Sr. Compensation Director

Highly critical role that oversees the administration of Carnival Cruise Line’s shipboard and shoreside compensation programs.  Reports directly to the CHRO and interacts closely with the senior functional leaders to properly plan and execute all compensation initiatives. Role is responsible for the continuous evaluation of Carnival Cruise Line’s (ship and shore) compensation programs to ensure they reflect the organization’s strategy to attract top talent, foster retention, and enhanced engagement. This position will incorporate the Global Compensation Strategy into the CCL compensation approach.  Participates in compensation planning, manages a team of Managers and professional level Compensation Analysts.  Responsible for ensuring Carnival Cruise Line employees and managers are following all relevant compensation related policies as well as identifying additional policies needed.   Seeks guidance on matters and situations that may establish a precedent or cause significant financial impact.  Uses creativity, sound judgement and experience to plan and accomplish short and long term goals and responsibilities.  Complies with all federal, state, and maritime regulations and compliance.

Essential Functions:

• Provide leadership, planning and project management for the execution of ship and shore compensation.  Lead annual planning process for Ship and compensation programs. Prepare cost modeling and impact analysis of various scenarios to assist leadership in decision-making process. Plan targeted employee communications in coordination of the communications team and HRBPs to ensure consistent and transparent messaging.  Work directly with business units (finance, marine, commercial) to ensure the compensation approach and execution is meeting the needs of the business.
• Support Ship and Shore leadership teams by evaluating and adjusting compensation approach (in line with Global Compensation Strategy Guidance) in a way that enhances employee satisfaction and retention.  Lead compensation team in reviewing and analyzing data to identify trends and recommend solutions to support the culture and retention. Provide reporting to the business leaders that will provide insight into the effectiveness of our compensation approach, comparison to benchmark data, impact on employee retention and morale. Programs include variable pay, salary planning, budget cycles, short- and long-term incentive plans.
• Identify and implement opportunities to automate and streamline processes.  Foster a positive relationship with constituents and customers to influence use of systems (HCM Compensation Module, JDX, etc).  Provide ongoing support to the leadership team on core services and gains buy-in on new processes.  Work closely with HR peers to integrate compensation with performance management systems, ensuring pay for performance is effectively implemented.
• Collaborate with Global Compensation Team to ensure compliance with established job levelling approach and guidance, annual compensation programs, HCM/Technology utilization.  Follow all policies in relation to approvals for Director and above job levelling and compensation review.  Provide Global Compensation relevant organization insights and structure to assist in the review to ensure consistent methodology is applied across brands. 
• Hire, train, develop, motivate, and monitor a team of professional level employees to ensure effective and efficient operation of the compensation function. Develop and maintain departmental policies, procedures, and training standards; schedule and assign work activities and staff to ensure business is properly supported
• Work with technology groups, internally and externally, to keep up to date on changes to systems and improvements. Establish sound procedures to ensure quality customer service, timely project deliverables, and accurate compliance. 

Qualifications:

• Education:  Bachelor’s degree; Master’s degree a plus
• Discipline/Major:  Business, HR management, or related discipline.  Master or MBA; CCP and CBP certification preferred
• Required Years and Area of Professional Experience: 10+ years of relevant work experience; Experience in compensation and benefits with deep understanding of practical experience in applied compensation principles, methods, program design, forecasting, salary planning, incentive programs, variable pay, and market analysis
• Critical Professional Related Technical/Computer Skills: Strong years of relevant work experience; Experience in compensation and benefits with deep understanding of practical experience in applied compensation principles, methods, program design, forecasting, salary planning, incentive programs, variable pay, and market analysis
• Other Requirements:  Strong intellectual curiosity seeking new ways to accomplish the goals at