Job Description

Holland America Line has been exploring the world since 1873. Our ships offer innovative features and enriching experiences focused on destination exploration and personalized travel, inviting guests to savor the journey. 

We are looking for a Analyst, Compensation. The Analyst, Compensation is responsible for supporting the design, administration, and evaluation of compensation programs for Holland America Line and Seabourn fleets (HAL and SBN). This role performs detailed compensation analyses, including job evaluation, market pricing, pay modeling, and costing for base pay, incentive, and international compensation programs. The Analyst partners closely with Human Resources, Finance, and business leaders to ensure compensation practices are competitive, equitable, and aligned with organizational strategy. The position contributes to annual merit and performance review cycles through system administration, data integrity management, and reporting support. The role also supports global benchmarking activities by analyzing survey data and conducting research for hard‑to‑benchmark roles. In addition, the Analyst prepares reports, dashboards, and ad hoc analyses to inform decision‑making and proactive workforce planning. The ideal candidate brings strong analytical capability, advanced Excel skills, compensation knowledge, and the ability to work independently in a fast‑paced, data‑driven environment.

Here’s a summary of what Holland America Line is looking for.  Is this you? 

Responsibilities:

• Compensation Analytics, Modeling, and Decision Support: Owns the development of analytical models used to assess compensation structures, pay ranges, and cost impacts across HAL and SBN. Leverages advanced Excel, HRIS data, and AI‑enabled analytical tools to identify trends, anomalies, and optimization opportunities within compensation programs. Translates complex data into clear insights that support leadership decision‑making on pay positioning, workforce planning, and affordability. Conducts scenario modeling to evaluate proposed compensation changes, incentive designs, or structural adjustments. Applies predictive analytics techniques to anticipate pay compression, retention risk, and market movement. Ensures analytical outputs are accurate, repeatable, and scalable to improve efficiency and reduce manual effort. Continuously refines analytical approaches by incorporating new tools, automation, and best practices.

• Job Architecture, Market Pricing, and Benchmarking:  Conducts job evaluations and market pricing for new and existing roles to support consistent and competitive compensation practices. Analyzes external survey data and internal benchmarks to determine appropriate job levels, pay ranges, and positioning recommendations. Uses AI‑assisted techniques to support pricing for hard‑to‑benchmark or highly specialized roles. Maintains alignment between job architecture, market data, and internal equity considerations. Partners with HR stakeholders to provide data‑driven guidance on role design and compensation implications. Documents pricing rationales and maintains audit‑ready records to support governance and compliance. Continuously monitors market trends to proactively inform updates to pricing methodologies.

• Job Architecture, Market Pricing, and Benchmarking:  Conducts job evaluations and market pricing for new and existing roles to support consistent and competitive compensation practices. Analyzes external survey data and internal benchmarks to determine appropriate job levels, pay ranges, and positioning recommendations. Uses AI‑assisted techniques to support pricing for hard‑to‑benchmark or highly specialized roles. Maintains alignment between job architecture, market data, and internal equity considerations. Partners with HR stakeholders to provide data‑driven guidance on role design and compensation implications. Documents pricing rationales and maintains audit‑ready records to support governance and compliance. Continuously monitors market trends to proactively inform updates to pricing methodologies.

• Reporting, Data Governance, and Systems Enablement:  Designs, maintains, and delivers recurring and ad hoc compensation reports using advanced reporting and visualization tools. Ensures data integrity across compensation systems through regular audits, reconciliations, and issue resolution. Applies AI‑driven data quality and pattern‑recognition tools to detect errors, inconsistencies, or unusual outcomes. Serves as a subject‑matter resource for compensation data within HR systems, supporting user inquiries and reporting needs. Documents processes, data definitions, and reporting logic to promote consistency and knowledge sharing. Collaborates with system owners to enhance reporting capabilities and reduce manual workarounds. Supports system upgrades and enhancements by testing, validating, and refining compensation‑related functionality.

• Research, Compliance, and Continuous Improvement:  Conducts research on compensation trends, regulatory developments, and emerging practices relevant to HAL and SBN. Supports compliance with wage and hour laws and compensation governance standards through analysis and documentation. Uses AI‑enabled research tools to synthesize large volumes of external data and identify relevant insights efficiently. Participates in special studies and cross‑functional initiatives related to compensation strategy and workforce effectiveness. Recommends process improvements based on data, user feedback, and observed inefficiencies. Maintains professional knowledge through industry resources and associations to inform forward‑looking practices. Contributes to a culture of continuous improvement by proactively identifying opportunities to enhance accuracy, scalability, and strategic impact.

Knowledge & Skills:

• Scope:  The Analyst, Compensation operates within the Fleet Compensation function, supporting compensation programs across both shore‑side and fleet populations for Holland America Line and Seabourn. The role has enterprise reach, influencing compensation decisions that span multiple geographies, employee groups, and regulatory environments. While the position does not have independent approval authority, it plays a critical role in informing recommendations through rigorous analysis and data‑driven insight. The Analyst works within established compensation frameworks while contributing to their ongoing refinement and evolution. The role interfaces regularly with HR partners, Finance, and functional leaders to ensure compensation outcomes align with business priorities. Outputs from this role are relied upon for planning, governance, and execution of key compensation processes. The position requires a strong understanding of how individual analyses contribute to broader workforce and financial outcomes.

• Problem solving:  The role addresses complex compensation‑related questions that require analysis of incomplete, evolving, or imperfect data. Situations often involve balancing internal equity, market competitiveness, affordability, and regulatory considerations simultaneously. The Analyst is expected to independently research issues, test assumptions, and anticipate downstream impacts before presenting recommendations. Problem solving frequently includes identifying patterns or risks that are not immediately visible through standard reporting. The role applies advanced analytical techniques, including AI‑enabled tools, to surface insights, improve accuracy, and reduce manual effort. Challenges may involve tight timelines, sensitive data, or competing stakeholder priorities. Success requires sound judgment, structured thinking, and the ability to translate complexity into clear, actionable conclusions.

• Impact:  The Analyst, Compensation has a measurable impact on pay outcomes, employee experience, and the credibility of compensation programs across HAL and SBN. The role contributes to maintaining market competitiveness and internal consistency, which directly supports attraction, retention, and engagement. Analytical outputs inform decisions that affect large employee populations and material cost implications. Within the discipline, the role helps reinforce data quality, analytical rigor, and evidence‑based decision‑making. The Analyst’s work supports compliance, audit readiness, and governance expectations. Over time, the role influences how compensation insights are generated and consumed across the organization. The cumulative impact extends beyond individual analyses to the overall effectiveness and trust in the compensation function.

• Leadership:  This role does not include direct people management but requires a high level of professional and analytical leadership. The Analyst leads through expertise, influencing outcomes by providing credible, well‑reasoned insights. The role regularly partners with cross‑functional stakeholders and must navigate differing perspectives with confidence and professionalism. Strong prioritization and self‑management skills are required to balance multiple initiatives and deadlines. The Analyst is expected to take ownership of work products from concept through delivery. Leadership is demonstrated by proactively identifying improvements, introducing new analytical approaches, and elevating how data is used within the function. The role sets a standard for analytical quality, integrity, and continuous improvement within Fleet Compensation.

For all roles:

• Knowledge:  Understanding of workplace policies and procedures / Familiarity with team collaboration tools and techniques.

• Skills:  Strong time management and organizational skills

• Abilities:  Ability to maintain reliable and consistent attendance / Capacity to be punctual and meet deadlines / Ability to collaborate effectively with colleagues and work as part of a team / Demonstrated professionalism in all interactions and tasks.

Requirements

• Bachelor’s degree in Human Resources, Business Administration, Finance, Economics, Statistics, or a related field.

• Working knowledge of U.S. federal and state wage and hour laws and basic compensation governance requirements.

• Demonstrated proficiency in Microsoft Office applications, including advanced Excel capabilities (e.g., pivot tables, complex formulas, data modeling).

• Ability to work with confidential and sensitive employee compensation data in compliance with data privacy and security standards.

• Authorization to work in the country of employment.

• Minimum of 2 years of professional experience performing analytical work in compensation, human resources, finance, or a related analytical discipline.

• Hands‑on experience analyzing compensation data, including job evaluation, market pricing, or pay structure analysis.

• Experience supporting compensation processes such as merit reviews, incentive programs, or benchmarking activities.

• Demonstrated experience working with HRIS and compensation‑related data sets to produce accurate reporting and insights.

• Proven ability to interpret complex data, identify trends, and translate findings into clear recommendations for stakeholders.

• Experience working in a matrixed or multi‑stakeholder environment, requiring collaboration across HR and business functions.

• Exposure to global or multi‑jurisdiction compensation environments is required at a foundational level (awareness and data interaction), with depth developed on the job.

Travel:  No or very little travel likely

Work Conditions: Work 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 Holland office Monday through Thursday each week. Employees may work from their homes on Fridays.  

What You Can Expect

• Cruise and Travel Privileges for You and Your Family 
• Health Benefits 
• 401(k)  
• Employee Stock Purchase Plan  
• Training & Professional Development 
• Tuition & Professional Certification Reimbursement 
• Base Salary Range: $59,300 to $80,000. The range is applicable for the labor market where the role is intended to be hired. Final base salary is directly related to each candidates' qualifications and experience uniquely. 

Our Culture…Stronger Together

Our highest responsibility and top priority is compliance, environmental protection and the health, safety and well-being of our guests, the people in the communities we touch and serve, and our shipboard and shoreside employees.  Please visit our site to learn more about our Culture Essentials, Corporate Vision Statement and our Core Values at:https://www.hollandamerica.com/en_US/our-company/mission-values.html

Holland America is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. 

Americans with Disabilities Act (ADA)

Holland America will provide reasonable accommodations with the application process, upon your request, as required to comply with applicable laws.  If you have a disability and require assistance in this application process, please contact recruiting@hollandamericagroup.com

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