supporting compensation processes, including exposure to merit/bonus/promotion cycles, familiarity with market pricing or job evaluation, and working in a high-volume shared services or case management environment (required).
• Experience with SAP SuccessFactors or similar HRIS (preferred).

Pay

The wage range for this position is $73,660.00–$110,500.00 and may vary based on geography as well as relative knowledge, skills, abilities, and experience.