Director Shipboard HR, Royal Caribbean International in Miami, FL at Royal Caribbean Cruises Ltd.

Date Posted: 11/3/2019

Job Snapshot

  • Employee Type:
  • Location:
    Miami, FL
  • Job Type:
  • Experience:
    Not Specified
  • Date Posted:

Job Description

General Summary

The Director HR (Shipboard) is responsible for providing strategic HR business partnership and leadership that results in a high-performing, engaged global shipboard workforce while meeting the rigorous and complex needs of highly compliance and operations driven shipboard environment.   This role contributes to the health and success of the organization by having a deep understanding of the brand business priorities and deep knowledge of the complexity of shipboard operations to proactively collaborate with business leaders and COE partners to identify, develop, and implement talent strategies, workforce planning, forecasting and staffing to meet the brand growth objectives.

To be successful, this role must develop and sustain strategic and day-to-day consultative relationships with senior business leaders and their respective teams and act with a high degree of autonomy and responsibility as a trusted coach, advisor and subject matter expert on business and talent related issues and opportunities. The Director must also build a highly effective HRBP team and collaborate with VP of HR for RCI, Brand Leadership and HR COE partners in Manila HR Operations (Scheduling & Onboarding), Talent Acquisition, Learning & Development, Talent Management, HR Operations, HR Analytics, Compensation/Benefits and other departments.

The Shipboard HR Director and HRBP team are responsible for the functional execution for all HR programs and initiatives in a consistent and compliant manner across a global fleet. This team acts as main point of contact for Marine and Hotel division leaders related to all employee matters related to shipboard daily HR operations and HR strategy execution.  

Essential Duties and Responsibilities:

  • Looking 1-3 years out- develops and implement in partnership with VP of HR & business leaders an overriding Shipboard HR strategy that positively supports the business, is at the leading edge of HR practices and ensures the function adds value, considering the high growth, complexity and compliance driven nature of a shipboard, global workforce.
  • Dedicated focus to build out an effective HR operating model and effective business consulting to support daily shipboard operations, new builds, revitalizations and the successful launch of increasing complex product offerings and global deployment.
  • Provides strong voice and strategic direction to shipboard operations on the employee value proposition and complexities of crew life in a diverse and global workforce onboard.
  • Is a Culture Champion and ensures the ongoing support and development of The ROYAL Way service culture to continue to develop and reinforce the values and continue to evolve the program.
  • Maintain good understanding of critical business issues relating to supported business units and ensure that the HR strategy continues to provide appropriate initiatives and results in desired outcomes.
  • Actively participates in the Newbuilding planning and reporting process to ensure the startup is properly staffed and there is a minimal impact to the fleet as a result of the drawdown of talent.
  • Provide strategic thought leadership to business leaders and workforce planning on talent and organizational impacts of business plans and decisions. 
  • Work with the business to identify the org structures, competencies, and processes needed to help the business run more effectively and grow according to projections and budget targets.
  • Actively monitor any variances to CAM financials and understand the drivers. These situations would need to be reviewed with operations leaders to ensure the right decisions are made and the accountability of the financial l decisions are in place.
  • Proactively identify trends and risk factors and provide solutions and recommendation to positively impact crew satisfaction, engagement and productivity
  • Takes a leadership role in responding to all critical incidents involving crew safety, disaster recovery and compliance.
  • Drive talent management and succession planning activities within the business resulting in healthy shipboard pipeline and career progression to meet growth objectives. Will pro-actively partner with the business and COE partners in Talent Acquisition, Talent Management and Learning & Development to accomplish these goals.
  • Implement rigor and focus around workforce skill, capabilities and planning to meet brand growth objectives- including closely partnering with Talent Acquisition, Scheduling, Onboarding and HR Operations functions to develop brand specific recruiting and retention strategies and support processes to ensure that the most effective sourcing and selection strategies are utilized and meeting RCI brand defined PAR levels, crew nationality mix, skill mix, etc.
  • Ensure compliance with local legal requirements in accordance with seafarer’s labor contract, marine and international/country specific workforce regulations.  
  • Works closely with Internal Audit, Global Security, and Information Technology and Legal on investigations of ethics, discrimination, harassment, or other workplace issues.   
  • Ensure consistency in execution of HR programs across all business units and geographies as outlined in Global HR Priorities and RCI Talent AOP objectives.
  • Ensure all Corporate programs are fully implemented across business units and geographies, incorporating local customization where legal requirements dictate
  • Manage the employee survey for business units and geographies and ensure the results are communicated and actions plans are implemented
  • Work with Corporate Compensation & Benefits team to ensure the employee total rewards and benefits package is competitive and appropriate for shipboard populations.
  • Is a resource on all aspects of organizational effectiveness including Onboarding, Performance Management, Change Management, Rewards & Recognition, and Employee Relations in client groups.
  • Ensure appropriate policies and procedures reflect the principles of the company and are in line with legal requirements.
  • Establish Shipboard specific talent KPI’s and engage business leadership in meeting talent KPI
  • Ensure the Shipboard HR team fully reflects the principles and practices desired of the organization
  • Ensure HR structure is appropriate at operational level within shipboard operations
  • Work effectively with the Business Unit leaders, providing sound guidance, balanced observations, suggestions, coaching and feedback of the organization and staff.
  • Provide thought leadership to team on HR best practices that will drive a strong employee value proposition and results in a competitive advantage for the brand.
  • Responsible for developing and managing some aspects of HR budget
  • Continually review the contribution of the role and function, making necessary changes to ensure optimum performance
  • Performs other duties as required. This job description in no way states or implies that these are the only duties to be performed by the employee occupying this position. Employees will be required to perform any other job-related duties assigned by their supervisor or management.

Job Requirements



  • 4 Year college degree + HR Certification or Legal Certification preferred

Knowledge and Skills:

  • Strong knowledge of Shipboard Operations and maritime labor regulations
  • Minimum 7-10 years broad Human Resources generalist experience including at least one senior/director HR generalist role and preferably one specialist role with strategic responsibility or commensurate shipboard operations experience.  
  • Works with a high degree of autonomy and accountability for decisions
  • High level of comfort with most HR disciplines (compensation, benefits, talent management, operations, ER)
  • Ability to positively influence and build credible relationships at senior levels across different cultures and geographies
  • Demonstrated ability to assess organizational trends and develop HR solutions to drive performance
  • Org Design + Effectiveness, Performance and Change management, Leadership Coaching, Employee Relations, and Compensation
  • Previous experience developing and implementing HR strategy/vision for multiple business units
  • Ability to travel 30% of time to support global fleetwide operations and observe HRBP and functional execution
  • Proven ability to work successfully in changing environments and to work with ambiguity
  • Demonstrated excellent communication/presentation skills to all audience levels.
  • High level of sensitivity to International cultural differences and respectful of different working practices across geographies
  • Ability to use MS Word, PowerPoint, Excel, HRIS Systems and Outlook 


It is the policy of the Company to ensure equal employment and promotion opportunity to qualified candidates without discrimination or harassment on the basis of race, color, religion, sex, age, national origin, disability, sexual orientation, sexuality, gender identity or expression, marital status, or any other characteristic protected by law. RCL and each of its subsidiaries prohibit and will not tolerate discrimination or harassment.


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