LOCATION - In office (Lititz, PA or Remote)
TAIT partners with artists, brands, IP holders and place makers to bring culture-defining, never-before-seen experiences to life. With a legacy of innovation spanning over 45 years, TAIT has grown from pioneering in rock ‘n’ roll concert staging to setting the global standard for extraordinary live events and experiences through cutting-edge technology, precision engineering, and creative design. TAIT’s 20 global offices have developed iconic productions and experiences in over 30 countries, all seven continents, and even outer space for renowned performers, theme parks, exhibits, and venues across the globe, including partnerships with Taylor Swift, Cirque Du Soleil, Royal Opera House, Nike, NASA, Bloomberg, Google, Beyoncé, and The Olympics
Position Purpose
The Global Compensation Director is responsible for the design, implementation, and governance of TAIT’s global compensation programs. This role serves as the organization’s subject matter expert across base pay architecture, variable incentive design, sales compensation, and executive compensation support. The Director ensures compensation practices are consistent, compliant, and scalable across all regions while driving operational excellence through process improvement, systems integration, and strong data governance.
In this role, the Director will collaborate closely with the People Team, Finance, and senior leadership to ensure TAIT’s compensation and equity structures evolve with the business, support talent strategies, and reflect our organizational values.
Responsibilities
- Lead the design, modernization, and governance of TAIT’s global compensation infrastructure, including full job architecture (job families, job levels, salary ranges, career pathways), ensuring consistency, scalability, and alignment with organizational strategy.
- Partner with the VP, Global People Operations and senior leadership to operationalize TAIT’s compensation philosophy, ensuring alignment with company strategy, financial targets, margin expectations, and long term growth.
- Develop, implement, and maintain global salary structures, including market based salary ranges, geographic differentials, and internal equity guardrails.
- Manage day to day global market benchmarking, leveraging external survey data and market intelligence to ensure competitive positioning across all roles, functions, and geographies, supporting PBPs and Talent Acquisition function.
- Design, refine, and administer incentive programs, including sales incentive plans, project based bonuses, and variable compensation structures that align to revenue quality, margin, cost control, and risk mitigation.
- Partner with Finance and FP&A to establish disciplined incentive funding models, ensure accurate forecasting, and align incentive payouts with EBITDA performance and financial plans.
- Own and lead all recurring compensation cycles, including Annual Merit planning, Promotions & Market Adjustments, Annual bonus processing, Annual salary band refreshes
- Manager enablement tools and cycle communications
- Manage global equity programs, including equity allocation frameworks, grant modeling, program design support, equity cycle execution, and annual equity submissions to the Board.
- Lead pay equity analysis and compliance, conducting recurring audits to ensure legal compliance, internal fairness, and adherence to pay equity regulations across all regions.
- Partner with Legal and Finance on governance, documentation, and policy development.
- Build and manage compensation analytics, dashboards, tools, and data governance processes to ensure accuracy, integrity, and consistency across all compensation systems and workflows.
- Provide insights, analytics, and reporting on compensation trends, internal equity, geographic pay strategy, incentives, and total rewards metrics to support leadership decision making.
- Support and strengthen executive compensation efforts, including executive benchmarking, modeling, scenario planning, compensation committee materials, and coordination with Legal and Finance on compliance and governance.
- Serve as a trusted advisor to leaders and HR business partners on compensation philosophy, market positioning, internal equity, job leveling, and salary placement decisions.
- Partner with the broader People Team to integrate compensation programs with benefits, performance management, talent acquisition, and broader total rewards initiatives, contributing to a holistic and equitable employee experience.
- Continuously assess and optimize global compensation programs, identifying opportunities for process improvement, technology upgrades, automation, and scalable operating models.
To perform this position successfully, each essential responsibility/accountability must be fulfilled satisfactorily. Reasonable accommodation may be made to enable an individual with disabilities to perform the responsibilities and accountabilities outlined above.
Other duties may be assigned to meet business needs.
Position Requirements
- Bachelor’s degree in human resources, Business Administration, or related field; Master’s degree or HR certification preferred.
- 8+ years of progressive Global HR experience in compensation and total rewards.
- Deep interest in building fair, transparent, and motivating compensation programs that drive business impact.
- Proven ability to collect, analyze, and present complex data sets clearly and persuasively.
- Experience managing People Operations or Compensation projects across global, cross-functional teams.
- Understanding of international compensation compliance.
- Experience navigating fast organizational change.
- Curiosity or exposure to benefits or broader total rewards programs is a plus; interest in developing this expertise over time is encouraged.
- Excellent written and verbal communication skills, including executive-level presentation capability.
- Ability to work and thrive in a fast-paced, matrixed, and global environment.
