Lead, HR Business Partner

Lead, HR Business Partner Journey with us! Combine your career goals and sense of adventure by joining our exciting team of employees. Royal Caribbean Group is pleased to offer a competitive compensation and benefits package, and excellent career development opportunities, each offering unique ways to explore the world. 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 Human Resources Team has an exciting career opportunity for a full time Lead, HR Business Partner reporting to the Technology HR Director. The role will be based in our Downtown Miami, Port of Miami and Miramar offices. The position is also not eligible for work authorization sponsorship. Position Summary: The Lead, HR Business Partner is responsible for providing strategic HR business partnership to our Technology & Digital Growth Revenue teams. This role requires vast knowledge in all aspects of HR strategy, including recruitment, employee relations, performance management, organizational development, learning, employment law, compensation, benefits, and HR systems. This role contributes to the health and success of the organization by having a deep understanding of our business priorities and proactively collaborating with business leaders to identify, develop, and implement talent strategies and workforce planning to meet the business objectives. To be successful, the Lead, HR Business Partner must develop and sustain strategic and day-to-day consultative relationships with leaders and their respective teams and act with a high degree of autonomy and responsibility as a trusted coach, advisor and confidant on business and talent related issues and opportunities. Additionally, this role requires collaboration with HR COE partners in Talent Acquisition, Learning & Development, Talent Management, HR Operations, HR Analytics, Compensation/Benefits to develop and implement human resource strategies and programs that are in line with the individual business unit and organizational mission and vision. Essential Duties and Responsibilities: Works closely with leaders to develop and implement organizational strategies that optimize the team’s performance and overall effectiveness. Build relationships with senior business leaders to offer thought leadership on organizational design and people-related execution and movement. Understand the unique talent needs for each department of the business and develop strategies, in partnership with Talent Acquisition, to identify, attract, retain, and develop the next generation of leaders. 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. Ensure all Corporate programs are fully implemented across business units and geographies, incorporating local customization where legal requirements dictate. Provides guidance to senior and mid management pertaining to organizational development, specifically career paths, succession planning, and organizational learning. Also works with employees providing guidance relating to their individual career path, performance management, organizational learning opportunities, and other HR related issues. Analyzes employee relations issues, recommends effective solutions, and works with the business to implement those solutions. Partners with HR knowledge experts in compensation, total rewards, recruitment, and organizational learning to develop and implement best practices and monitors their application throughout the organization. Partner with business leaders on assessment of talent, succession planning and key talent development to ensure business and talent is prepared for future growth. Works closely with Internal Audit, Global Security, and Information Technology on investigations of ethics, discrimination, harassment, or other workplace issues. Uses advanced HR information systems to access and analyze data for reporting purposes based on business unit needs and uses relevant data to recommend solutions. Partners with Talent Management to facilitate various courses for employees throughout the organization. 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. Qualifications, Knowledge and Skills: 5-7 years of progressive experience as a HR Generalist or HR Business Partner. Bachelor degree required with a specialty in Human Resources, Business Management, Psychology or related field. Candidate must have experience in human resources management or consulting in a dynamic, highly complex global environment. Must be able to show a successful track record of strategic work with business partners at all levels. Capability to assess complex situations and develop solutions that align with organizational goals and legal requirements Creativity in finding innovative solutions to HR challenges, such as retention and talent development Excellent communication and interpersonal skills, with the ability to build strong relationships with stakeholders at all levels Strong skills in managing conflicts, facilitating negotiations, and finding win-win solutions that promote harmony and understanding between employees and management Ability to juggle multiple tasks and prioritize effectively, especially in high-pressure situations Ability to drive change management, helping employees adapt to new policies, technologies and organizational structures Proficiency in analyzing HR data to make informed decisions on employee performance, compensation, engagement, and turnover trends Strategic thinking to assess the overall impact of HR decisions on organizational success Proven self-started, motivated, and can work with minimal guidance, finding the right resources to ensure progress 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. Royal Caribbean Group and each of its subsidiaries prohibit and will not tolerate discrimination or harassment. #J-18808-Ljbffr Royal Caribbean Group