Sr. Dir, Talent Strategy & Operations

Role

Sr. Director, Global Shoreside Talent Strategy & Development

Department

Human Resources – Talent Team

Direct Manager

Chief Talent Officer

Direct Reports

3 (team size 7)

Location

Miami

Job Description Created

July 2026

The Sr. Director, Shoreside Talent Development & Management is responsible for setting the strategic direction, operating model, governance, and enterprise execution approach for shoreside talent development, talent lifecycle programs, leadership development, career growth, performance enablement, succession planning, and related employee development initiatives across Royal Caribbean Group.

This role leads the design and delivery of an integrated shoreside talent ecosystem that connects enterprise talent priorities with business needs, employee experience, leadership capability, organizational effectiveness, and measurable outcomes. The position ensures that talent programs are strategically aligned, operationally disciplined, scalable, data-informed, and executed with consistency across brands, functions, geographies, and stakeholder groups.

Working closely with HR leadership, HR Business Partners, business leaders, Learning & Development, HR Technology, Corporate Communications, Talent team members, and cross-functional partners, this role provides strategic oversight, prioritization, executive visibility, and people leadership across the shoreside talent development and management portfolio.

Essential Duties and Responsibilities:

Talent Strategy, Portfolio Leadership & Enterprise Alignment

• Define and lead the shoreside talent development and management strategy, ensuring programs, processes, tools, and experiences are aligned to enterprise priorities, HR strategy, workforce needs, and business outcomes.

• Establish an integrated portfolio view across talent lifecycle, employee development, leadership development, performance, succession, career development, mentoring, onboarding, and related talent initiatives.
• Translate enterprise talent priorities into clear strategic roadmaps, annual plans, quarterly priorities, governance routines, and measurable outcomes.
• Partner with HR and business leaders to identify critical talent needs, capability gaps, succession risks, leadership development priorities, and employee growth opportunities.

• Ensure talent initiatives are sequenced, resourced, prioritized, and governed effectively to reduce duplication, manage capacity, and focus resources on the highest-value work.

Talent Lifecycle, Performance & Succession Management

• Provide strategic oversight for core talent management processes, including talent review, succession planning, performance management, calibration, career development, mentoring, onboarding, and first-year experience initiatives.

• Ensure talent processes are practical, scalable, user-centered, and consistently executed across business areas and stakeholder groups.

• Partner with HRBPs and business leaders to strengthen readiness for talent discussions, improve calibration quality, increase follow-through on outcomes, and support stronger leadership accountability.
• Guide the development of tools, templates, communications, leader resources, and process guidance that enable effective talent conversations and consistent execution.
• Use talent data, feedback, participation trends, completion insights, and business input to identify opportunities to improve talent processes and employee development outcomes.

Shoreside Learning, Development & Leadership Capability

• Lead the strategy and governance for shoreside talent development programs, including leadership development, career-stage experiences, mentoring, cohort-based development, digital learning journeys, and enterprise learning initiatives.

• Ensure learning and development solutions are aligned to business needs, learner expectations, leadership capability priorities, and employee growth pathways.
• Partner with the facilitation team to plan, coordinate, and execute leadership and shoreside development programs, ensuring clear schedules, materials, participant communications, facilitator readiness, and seamless delivery logistics.

• Ensure program delivery is consistent, engaging, and aligned to intended outcomes by gathering feedback, monitoring participant experience, addressing delivery risks, and partnering with facilitators to continuously improve future sessions.

• Partner with learning, content development, technology, vendor, and business