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 Group’s HR Total Rewards 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 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

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:

Bachelor’s degree in Human Resources Business Finance Economics Statistics or a related field

Master’s 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

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Nearest Major Market: Miami

Royal Caribbean Group

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Senior Manager, Compensation Design