Manager, Compensation

Compensation Manager

Responsible for managing the administration and continuous improvement of compensation programs, policies, and processes that attract and retain talent while maintaining market competitiveness, internal equity, and fiscal responsibility. Leads a team of compensation professionals responsible for job evaluations, market pricing, compensation analyses, reporting, and compensation planning activities. Oversees and leads compensation-related projects and initiatives, partnering with HR Business Partners, business leaders, and key stakeholders to deliver effective solutions, drive process improvements, and support business objectives. Provides compensation guidance, oversees compensation recommendations, and ensures consistent application of compensation programs, practices, and compensation philosophy.

Essential Functions:

• Manage the administration and execution of annual and cyclical compensation programs, including salary, bonus, and equity processes. Oversee planning activities, communications, training materials, and program administration to ensure a consistent and effective experience for leaders and employees. Identify and implement opportunities to improve processes, increase efficiency, and enhance program effectiveness.
• Lead, coach, and develop a team of compensation professionals. Establish priorities, manage workloads, review analyses and recommendations, and ensure the delivery of high-quality compensation services. Foster technical expertise, continuous learning, collaboration, and operational excellence across the team.
• Provide guidance and oversight for job evaluations, organizational leveling, market pricing, and compensation recommendations. Partner with HR Business Partners, Talent Acquisition, Finance, and business leaders to resolve complex compensation matters and ensure consistent application of compensation programs, policies, and salary administration guidelines.
• Oversee the development and delivery of compensation analyses, metrics, dashboards, reporting, and financial modeling to support data-driven decision-making. Leverage workforce and market data to evaluate program effectiveness, identify trends, and provide actionable insights to business leaders and HR partners.
• Lead compensation-related projects and initiatives, including process enhancements, technology implementations, system improvements, and program administration changes. Coordinate cross-functional stakeholders, manage project deliverables, and support the successful execution of key compensation priorities.
• Oversee participation in compensation surveys and review external market data, industry trends, and emerging compensation practices. Support the development and maintenance of salary structures, pay programs, and compensation tools that promote market competitiveness and internal equity.
• Support compliance with applicable federal, state, and local compensation-related regulations and requirements. Oversee pay equity analyses, audit activities, documentation, and compensation governance processes to help ensure fair, consistent, and compliant pay practices.

Knowledge, Skills & Abilities:

• Demonstrates advanced knowledge of compensation principles, job evaluation methodologies, market pricing practices, salary administration, and compensation program design. Applies this expertise to oversee compensation programs, guide complex compensation decisions, and support a broad range of business stakeholders while ensuring alignment with organizational objectives and compensation philosophy.
• Utilizes advanced analytical, consultative, and decision-making skills to address complex compensation issues, evaluate market trends, assess program effectiveness, and develop practical solutions. Ability to synthesize information from multiple sources, anticipate risks and opportunities, and exercise sound judgment in balancing business needs, market competitiveness, internal equity, and financial considerations.
• Applies compensation expertise and business acumen to influence compensation decisions, program outcomes, and operational effectiveness. Ability to drive continuous improvement through data-driven insights, process enhancements, and effective application of compensation programs, policies, and practices that support talent attraction, retention, employee engagement, and cost management.
• Demonstrates the ability to lead, coach, and develop compensation professionals while fostering collaboration, accountability, and continuous learning. Builds strong relationships and influences stakeholders across all levels of the organization. Ability to lead projects and cross-functional initiatives, manage competing priorities, and achieve results through effective communication, collaboration, and subject matter expertise.

Essential/Minimum qualifications:

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Accounting, or a related field; Master's degree preferred.
• Strong knowledge of compensation principles, salary administration practices, job evaluation methodologies, market pricing concepts, and compensation program administration.
• Strong analytical, quantitative, and problem-solving skills with the ability to evaluate complex issues and develop practical solutions.
• Demonstrated ability to lead projects, manage priorities, and drive results in a fast-paced environment.
• Effective verbal and written communication skills, including the ability to communicate complex information and influence stakeholders at multiple organizational levels.
• Demonstrated ability to build collaborative relationships and effectively partner with HR, business leaders, and cross-functional stakeholders.
• Proven ability to lead, coach, and develop team members while fostering a culture of accountability, collaboration, and continuous improvement.
• High level of accuracy, attention to detail, discretion, and sound judgment when handling sensitive and confidential information.
• Advanced proficiency in Microsoft Excel and PowerPoint.
• Certified Compensation Professional (CCP) designation preferred.

Essential experience required

• Minimum of 7 years of progressive experience in compensation, total rewards, HR analytics, finance, or a related analytical function.
• Experience leading, mentoring, and developing team members
• Experience administering compensation programs and processes, including salary, incentive, and/or equity planning.
• Experience working with HRIS, compensation, and reporting systems.
• Experience developing and leveraging reports, dashboards, models, and analytical tools to support data-driven decision-making and compensation insights.
• Experience partnering with HR, Finance, and business leaders to provide consultative support on compensation-related matters.
• Experience leading cross-functional projects, process improvement initiatives, or system implementations.

Travel : No or very little travel likely

Work Conditions: Work primarily in a climate-controlled environment with minimal safety/health hazard potential.

Physical Demands. Must be able to remain in a stationary position at a desk and/or computer for extended periods of time.

This position is classified as "in-office." As an in-office role, it requires employees to work from a designated Carnival office in South Florida Monday through Thursday each week. Employees may work from their homes on Fridays. Candidates must be located in (or willing to relocate to) the Miami/Ft. Lauderdale area.

Offers to selected candidates will be made on a fair and equitable basis, taking into account specific job-related skills and experience.

At Carnival, your total rewards package is much more than your base salary. All non-sales roles participate in an annual cash bonus program, while sales roles have an incentive plan. Director and above roles may also be eligible to participate in Carnival's discretionary equity incentive plan. Plus, Carnival provides comprehensive and innovative benefits to meet your needs, including:

• Health Benefits:
  • Cost-effective medical, dental and vision plans
  • Employee Assistance Program and other mental health resources
  • Additional programs include company paid term life insurance and disability coverage
• Financial Benefits:
  • 401(k) plan that includes a company match
  • Employee Stock Purchase plan
• Paid Time Off
  • Holidays – All full-time and part-time with benefits employees receive days off for 8 company-wide holidays, plus 2 additional floating holidays to be taken at the employee's discretion.
  • Vacation Time – All full-time employees at the manager and below level start with 14 days/year; director and above level start with 19 days/year. Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 84 hours/year. All employees gain additional vacation time with further tenure.
  • Sick Time – All full-time employees receive 80 hours of sick time each year. Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 60 hours each year.
• Other Benefits
  • Complementary stand-by cruises, employee discounts on confirmed cruises, plus special rates for family and friends
  • Personal and professional learning and development resources including tuition reimbursement
  • On-site Fitness center at our Miami campus