Corporate Compensation Manager

Hunt; Miami (FL); On-site; USD 120,000 - 165,000; Full time

Job summary

Norwegian Cruise Line Holdings Ltd. seeks a Corporate Compensation leader to oversee global programs, governance, and analytics across domestic and international populations.

You will advise senior leadership on compensation risk, drive market benchmarking, and ensure data integrity in the HRIS while collaborating with Finance and HR partners.

Qualifications

• Bachelor's degree in HR Management, Business Administration or related field.
• Minimum 5 years of progressive compensation experience in a global environment.
• At least 1 year of prior management experience.

Responsibilities

• Lead corporate compensation strategies in alignment with business goals and market competitiveness.
• Advise on offers, promotions, and pay equity; guide leadership to ensure alignment and equity.
• Drive advanced compensation analytics, market benchmarking, and payroll integrity in HRIS.

Skills

Compensation principles

Pay equity

Excel

HR analytics

English proficiency

Education

Bachelor's degree in HR Management

Tools

Microsoft Excel

PeopleSoft HRIS

Job description

GROW YOUR CAREER WITH US
At Norwegian Cruise Line Holdings (NCLH), we know our future success depends on our ability to attract and retain the very best talent. Our brands deliver vacations of a lifetime with innovative product offerings, a high level of service and unique guest experiences aboard each vessel and we’re continually seeking applicants who are passionate about hospitality and committed to being their personal best. As you learn more about our company, we think you will agree that there is no better time than now to become a member of the NCLH family!

JOB SUMMARY

Manage the corporate compensation function and provide strategic compensation expertise across domestic and international populations. Lead the execution and governance of compensation programs, policies, and processes to ensure alignment with business strategy, talent objectives, market competitiveness, internal equity, and regulatory requirements. Serve as a trusted advisor to business leaders on compensation recommendations, reorganizations, and pay-related risk. Oversee advanced compensation analytics, market benchmarking, annual compensation processes, and data integrity in the Human Resources Information System (HRIS).

POSITION RESPONSIBILITIES

• Lead the execution of corporate compensation strategies for designated area, ensuring alignment with business strategy, talent objectives, and market competitiveness.
• Provide consultation on compensation matters (domestic and international) related to job offers, promotions and off-cycle requests. Strategically guide leadership to ensure alignment and pay equity across the organization.
• Drive advanced compensation analytics and cost analysis, including salary surveys, pay equity reviews, Sales performance and payout.
• Serve as the owner of position management within the HRIS, ensuring accurate creation, maintenance, and governance of positions, position openings, headcount tracking, job codes, grades, and reporting structures.
• Lead compensation support for organizational restructurings. Partner with business to assess cost impact, role alignment, leveling, and pay consistency while mitigating risk and supporting business continuity
• Partner closely with Finance, HR, and business leadership on workforce budgeting forecasts, headcount planning, sales incentive performance tracking and compensation expense modeling.
• Act as subject matter expert in designated area for annual processes including merit, bonus, and Sales incentive tracking.
• Take proactive approach in identifying market competitiveness and salary discrepancy utilizing market data and benchmarking tools. Provide recommendations and insights based on findings.
• Validate accuracy of pay changes, workforce movement, and retroactivity prior to payroll processing.
• Act as a trusted advisor to senior leadership, providing clear recommendations on compensation risk, affordability, market competitiveness, and talent impact.
• Ensure Company compensation programs are consistently administered in compliance with our company policies and other local, federal and global compensation regulations.
• Perform other job-related duties as assigned.

QUALIFICATIONS

DEGREE TYPE:

Bachelor's Degree

FIELD(S) OF STUDY:

HR Management, Business Administration or related field.

EXPERIENCE

• Minimum 5 years of progressive experience in employee compensation, preferably in a global corporate environment.
• At least 1 year of prior management experience required.

COMPETENCIES & SKILLS

• In-depth knowledge of compensation principles, practices, and regulations.
• Experience with applying provisions of the FLSA and other basic labor law practices.
• Excellent command of English language sufficient to review and edit job descriptions and ad-hoc compensation communications.
• Advanced-level skill set of Microsoft Office Suite with special emphasis on Excel.
• Effective interpersonal skills to work with various members in the department.
• Organizational skills to help maintain and manage multiple projects independently.
• Strong analytical skills and attention to detail required.
• PeopleSoft or other HRIS experience preferred.

CERTIFICATIONS & LICENSES

• PHR/SPHR, SHRM-CP/SHRM-SCP or CCP preferred

ABOUT NCLH

Norwegian Cruise Line Holdings Ltd. (NYSE: NCLH) is a leading global cruise company which operates the Norwegian Cruise Line®, Oceania Cruises® and Regent Seven Seas Cruises® brands. The combined brands currently operate 32 ships, employ over 35,000 shipboard crew from more than 110 different countries and visit approximately 700 different port destination each year.

EQUAL OPPORTUNITY EMPLOYER

It is Norwegian Cruise Line Holding’s policy not to discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, and marital or veteran status.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.