Vice President, Human Resources & Talent Enablement

Job Description The Vice President, Human Resources & Talent Enablement is a senior HR leader responsible for building and integrating the enterprise capabilities that attract, develop, deploy, support, and retain talent. This role provides strategic leadership across Talent Acquisition, HR Business Partners, HRIS, Learning & Development, Talent Management, offshoring strategy, automation, and AI-enabled HR transformation, ensuring these capabilities operate as an aligned, data-enabled, business-focused talent engine. The VP partners with executive leadership and business leaders to translate enterprise priorities into workforce strategies, scalable HR solutions, leadership development, succession planning, organizational effectiveness practices, and technology-enabled ways of working that strengthen business performance, productivity, and employee experience. Responsibilities Lead integrated HR and talent enablement strategy across Talent Acquisition, HRBPs, HRIS, Learning & Development, Talent Management, offshoring, automation, and AI-enabled HR transformation; align priorities to enterprise business objectives, workforce needs, productivity goals, and culture priorities. Serve as a strategic advisor to senior executives and business leaders on workforce planning, organization design, leadership effectiveness, employee engagement, change management, talent risks, and opportunities to redesign work through technology, automation, AI, and alternative delivery models. Oversee enterprise Talent Acquisition strategy, including workforce planning, sourcing, selection, recruitment marketing, candidate experience, onboarding alignment, inclusive hiring practices, critical talent pipelines, and sourcing models that support enterprise capability and cost objectives. Lead and develop the HR Business Partner organization to deliver consistent, consultative, business-aligned support across talent, performance, employee relations, organizational effectiveness, change leadership, and adoption of new workforce solutions. Provide strategic oversight for HRIS, people analytics, HR technology enablement, process automation, AI use cases, and HR data governance; partner with IT and HR stakeholders to improve data quality, reporting, employee and manager self-service, digital adoption, and responsible AI practices. Lead enterprise Learning & Development strategy, including leadership development, professional capability building, learning governance, learning technology, AI and digital fluency, and measurement of learning impact against business outcomes. Lead enterprise Talent Management practices, including performance management, succession planning, talent reviews, leadership assessment, career development, high‑potential identification, and internal mobility; ensure talent processes support future skills and workforce transformation priorities. Establish and govern offshoring, automation, and AI-enabled HR service and operating model opportunities; assess work suitable for alternative delivery models, define business cases, manage change and risk, and ensure solutions improve scalability, quality, speed, cost effectiveness, and employee experience. Build, coach, and manage a high‑performing HR leadership team; establish operating rhythms, governance, vendor management, budget accountability, continuous improvement, and scalable processes across the function. Requirements Over 15 years of progressive HR leadership experience, including experience leading multiple HR disciplines such as Talent Acquisition, HR Business Partners, HRIS, Learning & Development, Talent Management, workforce planning, organizational effectiveness, HR technology transformation, automation, AI-enabled process improvement, or offshoring/alternative delivery models. Experience advising senior executives in a complex, matrixed organization required. Strong HRIS, people analytics, workforce planning, reporting, dashboarding, process automation, AI-enabled productivity tools, vendor/platform evaluation, and HR technology skills. Advanced proficiency with enterprise HR platforms and Microsoft Office tools; ability to use data, automation, and emerging technology to guide executive decisions and improve HR service delivery. Experience in a global, multi-brand, hospitality, travel, leisure, consumer, or large‑scale service environment. Experience leading HR technology transformation, talent process redesign, enterprise workforce planning, offshoring/shared services, automation, or responsible AI adoption initiatives preferred. Strategic enterprise thinking; executive influence; talent and organizational judgment; change leadership; operational discipline; data‑informed decision‑making; inclusive leadership; collaboration across complex stakeholder groups; team leadership; continuous improvement mindset; knowledge of HR practices, talent strategy, people technology, employee experience, workforce analytics, automation, AI-enabled work redesign, and offshoring or shared‑services operating models. This position is classified as “in‑office.”As an in‑office role, it requires employees to work from a designated Carnival office in South Florida Monday through Thursday each week. Employees may work from their home on Fridays. Candidates must be located in (or willing to relocate to) the Miami/Ft. Lauderdale area. At Carnival, your total rewards package is much more than your base salary. All non-sales roles participate in an annual cash bonus program, while sales roles have an incentive plan. Director and above roles may also be eligible to participate in Carnival’s discretionary equity incentive plan. Plus, Carnival provides comprehensive and innovative benefits to meet your needs, including: Health Benefits: Cost-effective medical, dental and vision plans Employee Assistance Program and other mental health resources Additional programs include company paid term life insurance and disability coverage Financial Benefits: 401(k) plan that includes a company match Employee Stock Purchase plan Paid Time Off: Holidays – All full-time and part-time with benefits employees receive days off for 8 company-wide holidays, plus 2 additional floating holidays to be taken at the employee’s discretion. Vacation Time – All full-time employees at the manager and below level start with 14 days/year; director and above level start with 19 days/year. Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 84 hours/year. All employees gain additional vacation time with further tenure. Sick Time – All full-time employees receive 80 hours of sick time each year. Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 60 hours each year. Other Benefits: Complementary stand‑by cruises, employee discounts on confirmed cruises, plus special rates for family and friends Personal and professional learning and development resources including tuition reimbursement #J-18808-Ljbffr