Director, HR Business Partner- IT

The Director, HR Business Partner (HRBP) will partner with the assigned client group in the development and implementation of their Human Capital (People) strategy and plans to enhance the execution of the company's business strategy. S/he will implement people and organizational solutions and measure/monitor the needs of employees by building relationships across all levels of the organization. S/he will utilize diagnostics to address and understand organizational dynamics to align with the business environment as well as implement and refine continuous improvement activities. The position will support assigned client groups within CCL, primarily based in the US with some individuals dispersed in global locations. S/he will work closely with the Carnival Corporation Human Resources team to ensure reasonable consistency on HR practices and policies. This role will oversee a comprehensive range of value-added policies, programs and services for assigned client groups with the goal of optimizing the employee experience. 

Essential Functions:

• Serve as the central HR point of contact to assigned client group employees on all HR-related issues. Collaborate in developing and refining HR strategies to respond to changing business needs.

• Facilitate ongoing performance review process and provide leaders with ongoing consultation and coaching on performance management tools and solutions. Facilitate the employee engagement survey results analysis and action planning.

• Lead the resolution of employee relations challenges, investigations, career counseling and leadership/executive coaching. Partner with business leaders on assessment of talent, succession planning and key talent movements. Partner with Talent Acquisition Team, Finance and business leaders to facilitate hiring plans and forecasts. Advise the business on regulatory employment law (in concert with Legal). Escalate issues related to work environment and employee amenities.

• Drive a variety of projects within HR Business Partner team and business unit as needed as well as in conjunction with other cross-functional HR teams

• Understand the talent needs of the business and develop strategies to identify, attract and retain/develop the next generation of leaders. Spearhead and leverage HR metrics (i.e. workforce data and trends, turnover, etc.) to diagnose and proactively address or anticipate potential challenges to the business. Consult on investments of HR resources (i.e. L&D, Compensation & Benefits, Talent Acquisition, etc.)

• Partner with HR team and leaders to formulate business plans, strategic workforce planning objectives and human resources guidelines for client groups. Partner with leaders on small to large scale organizational realignments and other change management initiatives (i.e. reductions in force, mergers and acquisitions and other workforce actions). Collaborate in the development of competency models and career/learning roadmaps for job families. Conduct competency and skill assessments as necessary.

Knowledge, Skills & Abilities:

• Scope: This role serves as HR leader for assigned client group supporting employees primarily based in the US, with some global presence. The Director, HRBP, is responsible for shaping and executing HR strategy across highly complex and technical groups, ensuring alignment with enterprise objectives. The leader influences both front-line and executive leadership, and includes oversight for talent management, workforce planning, employee relations, regulatory compliance, and organizational change for assigned client groups. The role partners closely with executive leadership, HR Centers of Excellence, and cross-functional teams, and has a direct impact on the employee experience, culture, and operational effectiveness across the supported organizations.

• Problem Solving: The role requires advanced problem-solving skills, including the ability to analyse complex workforce data, anticipate and address organizational challenges, and develop innovative solutions in a rapidly changing business and technology environment. The Director is expected to navigate ambiguity, resolve sensitive employee relations issues, and lead change management for major business transformations such as digitalization or restructuring. This includes leveraging diagnostics, analytics, and stakeholder input to proactively identify risks and opportunities, ensuring that HR strategies are both agile and aligned with business needs.