Senior Manager, Compensation Design

Journey with us! Combine your career goals and sense of adventure by joining our exciting team of employees. Royal Caribbean Group is pleased to offer a competitive compensation and benefits package, and excellent career development opportunities, each offering unique ways to explore the world.

We are proud to be the vacation-industry leader with global brands including Royal Caribbean International, Celebrity Cruises and Silversea Cruises the most innovative fleet and private destinations, and the best people. Together, we are dedicated to turning the vacation of a lifetime into a lifetime of vacations for our guests.

The Royal Caribbean Groups Human Resources Team has an exciting career opportunity for a full-time Senior Manager, Compensation Design reporting to the Senior Director, Shoreside Compensation.

This role is onsite and will be based in Miami, Florida.

This position is also not eligible for work authorization sponsorship.

POSITION OVERVIEW:

The Senior Manager, Compensation Design is responsible for developing compensation programs, frameworks, analytics, and recommendations that support business outcomes, market competitiveness, internal equity, and effective governance across Royal Caribbean Groups shoreside populations.

This role will lead the structuring, modeling, and implementation of work across broad-based compensation, sales compensation, job architecture, market pricing, pay equity, and compensation analytics. The Senior Manager will translate business and Total Rewards priorities into structured recommendations, financial models, program designs, and implementation-ready solutions while serving as a thought partner to Brand leaders and cross-functional partners.

The ideal candidate brings strong analytical capability, business judgment, urgency, and ownership. Success requires the ability to take ambiguous business needs, quickly structure the work, develop a clear point of view, and deliver high-quality outputs with limited direction while ensuring consistent, decision-ready team output.

RESPONSIBILITIES:

• Compensation Strategy & Structure: Develop, implement, and maintain compensation frameworks, salary structures, market pricing approaches, and incentive programs that align with business priorities and talent strategy.
• Broad-Based Compensation: Structure base pay practices, pay ranges, annual incentive opportunities, and variable compensation programs with clear governance, modeling, and implementation discipline.
• Sales Compensation: Lead the modeling, structuring, and evaluation of sales compensation plans, including plan mechanics, performance measures, pay mix, targets, funding approaches, and governance requirements.
• Job Architecture & Job Evaluation: Build, optimize, and manage job evaluation methodologies, leveling frameworks, job architecture principles, and related governance.
• Analytics & Financial Modeling: Build, review, and challenge financial models, forecasts, and scenario analyses related to compensation cycles, program design, budget allocation, and business cases.
• Insights & Recommendations: Translate complex data into clear insights, tradeoffs, implications, and recommendations for leadership decision-making.
• Workflow Innovation & AI Enablement: Apply AI, emerging technologies, and process improvement thinking to improve compensation workflows, increase scalability, reduce manual effort, and strengthen insight generation.
• Governance, Compliance & Pay Equity: Support and strengthen compensation governance, pay transparency, pay fairness, regulatory reporting, global pay equity analysis, remediation planning, and audit readiness.
• Cross-Functional Partnership: Partner with Brand leaders, HR, Finance, Legal, Payroll, Operations, Talent Acquisition, Talent Management, and other key stakeholders; manage compensation vendors and support escalation/remediation events with Compensation Delivery.
• Team Leadership & Workstream Execution: Manage and develop direct reports while leading compensation workstreams with strong ownership, urgency, and quality; provide guidance, coaching, and technical oversight to support effective execution and consistent, decision-ready deliverables.

KNOWLEDGE & QUALIFICATIONS:

• Bachelors degree in Human Resources, Business, Finance, Economics, Statistics, or a related field. Masters degree or relevant certification preferred.
• 8+ years of progressive experience in corporate compensation, Total Rewards consulting, or a related analytical/advisory field directly tied to rewards, workforce cost, incentive design, or compensation governance.
• Strong analytical capability, including advanced Excel skills, financial modeling, market data analysis, scenario planning, and interpretation of complex datasets.
• Demonstrated ability to independently build, review, audit, and challenge complex data and financial models.
• Experience with broad-based compensation, market pricing, job evaluation, job architecture, variable compensation, sales compensation, pay equity, or compensation governance.
• Proven ability to convert ambiguous business issues into structured workplans, clear analysis, and actionable recommendations.
• Strong business acumen and judgment; able to connect compensation design to talent strategy, financial objectives, stakeholder needs, governance, and operational realities.
• Strong consulting acumen and ability to influence without authority across HR, Finance, Legal, Payroll, Operations, Brand leaders, and the business; able to translate complex compensation issues into clear, business-relevant recommendations.
• Experience in large, matrixed, multi-brand, multinational, or highly complex organizations preferred.
• Experience with enterprise HRIS platforms, such as SuccessFactors or Workday; compensation systems; survey platforms; and analytics/visualization tools, such as Tableau or Power BI, preferred.

• Applied curiosity and fluency with AI, emerging technologies, and process improvement approaches to improve scalability, reduce manual work, and strengthen compensation insights.

• Customer-focused and results-oriented with a bias toward action; comfortable working in a fast-paced environment.

Agency and Third-Party Submissions: Please note this is a direct search by the Company, and applications through agencies and other third parties will not be accepted, nor will fees be paid for unsolicited resumes. Any unsolicited resumes will be considered the Company's property.

We know there's a lot to consider. As you go through the application process, our recruiters will be glad to provide guidance, and more relevant details to answer any additional questions. Thank you again for your interest in Royal Caribbean Group. We'll hope to see you onboard soon!

It is the policy of the Company to ensure equal employment and promotion opportunity to qualified candidates without discrimination or harassment on the basis of race, color, religion, sex, age, national origin, disability, sexual orientation, sexuality, gender identity or expression, marital status, or any other characteristic protected by law. Royal Caribbean Group and each of its subsidiaries prohibit and will not tolerate discrimination or harassment.