Job Description

Responsible for providing analytical expertise and consultative support in 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. Conducts job evaluations, market pricing, compensation analyses, cost modeling, and reporting to support sound pay decisions and compensation planning activities. Partners with HR Business Partners and business leaders to provide compensation guidance, develop recommendations, and deliver data-driven insights that support business objectives and ensure consistent application of compensation programs, practices, and compensation philosophy.

Essential Functions:

• Support and coordinate the administration of annual and cyclical compensation programs, including salary, bonus, and equity processes. Develop analyses, tools, communications, and educational materials that help leaders and employees understand compensation programs, policies, and practices. Contribute to the enhancement of compensation processes, workflows, and administration practices to improve efficiency, accuracy, and user experience.

• Partner with HR Business Partners, Talent Acquisition, and business leaders to evaluate positions, review job descriptions, assess organizational levels, and develop compensation recommendations. Provide guidance on compensation programs, policies, and pay practices while ensuring consistent application of the organization's compensation philosophy and salary administration guidelines.

• Conduct market pricing and compensation analyses to evaluate the competitiveness of pay programs and support compensation recommendations. Develop and maintain salary ranges, pay grades, and compensation structures. Analyze market survey data and internal workforce information to assess pay positioning, identify trends, and support equitable and market-competitive compensation decisions.

• Develop and maintain compensation metrics, reports, dashboards, and analytical tools to support informed decision-making. Conduct compensation cost analyses, financial modeling, and workforce analyses to evaluate program effectiveness, assess business impacts, and support compensation planning activities. Assist in developing scalable reporting and analytical solutions that improve access to compensation data and insights.

• Contribute to the administration, enhancement, and documentation of compensation programs, processes, and systems. Support the development and maintenance of salary structures, compensation workflows, variable pay processes, and related tools that improve consistency, efficiency, and operational effectiveness.

• Research compensation trends, market developments, and emerging best practices to identify opportunities for process improvement and program enhancements. Participate in compensation surveys and support the evaluation of external data sources, tools, and methodologies used in compensation analysis.

• Support compliance with applicable federal, state, and local compensation-related regulations and requirements. Assist with pay equity analyses, audit activities, documentation, and compensation governance processes to help ensure fair and consistent pay practices.

Knowledge, Skills & Abilities:

• Demonstrates knowledge of compensation principles, job evaluation methodologies, market pricing practices, and salary administration concepts. Applies this knowledge to support compensation programs, evaluate compensation-related issues, and provide consultative support across assigned business areas and stakeholder groups.

• Utilizes strong analytical, quantitative, and critical thinking skills to evaluate compensation data, interpret market trends, assess pay positioning, and develop recommendations. Ability to analyze complex information from multiple sources, identify meaningful insights, and exercise sound judgment when addressing non-routine compensation matters.

• Applies compensation knowledge and analytical expertise to support equitable, competitive, and financially responsible compensation decisions. Ability to influence outcomes through data-driven recommendations, effective communication, and consistent application of compensation programs, policies, and practices.

• Demonstrates strong collaboration, communication, and relationship-building skills when partnering with HR, business leaders, and cross-functional stakeholders. Ability to lead or contribute to projects, coordinate activities across multiple parties, and influence decisions through subject matter expertise and professional credibility.

Essential/Minimum Qualifications:

• Bachelor's degree in Human Resources, Business Administration, Finance, Economics, Accounting, or a related field

• Working knowledge of compensation principles, salary administration practices, job evaluation methodologies, and market pricing concepts

• Strong analytical, quantitative, and problem-solving skills with the ability to interpret data and develop recommendations

• Strong organizational skills with the ability to manage multiple priorities and deadlines

• Effective verbal and written communication skills, including the ability to communicate complex information clearly and concisely

• Demonstrated ability to build collaborative relationships and effectively partner with stakeholders across all levels of the organization

• 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 or progress toward certification preferred but not required

Essential Experience Required:

• Minimum of 5 years of experience in compensation, total rewards, HR analytics, human resources, finance, or a related analytical function.

• Experience conducting analyses and developing insights to support business decisions and reporting needs.

• Experience supporting compensation, HR, finance, or other business processes that require analytical problem-solving and stakeholder collaboration.

• Experience working with HRIS, reporting systems, data visualization tools, and/or large datasets preferred.

• Experience developing reports, dashboards, models, or other analytical tools to support data-driven decision-making preferred.

TravelNo or very little travel likely

Work ConditionsWork 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

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