Director of Compensation

Join Atlas Air Worldwide. Move the World with Us! At Atlas Air Worldwide, we’re not just an airline, we’re a global engine powering cargo, passenger, and leasing operations across more than 70 countries.

As a leader in outsourced aviation logistics, we’re built on a foundation of safety , service excellence , integrity , innovation , teamwork , and responsibility . With over 30 years of history, a modern all-Boeing fleet, and nearly 5,000 teammates collaborating across operations, technical, and corporate functions, we’re driven by purpose. If you're ready to grow, innovate, and help us deliver excellence every single day, you belong here.

Compensation

is responsible for the strategy, design, governance, and execution of the organization's

programs.

governance. The role leads the development and implementation of a comprehensive job architecture framework, including job families, career levels, job evaluations, and salary bands that support organizational growth, workforce planning, internal equity, and talent mobility.

programs align with business objectives and attract, retain, and motivate top talent.

Strategy & Leadership Develop and execute the organization's

philosophy and strategy.

programs that align with business objectives, talent strategy, and market competitiveness.

trends, risks, opportunities, and workforce implications.

planning processes, including merit increases, promotions, market adjustments, incentive plans, and salary reviews.

governance processes and decision-making frameworks. Job Architecture Design & Implementation Lead the design, implementation, and ongoing management of the organization's job architecture. Develop and maintain job families, career frameworks, job levels, and competency models.

Establish consistent job evaluation methodologies across the enterprise. Create scalable career progression frameworks that support talent mobility and workforce development. Partner with business leaders to assess and redesign organizational structures as needed.

Ensure job architecture supports workforce planning, succession planning, recruiting, and performance management. Salary Structure & Pay Band Management Design, implement, and maintain salary grades, pay ranges, and salary bands across all employee populations. Conduct market pricing analyses and benchmark positions against relevant labor markets.

structures that balance external competitiveness with internal equity.

structures where applicable. Conduct regular reviews of salary structures and recommend adjustments based on market movement and business needs.

guidelines for promotions, transfers, hiring offers, and internal mobility. Pay Equity & Compliance Lead pay equity analyses and develop remediation strategies where necessary.

regulations.

programs are applied consistently and fairly.

decisions.

Programs Design and administer annual incentive, bonus, sales

, and recognition programs. Evaluate program effectiveness and alignment with organizational performance goals.

Key Responsibilities

Pay Transparency

legislation and implement required practices.