Group Total Rewards Senior Manager
Requirements
Candidates should have a bachelor's degree in Human Resources, Finance, Business Administration, or a related field, with a preference for a master's degree or relevant certification. A minimum of 5 years of experience in compensation and rewards, particularly in hospitality or multi-location organizations, is required.
Job Description
Group Total Rewards Senior Manager
Location: Caribbean
Important: This is a full time international post, based in the Caribbean For international candidates the company will offer relocation and comfortable expat housing allowance.
About the company
Our client is a listed multinational company operating across the Caribbean and Central America with a diverse portfolio of mixed-use hotels and resorts. The group is committed to delivering high-quality guest experiences and sustainable growth through innovation, operational excellence, and strong design principles.
Position Summary
The Compensation and Rewards Manager is responsible for developing, implementing, and managing compensation structures and rewards programs that align with the organization’s business objectives and talent strategy across the group. This role ensures that all compensation and benefits initiatives are competitive, equitable, and designed to attract, motivate, and retain high-performing employees across all locations and corporate offices.
Key Responsibilities:
Compensation Strategy & Analysis
- Design, implement, and manage competitive compensation structures, including base pay, variable pay, incentive plans, and salary banding across all roles and regions.
- Conduct regular benchmarking and market analysis using compensation surveys and industry data to ensure external competitiveness and internal equity.
- Lead the annual salary review and bonus processes, including budgeting, guidelines, and communications.
Rewards Programs
- Develop and enhance recognition and rewards programs that drive performance, engagement, and alignment with company values and culture.
- Partner with internal stakeholders to design innovative non-monetary rewards initiatives, including employee recognition, service awards, and wellness incentives
Job Evaluation & Governance
- Maintain an effective job evaluation framework and oversee job grading/classification processes.
- Ensure compliance with compensation-related legislation across multiple jurisdictions (e.g., Caribbean, North America).
- Develop and maintain compensation policies, guidelines, and procedures.
Data Management & Reporting
- Provide data-driven insights and reports to HR leadership and executive management to support strategic decision-making.
- Ensure accuracy of compensation data in HR systems; collaborate with HRIS and payroll teams for alignment.
Stakeholder Collaboration
- Serve as a trusted advisor to HR Business Partners, Talent Acquisition, and department heads on compensation and rewards matters.
- Train and educate managers on compensation philosophy, pay decisions, and rewards tools.
Qualifications & Experience
- Bachelor’s degree in Human Resources, Finance, Business Administration, or a related field (Master’s degree or relevant certification such as CCP is a plus).
- 5+ years of experience in compensation and rewards, preferably within hospitality, tourism, or multi-location organizations.
- Strong analytical skills and proficiency in Excel and HRIS/compensation tools (e.g., Workday, SuccessFactors).
- Proven ability to manage multiple projects and deliver high-quality results in a fast-paced environment.
- Exceptional communication, consulting, and interpersonal skills.
- Strong knowledge of Caribbean employment markets and labour laws is an asset.
Education
["bachelor degree"]
Skills
About GAP Talent
As a leading global relocation specialist, GAP Talent has been changing lives for nearly 30 years. Trusted by firms from Australia to Europe and the USA, we excel in executing international talent strategies, complementing local recruitment initiatives, and reducing hiring costs by an impressive 400% compared to industry norms. Our Global Talent Solutions Model ensures the pre-planning of robust talent pipelines years in advance. We dedicate a team of Specialists to each of our Talent Partners (our Clients), leveraging our extensive database, innovative systems, and proven methodology to source skilled talent who best match each firm's unique culture. The result? The right position filled with the right Talent... at the right time. Our commitment to delivering quality Talent with full-spectrum diversity - cognitive, gender, social, and ethnic (60% average) - along with optimal cultural fit, has led to an outstanding 70% Interview to Offer ratio, double the industry norm. Our project-geared partnerships and industry-leading screening processes reduce loss of valuable Partner time to the interview process; minimizing financial and reputational risk, and increasing probability of a strong employee fit. At GAP Talent, we're not conflicted in any way, acting in your best interests with confidentiality. We do things differently and we're changing how recruitment is done. We don't just fill positions, we change lives. Why settle? Partner with the best... and experience the GAP Talent difference.
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