Senior Analyst, Sales Compensation Design

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 Senior 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 Senior 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 teams. The Senior 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 decisionmaking. 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,