Senior Manager, CAM Workforce Planning

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The Royal Caribbean Group’s Workforce Strategy Movement Team has an exciting career opportunity for a full time Senior Manager, CAM Workforce Planning reporting to the Senior Director, CAM Planning.

 

This position will work on-site in Miami, Florida.

 

 

Position Summary:

 

As the Senior Manager of CAM (Crew Acquisition & Movement) Workforce Planning for the Celebrity Brand you will not only be responsible for setting the strategic staffing strategy for the F&B costs centers (Food Production, Food Services and Beverage), but also coordinating with all stakeholders to keep on track and ensuring that the leadership understands where risk to the plan may exist.   This position oversees the staffing of nearly 8,000 shipboard crew members across 13 ships and requires a highly effective project manager that is data driven, process focused, and an expert communicator. 

 

 

Essential Duties & Responsibilities:

 

• Create the end-to-end strategy for F&B CAM Workforce Planning that includes developing the staffing demand plan for each position that looks forward at least 12 months as well as the hiring and promotion strategy to ensure the right crew members in the right position at the right time.
• Become an expert in understanding the logistics for all positions in the F&B cost centers, understanding the nuance of each position and be able to go through the strategy for each at any given point in time.
• Own the development of presentations that cross all costs and lead as the primary voice for those presentations.
• Own the development / coordination of the monthly hiring plan for the Celebrity Brand, setting expectations on deliverables among the team members and taking responsibility for sending out the forecast.
• Work closely with the Talent Acquisition (TA) team to develop the monthly hiring plan, ensuring that those targets are both achievable and tracked, calling out any potential impact to the operation either through missed targets or needs that exceed the current capabilities of TA.
• Develop plan with Cost Center Leadership and HR Business Partners on the monthly promotion strategy, ensuring the current number of candidates are always available in the pipeline for each position, that the promotions are happing as required, and that the promotion requirements do not exceed achievable levels.
• Work closely with Scheduling and Onboarding to ensure the plan being developed aligns as close as possible to what the operation is experiencing, consistently re-validating model assumptions and adjust the forecast as needed.
• Be a stakeholder in the PAR change process, setting proper expectations around the timing when those changes are achievable.
• Manage KPI’s and SLA’s to ensure our ability to stay on the proper staffing trajectory.

 

Financial Responsibilities:

 

• Keep team leadership informed of changes to the operational plan that will drive a financial impact.
• Drive cost-saving measures through effective strategy planning and project delivery.

 

As a member of the HR Transformation & Operations Leadership Team, this role is also responsible for: 

 

• Ensuring policies, practices, and procedures are understood and followed by direct reports, customers and stakeholders 
• Fostering team engagement and collaboration 
• Leading, coaching and developing team members