Senior Director, Executive Compensation

ABOUT US

Royal Caribbean Group comprises five distinctive brands that share a vision anchored in excellence. We have a common passion for creative thinking, innovative engineering and outstanding guest service that drives continuous improvement in everything we do. The entire Royal Caribbean family is committed to the legacy of hospitality and culture of innovation that is at the core of our guest service, the protection of our natural environment and responsible citizenship in our global community

POSITION OVERVIEW

The Senior Director, Executive Compensation, will work closely with the VP of Total Rewards to lead the strategy, design and execution of executive rewards programs and policies targeted at attracting, retaining and engaging world class leadership talent. This position will work closely with stakeholders across the organization to ensure our executive compensation practices are fair, competitive, equitable, and are aligned with RCG’s strategic goals.

 
The Sr Director Executive Compensation will act as a trusted advisor to the business and serve as a strategic leader within the Total Rewards team.

RESPONSIBILITIES

• Lead RCG’s Executive Compensation function to effectively design, implement, and manage the compensation strategy for corporate executives and members of the board of directors.
• Build collaborative relationships with Senior Leaders and provide consultative advice compensation strategy and policy and guideline interpretation.
• Prepare materials for the Talent & Compensation Committee meetings to drive recommendations for executive compensation, equity programs and other analyses requested by the Committee.
• Prepare compensation recommendations for executives which includes evaluating executive roles relative to the external market and assessing internal functional relationships
• Prepare proxy related materials including the CD&A, compensation tables, and supporting data. Draft compensation discussion sections appearing in the CD&A. Track NEO compensation and other executives that could reach NEO level. 
• Lead the development and implementation of compensation communications to the executives.
• Oversee the design, implementation, administration, and eligibility of the Executive Short Term Bonus plans.
• Oversee the design and administration of RCG’s equity compensation plan, including managing the 3rd party stock plan administrator and recordkeeper.
• Proactively review executive compensation matters and trends and recommend compensation structure and base pay adjustments; annual and long-term cash incentive plan design changes, target bonus levels, equity award guidelines, and develop budget recommendations.
• Develop executive compensation learning materials and participate in delivery of related training sessions to HR, the broader COE and senior leadership.
• Ensure all compensation programs comply with applicable laws and regulations; stay abreast of evolving thinking of governmental entities in anticipation of future changes.
• Lead and develop members of the executive compensation team.

QUALIFICATIONS

•  Bachelor of Business Administration degree from an accredited four-year college or university is required, MS and MBA strongly desired. At least 10 years’ experience within a Human Resources Department required with a minimum of 8 years in Compensation. Certified Compensation Professional (CCP) or other professional designation preferred.

KNOWLEDGE AND SKILLS

• Must be familiar and proficient with position evaluation methodology, federal/state rules, regulations regarding compensation and familiar with SEC’s Executive Compensation requirements, etc.  In depth knowledge of HR and compensation/benefits functions, processes, and data management required.  Familiarity with a variety of HRIS systems for the administration of compensation programs, SuccessFactors is preferred.  Experience in building, mentoring, and coaching a team of compensation specialists.
• Progressive leadership experience in a medium to large size organization overseeing all compensation programs such salary administration, wage and salary management, job evaluation, annual and long-term cash incentives, sales compensation, area differentials, cash incentives, equity and supplemental pay programs.
• Proficient in federal and state regulations changes affecting compensation, including but not limited to IRC 162(m), FAS123R, 409(A), IRC 422, FLSA, ADA, Equal Pay Act, etc.