Compensation Manager in Miami, FL at Royal Caribbean Cruises Ltd.

Date Posted: 10/30/2019

Job Snapshot

Job Description

POSITION SUMMARY:

The Program Manager, Compensation provides direct day-to-day oversight of two elements of the Compensation function of Total Rewards:  i) oversight over global incentive compensation programs and ongoing initiatives to reduce, rationalize, simplify and/or merge incentive plans and ii) project leadership and ongoing oversight of the compensation structure design project intended to introduce salary bands and levels for all land-based employees.

 

Essential Duties and Responsibilities:

Incentive Programs:

Reviews all global incentive programs (land-based and sea-based) from a design and compliance perspective, ensuring all Plan documents contain key provisions consistent for proper Plan administration.

Prepares annual risk assessment of global incentive plans for the RCL Board of Directors, which includes a detailed inventory of all Plans and specific analysis on those which fall in the criteria for comprehensive risk assessment.

The Manager, Compensation serves as the primary liaison to HRBPs and business contacts in the contemplation and design of new incentive programs.

Audits incentive program payouts and coordinates required approvals from Total Rewards leadership before incentive payments are executed.

Compensation Structure Design

The Program Manager, Compensation manages both the transformational and baseline efforts in conjunction with the design and implementation of the Global Compensation Structure project.  This includes key design responsibilities that leverage the Willis Towers Watson Global Grading System (GGS) methodology, as well as an in-depth knowledge of the RCL organization and departmental and role responsibilities.

Provides expertise to Total Rewards staff and HR Business Partners related to the slotting and leveling of existing land-based roles into a common salary structure.

Reviews global salary structures annually and analyzes market movement, proposing necessary adjustments to RCL Management.

Proposes and/or administers specific alternate salary structures for non-US countries, or specialized functions such as Newbuild, Marine Operations or Digital.

Leads Change Management and Training efforts related to the introduction, rollout, and sustainability of the Global Compensation Structure Project.

The Manager, Compensation will additionally be responsible for other duties and responsibilities as required by Total Rewards and HR Management.

Job Requirements

Qualifications:

Minimum of 3-5 years experience within the Travel & Leisure industry

Bachelor's Degree or equivalent in Human Resources Management or closely related field.

Masters Degree preferred in Human Resources or Hospitality fields.

SHRM Certified Professional (PHR) or Senior Professional (SPHR) preferred.

Prior experience with enterprise Training, Change Management or program implementation required

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Knowledge and Skills:

Knowledge and experience of Willis Towers Watson Global Grading System (GGS) Methodology preferred and/or other job evaluation methodologies required.

Must possess considerable knowledge and hands on experience of management, employee relations disputes; the principles, practices, and procedures of Human Resources Management.

Must possess overall knowledge of federal and state laws and regulations (i.e. EEOC, ADA, FMLA, etc.) and must remain current with all federal, state, and municipal laws.

Must be able to research information and analyze data to arrive at valid conclusions, recommendations, and plans of action.

Possess in-depth knowledge and practice of fundamental HR concepts, best practices and procedures of employee relations, as well as development and implementation of organizational policies

Must have the ability to exercise considerable judgment and discretion in establishing and maintaining good working relationships.

Ability to develop and execute a consistent employee relations platform for RCL

Ability to present information clearly and concisely to internal leaders and external constituents

Solid ability to objectively gather, analyze and make recommendations

 

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. RCL and each of its subsidiaries prohibit and will not tolerate discrimination or harassment.

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