HR Business Partner (CCL)

The Human Resources Business Partner (HRBP) will be responsible for executing the Human Capital (People) Strategy for a specific business client group(s) or functional organization(s). Implements people and organizational solutions from an enterprise viewpoint and also measures/monitors the needs of employees through effectively building and developing relationships across all levels of the organization. This role partners closely with senior leaders and management to deliver impactful HR solutions, foster a high-performance culture, and drive organizational development initiatives. The HRBP will utilize diagnostics to address and understand organizational dynamics to align with the business environment, implement and refine long- and short-term continuous improvement activities while managing the day-to-day processes and requirements. The HRBP will work across multiple functions to deliver HR solutions in areas such as talent management, employee relations, workforce planning, and organizational development. This role requires strong leadership, relationship‑building skills, and the ability to influence change and foster a high‑performance culture. Job Functions Strategic HR Partnership: Develop HR strategies to respond to business needs. Identify and utilize HR metrics (e.g., workforce data and trends, turnover, etc.) to diagnose and proactively address or anticipate potential challenges to the business. Collaborate with senior leaders and department heads to develop and implement HR strategies that align with business goals and drive organizational success. Partner with the HR COEs and leaders to formulate business plans, strategic workforce planning objectives and human resources guidelines that support specific needs for client groups. Provide leaders with ongoing consultation coaching, and best practices regarding business needs and challenges. Regularly follow up with leaders to review and update job descriptions to ensure they reflect current business needs and align with organizational structures. Talent Management & Development: Drive performance management processes, ensuring alignment with organizational goals and employee development needs. Partner with leadership to identify talent gaps, develop succession plans, and create programs to build a robust talent pipeline. Collaborate with learning and development teams to design and deliver targeted training programs that support employee growth and performance. Act as a trusted advisor to leaders, offering strategic HR support on issues including talent acquisition, retention, and performance management. Employee Relations: Develop a culture of trust where employees feel comfortable speaking up. Develop strategies to monitor employee and team dynamics to ensure adherence to culture essentials. Partner with the ER Manager to support the business with resolution of employee issues and investigations, and creation of action plans to ensure compliance and a positive work environment. Advise the business on regulatory employment law (in concert with Legal). Foster a positive and inclusive work environment by promoting open communication and trust across all levels. Change Management & Organizational Development: Provide support and recommendations on change management initiatives in collaboration with leadership, ensuring smooth transitions during organizational changes, restructuring, or new processes. Lead initiatives to drive organizational effectiveness, including leadership development programs, team effectiveness interventions, and culture enhancement strategies. Partner with internal stakeholders to manage and implement change management strategies that align with business transformation efforts and improve employee engagement. Partner with leaders on small to large‑scale organizational realignments and other change management initiatives (e.g., reductions in force, mergers and acquisitions and other workforce actions). Cross‑Functional Collaboration: Partner with the Talent Acquisition Team, Finance and business leaders to facilitate hiring plans and forecasts. Partner with LRC to deliver training/information sessions as needed. Partner with Compensation team on new job descriptions for evolving roles and functions. Work closely with Talent Development team, Compensation and business leaders to facilitate annual business initiatives to include the performance management, year‑end compensation planning process and employee engagement survey results analysis/action planning, and talent management. Knowledge, Skills & Abilities Strong interpersonal skills with the ability to build relationships, influence decisions, and communicate effectively across all levels including senior. Strategic thinking with the ability to develop and implement HR strategies that drive business success. Strong problem‑solving skills and the ability to address complex employee relations issues. Excellent organizational skills with the ability to manage multiple priorities in a fast‑paced, dynamic environment. Familiarity with HR software systems (HRIS) and data‑driven decision‑making. Proficiency in using HR metrics, data analytics, and reporting tools to identify trends and inform decision‑making. Strong business acumen and understanding of organizational dynamics. Flexibility to adapt to evolving business needs and challenges and ability to thrive in a changing environment. High emotional intelligence and conflict resolution skills. Expertise in talent management processes such as performance reviews, succession planning, and leadership development. Strong verbal and written communication skills, with the ability to present information clearly and concisely. Excellent interpersonal skills, with the ability to build relationships and collaborate effectively across all levels of the organization. Strong knowledge of employment laws, labor regulations, and HR best practices. Proficiency in Microsoft Office Suite, primarily in Visio, Excel, PowerPoint, Word, and Outlook. Licenses / Certifications SHRM‑CP/PHR preferred SHRM‑SCP/SPHR preferred Qualifications Bachelor’s degree in Human Resources, Business Administration, or related field required. Master’s degree in Human Resources, Organizational Development, or related field preferred. 5+ years in Human Resources role, with at least 2 years as an HR Business Partner or HR Functional role ideally in a large matrixed organization required. Proven experience in areas such as employee relations, talent management, organizational development, and performance management required. Proven track record in managing complex employee relations issues, facilitating performance management, and partnering with leadership to drive HR initiatives required. Physical Demands: Must be able to remain in a stationary position at a desk and/or computer for extended periods of time. Requires regular movement throughout facilities. Travel: Less than 25% travel ship‑based. Work Conditions: Work primarily in a climate‑controlled environment with minimal safety/health hazard potential. This position is classified as “in‑office.” As an in‑office role, it requires employees to work from a designated office in South Florida Tuesday through Thursday each week. Employees may work from their homes on Mondays and Fridays. Candidates must be located in (or willing to relocate to) the Miami/Ft. Lauderdale area. Offers to selected candidates will be made on a fair and equitable basis, taking into account specific job‑related skills and experience. Benefits 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 On‑site Fitness center at our Miami campus 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. #J-18808-Ljbffr SupportFinity™