Shipboard HR & Payroll Apps Product Mgr

Product Manager, Shipboard HR & Payroll Apps Purpose: The Product Manager, Shipboard HR & Payroll Apps is responsible for the support and delivery of shipboard HR technology products, including Workday and MAPS, to enable compliant and efficient HR operations for shipboard employees. This role partners with HR, Payroll, Operations, and IT to define requirements, prioritize enhancements, oversee integrations and releases, and drive measurable improvements in employee experience, process efficiency, and data quality across Core HR, Payroll, Absence Management, and Training. Major Attributes Product mindset and strategic partnership with HR and shipboard operations to translate business needs into a clear vision, operating model, and multi‑year roadmap for shipboard HR and payroll applications (Workday, MAPS). Deep functional understanding of Core HR, Payroll, Time & Attendance, Absence Management, and Learning/Training processes, including downstream integrations, reporting, and controls. Experience leading delivery and production support across HR platforms and custom applications, including Workday (HCM/Payroll/Absence/Learning as applicable), MAPS, and related shipboard/shore integrations. Strong governance, vendor management, and financial stewardship (budgeting, forecasting, CapEx/OpEx) with a focus on outcomes, risk management, and value realization. Commitment to best practices in security, privacy, compliance (e.g., SOX, ITGC, GDPR as applicable), and enterprise architecture standards. Clear communicator and people leader who builds high‑performing teams and drives organizational change through effective stakeholder engagement and change management. Proven ability to drive digital modernization through automation (workflow, integrations, self‑service, RPA where applicable) and the practical application of analytics/AI to improve service delivery and decision‑making. Strong HR process knowledge and continuous improvement mindset, with experience simplifying and standardizing end‑to‑end processes (hire‑to‑retire) and aligning technology to policy, controls, and user experience. Responsibilities Lead end‑to‑end delivery of product enhancements and projects across Core HR, Payroll, Absence Management, and Training/Learning (intake, prioritization, funding, design, configuration / build, testing, release, and adoption) spanning Workday, MAPS, and integrated systems. Ensure stable, secure, and compliant operations for shipboard HR platforms and integrations, including production support, incident / problem management, release management, and continuous improvement—supporting payroll accuracy, absence / time processing, and training enablement. Lead and develop a high‑performing organization (employees, contractors, and managed services partners); set objectives, coach leaders, and build succession and capability plans. Drive cross‑functional architecture and integration alignment with Security, Data / Analytics, Infrastructure, and other application teams to ensure scalable and supportable solutions. Provide financial stewardship for the HR Applications portfolio, including vendor strategy, contract / SOW oversight, SLAs, forecasting, and management of CapEx / OpEx budgets. Establish and enforce standards and controls (e.g., ITGC, SOX, privacy) and ensure audit readiness, access controls, segregation of duties, and sound SDLC / DevOps practices. Identify and deliver automation opportunities (workflow optimization, digital forms, integration improvements, and RPA where appropriate) to reduce manual effort, increase accuracy, and improve cycle times across HR services. Lead organizational change management for HR technology releases (communications, training enablement, stakeholder engagement, and feedback loops) to maximize adoption and value. Enable HR data and insights by partnering with HR Analytics / Data teams to improve data quality, develop metrics / OKRs, and guide responsible use of AI / GenAI capabilities (governance, privacy, bias / risk considerations, and measurable value). Develop executive‑level communications (status, risks, decisions, and outcomes) and provide clear escalation paths and mitigation plans for complex issues. Education Bachelor's degree in computers or related area and / or equivalent experience / training. Experience 7+ years of progressive IT experience with significant leadership accountability across enterprise applications and/or HR technology. 3+ years of experience with Workday (HCM and one or more of Payroll, Absence, Time Tracking, or Learning) and/or comparable leading HCM platforms, including product ownership / governance, configuration, testing, and integrations. Experience with MAPS strongly preferred. 5+ years of people leadership and talent development experience, including leading leaders / managers and multi‑disciplinary teams. 5+ years of experience leading application delivery and production support organizations, including incident / problem management and release management. Experience delivering within multi‑system HR landscapes (HCM, payroll / time, benefits, identity / access, and analytics), including integration platforms and data governance. Knowledge & Skills Strong experience in systems support, team leadership, as well as establishing and managing service measures to ensure organizational effectiveness. Strong HR application platform expertise, including Workday and MAPS, with the ability to guide solution design, integrations, security, and reporting patterns. Hands‑on knowledge of HR functional domains—Core HR, Payroll, Absence Management, Time & Attendance, and Training / Learning—with the ability to translate policy and operational requirements into scalable system capabilities and controls. Strong knowledge of HR business processes and controls (hire‑to‑retire), including translating policy and compliance requirements into scalable system designs and user‑friendly experiences. Experience driving automation and standardization (workflow, orchestration / integration patterns, and RPA where applicable) using measurable outcomes (cycle time, quality, cost, employee experience). Data‑ and product‑mindful approach: ability to define KPIs / OKRs, use insights to prioritize roadmaps, and evaluate AI / GenAI use cases with appropriate governance, privacy / security safeguards, and risk management. Demonstrated strength in controls and compliance (e.g., ITGC / SOX, privacy, audit readiness) and partnering with Cybersecurity to manage risk, access controls, and data protection. Individual must be a proven change leader accustomed to working in a dynamic environment. Leadership Skills Leads through a matrix: aligns HR, IT, Security, Finance, and vendors to deliver outcomes without direct authority. Builds leaders and teams: coaches managers, sets clear accountability, develops talent, and establishes succession plans. Vendor and partner leadership: sets expectations, negotiates outcomes and SLAs, holds partners accountable, and resolves escalations. Data‑driven operating rhythm: uses KPIs / OKRs to inspect and adapt, improve service reliability, and communicate performance transparently. Equal Opportunity Employer Statement It is Norwegian Cruise Line Holding’s policy not to discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, and marital or veteran status. The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed. #J-18808-Ljbffr NCL Bahamas Ltd.