Senior HRBP: Shape Talent Strategy & Leadership

Responsibilities

Strategic HR Partnership

• Partners with senior leaders to translate business strategy into integrated people strategy, aligning talent, workforce planning, leadership development, and culture initiatives to drive business performance.

• Maintains a strong grasp of the work, goals, challenges, and long-term direction of the designated client group(s).

• Serves as an embedded and trusted partner in the business, has a valued seat at the leadership table, participates in key meetings, and helps shape talent strategy for their designated client group(s).

• Coaches and advises senior leaders, acting as a sounding board to help leaders manage performance, give feedback, navigate conflict, and lead change.

• Maintains deep knowledge of the talent across the business and helps leaders build strong teams through succession planning, talent reviews, development, performance management, and compensation planning.

• Supports organizational decisions by providing direction and counsel on reorganizations, spans and layers, role clarity, and change management.

• Serves as the primary point of elevation for complex or sensitive COE issues, partnering closely with Talent Acquisition, Talent Development, Compensation, Benefits, and HR Services.

• Collaborate closely with the Manager, Employee Relations to address complex employee relations and performance management cases, providing business context and supporting leaders in navigating sensitive employee matters.

• Advocates for employees by surfacing themes from engagement surveys, turnover trends, and morale issues so talent needs are considered when making decisions.

• Elevates the employee experience by ensuring fair and consistent practices and promoting a work environment that embodies Carnival’s Core Values.

Team Effectiveness

• Demonstrate leadership through proactive problem solving, sound judgment, and initiative, independently identifying and addressing organizational challenges while advancing strategic business and HR priorities.

• Coach and develop HRBPs and Associate HRBPs by sharing expertise, providing thought partnership on complex employee and business issues, and supporting the consistent application of HR programs, practices, and policies.

• Where applicable, lead and develop direct reports to maximize individual effectiveness, foster engagement, and inspire a commitment to excellence and continuous improvement.

Organizational Effectiveness

• Support the effectiveness of the Human Resources function by identifying opportunities to improve processes, standardize operating procedures, and enhance service delivery.

• Champion strategic HR projects and change initiatives, guiding team members through execution to drive continuous improvement and enhance the efficiency, consistency, and overall effectiveness of HR operations.

Knowledge & Skills

• Trusted Partner: Champions a professional, credible, and strategic HR function by modeling excellence, elevating team standards, and positioning HR as a trusted thought partner.

• Strategic Business Acumen: Understands the importance and impact of connecting business strategy to talent strategy.

• Talent Multiplier: Ability to shape and leverage talent strategies to elevate leaders, strengthen teams, and drive performance.

• Strategic Thinker: Thinks beyond immediate issues to evaluate risk and anticipate future needs.

• Leadership Presence: Credible and able to influence business leaders.

• Relationship Builder: Establishes trust quickly, manages conflict well, and has strong ability to collaborate cross-functionally.

• Talent Champion: Ability to foster collaboration, enhance team capabilities, and strengthen the overall impact of the HRBP function.

• Strong Communicator: Clear, concise, and able to flex messaging and style to the audience.

• Resiliency: Demonstrates steadiness, professionalism, and composure in high-pressure, ambiguous, or challenging situations.

• Confident Humility: Demonstrates confidence in expertise while remaining open to feedback, new information, and alternate perspectives.

• Growth Mindset: Demonstrates curiosity, adaptability, and a commitment on continuous grown and development.

• Strong time management and organizational skills.

• 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.

Qualifications

• Bachelor’s degree in HR, Business, or related field required.

• 8+ years of progressive Strategic Human Resources Business Partner experience.

• Proficiency in Microsoft programs, including Excel, PowerPoint, Word, SharePoint.

• Experience in Oracle, or similar software preferred.

About Us

Carnival Corporation & plc is the world’s largest leisure travel company, our mission to deliver unforgettable happiness to our guest through our diverse portfolio of leading cruise brands and island destinations, including Carnival Cruise Line, Holland America Line, Princess Cruises, and Seabourn in North America and Australia; P&O Cruises and Cunard Line in the United Kingdom; AIDA in Germany; Costa Cruises in Southern Europe.

Join us and embark on a career that offers not only the chance to grow professionally but also the opportunity to be part of a global community that makes a difference.

In addition to other duties/functions, this position requires full commitment and support for promoting ethical and compliant culture. More specifically, this position requires integrity, honesty, and respectful treatment of others, as well as a willingness to speak up when they see misconduct or have concerns.

Carnival Corporation & plc and Carnival Cruise Line is an equal employment opportunity/affirmative action employer. In this regard, it does not discriminate against any qualified individual on the basis of sex, race, color, national origin, religion, sexual orientation, age, marital status, mental, physical or sensory disability, or any other classification protected by applicable local, state, federal, and/or international law.