Analyst, Sales Compensation Design

Select how often (in days) to receive an alert: 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 Shoreside Compensation Team has an exciting career opportunity for a full time Analyst, Sales Compensation Design reporting to the Senior Manager, Compensation Design . This position is onsite and based in Miami, Florida. This position is also not eligible for work authorization sponsorship. Position Summary: The Analyst, Sales Compensation Design is responsible for supporting the design, analysis, implementation, governance, and continuous improvement of sales compensation programs across Royal Caribbean Group. This role will support the structuring, modeling, evaluation, and implementation of sales compensation plans and incentive programs while partnering with stakeholders across Sales, Finance, Human Resources, Payroll, Operations, and Brand Compensation teams. The Analyst will develop and maintain compensation models, evaluate plan effectiveness, perform detailed analyses, support implementation activities, and produce reporting and insights that support business outcomes and effective program governance. The ideal candidate brings strong analytical capability, technical proficiency, attention to detail, urgency, and ownership. Success requires the ability to work effectively with large datasets, quickly structure analytical work, identify issues and trends, develop a clear point of view, and deliver accurate, high-quality outputs in a demanding, deadline-driven environment. Essential Duties and Responsibilities: Sales Compensation Design & Implementation: Support the design, implementation, governance, and continuous improvement of sales compensation plans, incentive programs, contests, and recognition initiatives while ensuring plan mechanics, performance measures, and incentive outcomes align with business objectives, financial considerations, and desired sales behaviors. Sales Compensation Expertise: Develop and maintain expertise in sales compensation principles, plan mechanics, performance measures, quotas, pay mix, incentive structures, and industry practices to support program design, evaluation, and governance decisions. Analytics & Financial Modeling: Build, maintain, and analyze compensation models, forecasts, scenario analyses, and reporting used to evaluate incentive plan effectiveness, test financial and behavioral outcomes, identify risks and unintended consequences, support plan design decisions, and inform business decision-making. Insights & Recommendations: Translate complex data into clear insights, tradeoffs, implications, and recommendations that support compensation design decisions and business outcomes. Workflow Innovation & AI Enablement: Apply AI, emerging technologies, automation, and process improvement thinking to improve sales compensation workflows, increase scalability, reduce manual effort, and strengthen insight generation. Governance, Implementation Assurance & Data Quality: Support compensation governance, plan documentation, implementation readiness, design validation, post-implementation reviews, and data quality activities to ensure approved programs are translated accurately, operate as intended, and remain aligned with established design principles. Data Quality & Validation: Support data validation, reconciliation, and quality assurance activities related to sales compensation data, incentive reporting, quotas, performance measures, plan implementation, and program outcomes. Cross-Functional Partnership: Partner with Sales, Finance, Human Resources, Payroll, Operations, and other stakeholders to support plan design initiatives, implementation activities, governance reviews, compensation-related analysis, and key business initiatives. Qualifications, Knowledge and Skills: Bachelor’s degree in Human Resources, Business, Finance, Accounting, Economics, Statistics, Mathematics, or a related field. 2+ years of experience in sales compensation, compensation, finance, FP&A, accounting, audit, consulting, analytics, or a related analytical discipline. Strong analytical capability, including advanced Excel skills, financial modeling, forecasting, scenario planning, reporting, and interpretation of complex datasets. Demonstrated ability to build, review, audit, and validate analytical outputs, financial models, calculations, and large datasets with a high degree of accuracy. Experience with sales compensation concepts, including incentive plan design, performance measures, quotas, pay mix, variable compensation programs, sales performance analytics, or related disciplines. Proven ability to identify issues, structure analysis, evaluate alternatives, and translate data into clear insights and actionable recommendations. Strong attention to detail, ownership, learning agility, and commitment to producing accurate, high-quality work in a fast-paced, deadline-driven environment. Strong business acumen and judgment; able to connect analytical findings to business objectives, financial considerations, stakeholder needs, governance requirements, and operational realities. Experience in large, matrixed, multi-brand, multinational, or highly complex organizations preferred. Experience with enterprise HRIS platforms, such as SuccessFactors or Workday, sales compensation systems, CRM platforms, analytics tools, reporting solutions, or data 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 analytical outcomes. Customer-focused and results-oriented with a bias toward action; comfortable working in a demanding, deadline-driven 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 Groupand each of its subsidiaries prohibit and will not tolerate discrimination or harassment. #J-18808-Ljbffr Royal Caribbean Group