Manager, Corporate Compensation

GROW YOUR CAREER WITH US At Norwegian Cruise Line Holdings (NCLH), we know our future success depends on our ability to attract and retain the very best talent. Our brands deliver vacations of a lifetime with innovative product offerings, a high level of service and unique guest experiences aboard each vessel and we’re continually seeking applicants who are passionate about hospitality and committed to being their personal best.

As you learn more about our company, we think you will agree that there is no better time than now to become a member of the NCLH family!

Manage the corporate compensation function and provide strategic compensation expertise across domestic and international populations. Lead the execution and governance of compensation programs, policies, and processes to ensure alignment with business strategy, talent objectives, market competitiveness, internal equity, and regulatory requirements. Serve as a trusted advisor to business leaders on compensation recommendations, reorganizations, and pay-related risk. Oversee advanced compensation analytics, market benchmarking, annual compensation processes, and data integrity in the Human Resources Information System (HRIS).

Lead the execution of corporate compensation strategies for designated area, ensuring alignment with business strategy, talent objectives, and market competitiveness. Provide consultation on compensation matters (domestic and international) related to job offers, promotions and off-cycle requests. Strategically guide leadership to ensure alignment and pay equity across the organization. Drive advanced compensation analytics and cost analysis, including salary surveys, pay equity reviews, Sales performance and payout.

Serve as the owner of position management within the HRIS, ensuring accurate creation, maintenance, and governance of positions, position openings, headcount tracking, job codes, grades, and reporting structures. Lead compensation support for organizational restructurings. Partner with business to assess cost impact, role alignment, leveling, and pay consistency while mitigating risk and supporting business continuity Partner closely with Finance, HR, and business leadership on workforce budgeting forecasts, headcount planning, sales incentive performance tracking and compensation expense modeling.

Act as subject matter expert in designated area for annual processes including merit, bonus, and Sales incentive tracking. Take proactive approach in identifying market competitiveness and salary discrepancy utilizing market data and benchmarking tools. Provide recommendations and insights based on findings. Validate accuracy of pay changes, workforce movement, and retro activity prior to payroll processing. Act as a trusted advisor to senior leadership, providing clear recommendations on compensation risk, affordability, market competitiveness, and talent impact.

Ensure Company compensation programs are consistently administered in compliance with our company policies and other local, federal and global compensation regulations. Perform other job-related duties as assigned.

DEGREE TYPE:
Bachelor's Degree FIELD(S) OF STUDY: HR Management, Business Administration or related field.

EXPERIENCE Minimum 5 years of progressive experience in employee compensation, preferably in a global corporate environment. At least 1 year of prior management experience required.

In-depth knowledge of compensation principles, practices, and regulations. Experience with applying provisions of the FLSA and other basic labor law practices. Excellent command of English language sufficient to review and edit job descriptions and ad-hoc compensation communications. Advanced-level skill set of Microsoft Office Suite with special emphasis on Excel. Effective interpersonal skills to work with various members in the department. Organizational skills to help maintain and manage multiple projects independently.

Strong analytical skills and attention to detail required. People Soft or other HRIS experience preferred.

PHR/SPHR, SHRM-CP/SHRM-SCP or…