Senior Manager, Compensation Design

Royal Caribbean Cruises Ltd•Miami, FL

2d•Onsite

About The Position

The Royal Caribbean Group’s 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. 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 Group’s 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.

Requirements

Bachelor’s degree in Human Resources, Business, Finance, Economics, Statistics, or a related field.
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.
Customer-focused and results-oriented with a bias toward action; comfortable working in a fast-paced environment.

Nice To Haves

Master’s degree or relevant certification preferred.
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.

Responsibilities

Develop, implement, and maintain compensation frameworks, salary structures, market pricing approaches, and incentive programs that align with business priorities and talent strategy.
Structure base pay practices, pay ranges, annual incentive opportunities, and variable compensation programs with clear governance, modeling, and implementation discipline.
Lead the modeling, structuring, and evaluation of sales compensation plans, including plan mechanics, performance measures, pay mix, targets, funding approaches, and governance requirements.
Build, optimize, and manage job evaluation methodologies, leveling frameworks, job architecture principles, and related governance.
Build, review, and challenge financial models, forecasts, and scenario analyses related to compensation cycles, program design, budget allocation, and business cases.
Translate complex data into clear insights, tradeoffs, implications, and recommendations for leadership decision-making.
Apply AI, emerging technologies, and process improvement thinking to improve compensation workflows, increase scalability, reduce manual effort, and strengthen insight generation.
Support and strengthen compensation governance, pay transparency, pay fairness, regulatory reporting, global pay equity analysis, remediation planning, and audit readiness.
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.
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.