Director of Compensation & Benefits

GA Telesis is a global leader providing integrated solutions to the aviation and aerospace industries, with a continuously expanding presence in new countries worldwide. We serve over 2,000 customers, including airlines, original equipment manufacturers, maintenance, repair, and overhaul (MRO) providers. GA Telesis Ecosystem™ is a vast global network spanning 54 locations in 30 countries on six continents. At GA Telesis, our core business is integrated aviation solutions, and our mission is customer success.

We are seeking an experienced and strategic Director of Compensation & Benefits to lead the strategy, design, governance, administration, and continuous improvement of the company's global compensation, payroll and employee benefits programs. This role serves as the organization's subject-matter expert for compensation, global benefits, self-insured medical plan management, sales incentive compensation, salary structures, pay banding, and total rewards.

Reporting to the Vice President of People Operations, the ideal candidate will combine strategic expertise with hands-on program management to ensure compensation and benefit programs are competitive, financially sustainable, compliant, scalable, and aligned with the company's business and talent strategies. This individual will also play a critical role in the oversight of the company's self-insured medical plan, including plan financial performance, claims trends, utilization, stop-loss coverage, vendor performance, plan design, employee cost-sharing, and cost-containment strategies. The Director will also establish and maintain a consistent global compensation framework encompassing job architecture, salary ranges, pay bands, market benchmarking, annual compensation planning, incentive compensation, and sales compensation programs.

The Director will lead the U.S. Payroll and Benefits team, as well as the International Payroll Manager. This role is based onsite in Fort Lauderdale, FL.

**Important Notice: 
 Eligibility Requirement: Only U.S. Citizens or Permanent Residents will be considered for this position.

Key Responsibilities
Compensation Strategy & Global Compensation

• Develop and manage the company's global compensation strategy and philosophy, ensuring alignment with business objectives, talent strategy, internal equity, and external market competitiveness.
• Establish and maintain global job architecture, job levels, salary structures, and pay bands.
• Conduct market pricing and compensation benchmarking using appropriate survey and market data.
• Provide recommendations regarding hiring ranges, promotions, internal adjustments, market adjustments, and retention-related compensation decisions.
• Lead the annual compensation planning process, including merit increases, promotions, market adjustments, bonuses, and other variable compensation programs.
• Develop appropriate compensation practices across countries while recognizing differences in local labor markets, statutory requirements, currencies, and compensation practices.
• Conduct compensation analyses to identify pay compression, internal equity concerns, market gaps, and other compensation risks.
• Develop compensation dashboards, analytics, and reporting for senior leadership.
• Partner with Finance and executive leadership on compensation budgets, forecasting, consolidated global payroll reporting and workforce cost analysis.

Sales Incentive Compensation

• Design, evaluate, and administer sales incentive and commission programs that align employee behaviors with revenue, profitability, margin, growth, and other strategic objectives.
• Partner with Sales, Finance, and executive leadership to establish appropriate performance measures, thresholds, targets, accelerators, payout curves, and incentive opportunities.
• Model the financial impact of proposed incentive structures before implementation.
• Establish clear governance and documentation for sales compensation plans, including eligibility, calculation methodologies, payout timing, exceptions, and dispute resolution.
• Evaluate plan effectiveness and recommend changes based on business results and organizational strategy.
• Ensure incentive plans remain understandable, competitive, financially responsible, and operationally administrable

Self-Insured Medical Plan Management
 

• Provide comprehensive oversight and financial management of the company's self-insured/self-funded medical plan.
• Monitor claims experience, utilization, large claims, pharmacy spend, enrollment trends, per-employee costs, and other key plan performance indicators.
• Analyze actual plan performance against budget, forecasts, and actuarial projections.
• Develop strategies to manage healthcare costs while maintaining competitive and effective employee coverage.
• Oversee stop-loss insurance, including deductible levels, premiums, lasers, claims exposure, renewals, and carrier performance.
• Partner closely with benefits consultants/brokers, third-party administrators, pharmacy benefit managers, networks, stop-loss carriers, and other benefits vendors.
• Evaluate opportunities for plan design changes, network strategies, pharmacy management, wellness initiatives, disease management, and other cost-containment strategies.
• Lead annual medical plan renewal and benefit planning processes.
• Partner with Finance on healthcare budgeting, accruals, forecasting, and financial reporting.
• Monitor plan compliance and coordinate with internal and external resources regarding applicable regulatory requirements.
• Establish reporting and dashboards that allow leadership to understand the financial health and risk profile of the self-funded plan.

Benefits Strategy & Administration
Provide strategic oversight of the broader U.S. and global benefits portfolio, which may include:

• Medical, dental, and vision plans
• Prescription drug benefits
• Life and accidental death insurance
• Disability programs
• 401(k) and retirement programs
• Flexible Spending Accounts and Health Savings Accounts
• Employee assistance programs
• Wellness and wellbeing programs
• Leave and time-off programs
• Voluntary benefits
• Executive benefits
• Country-specific statutory and supplemental benefits

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Additional responsibilities include:

• Evaluate benefit programs for competitiveness, employee value, utilization, cost, and organizational effectiveness.
• Lead annual benefit renewals and open enrollment strategy.
• Negotiate and manage broker, carrier, consultant, and vendor relationships.
• Review benefit contracts, service levels, fees, and performance guarantees.
• Identify opportunities to improve benefits while effectively managing company costs.
• Support due diligence and benefits integration associated with acquisitions and organizational changes.

Governance, Compliance & Risk

• Establish effective governance processes for compensation and benefit programs.
• Maintain plan documents, policies, compensation guidelines, incentive plan documentation, and supporting procedures.
• Partner with Legal, Finance, Payroll, HRIS, and external advisors regarding applicable compensation and benefits requirements.
• Support compliance involving areas such as ERISA, ACA, HIPAA, COBRA, IRS requirements, Section 125 plans, 401(k) requirements, and applicable state and international requirements.
• Support compensation-related compliance activities, including pay transparency and pay equity requirements.
• Coordinate audits, testing, and compliance reviews relating to compensation and benefit programs.
• Develop effective internal controls around incentive calculations, compensation changes, benefits eligibility, vendor administration, and employee data.

Leadership & Business Partnership

• Serve as the company's primary internal Compensation & Benefits subject-matter expert.
• Advise the VP of People Operations and senior leadership on Total Rewards strategy, compensation decisions, benefits costs, market trends, and emerging risks.
• Present complex compensation and benefits information in a clear, business-oriented manner to executive leadership.
• Partner closely with People Operations, Finance, Payroll, Legal, Sales, HRIS, and business leaders.
• Educate managers on compensation philosophy, pay bands, salary decisions, incentive programs, and Total Rewards practices.
• Manage external compensation consultants, benefits brokers, actuaries, carriers, TPAs, and other specialized advisors.

Qualifications - Required

• Bachelor's degree in Human Resources, Business Administration, Finance, Accounting, or a related discipline. Master’s degree a plus.
• 10+ years of progressive Compensation, Benefits, or Total Rewards experience, with significant responsibility for both compensation and benefits.
• 5+ years of leadership or senior program ownership experience.
• Demonstrated direct experience managing a self-insured/self-funded medical plan.
• Strong understanding of medical claims analysis, plan utilization, stop-loss coverage, benefits financial management, and healthcare cost-containment strategies.
• Experience developing and managing salary structures, job architecture, pay grades/pay bands, and market pricing methodologies.
• Experience with global compensation programs and compensation practices across multiple countries.
• Demonstrated experience designing or administering global sales incentive/commission plans.
• Experience managing annual merit, bonus, and compensation planning processes across a global organization.
• Strong knowledge of global employee benefits strategy and administration.
• Demonstrated ability to analyze complex compensation and benefits data and translate findings into executive-level recommendations.
• Advanced Excel and financial modeling capabilities.
• Strong vendor management and negotiation skills.
• Ability to balance strategic program design with hands-on execution.

Preferred

• Experience in a multinational, multi-location organization.
• Experience supporting both corporate and sales/business-development populations.
• Experience with acquisitions, benefits integration, or rapidly changing organizations.
• Experience developing compensation programs across the U.S. and international markets.
• Experience with compensation survey platforms and benchmarking methodologies.
• Familiarity with HRIS/compensation systems such as Workday, UKG, ADP, or comparable platforms.
• CCP (Certified Compensation Professional) and/or CEBS (Certified Employee Benefit Specialist) designation preferred.

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