Sr. Manager, Learning Experience and Curriculum Effectiveness

One of the best-known names in cruising, Princess is the world’s leading international premium cruise line and tour company, carrying millions of guests each year to hundreds of destinations around the globe. We give our guests the Medallion Class experience others simply cannot. The Love Boat promises something for everyone.

We are looking for an amazing Sr. Manager, Learning Experience and Curriculum Effectiveness to fill this role, which is based in our Fort Lauderdale office. The Senior Manager, Learning Experience and Curriculum Effectiveness is a senior strategic leader responsible for shaping, implementing, and driving the end-to-end Learning & Development (L&D) strategy across both shipboard and shoreside operations. This role leads a global team of Learning & Development Managers (LDMs) and Senior L&D Travelling Directors, ensuring the alignment of all learning initiatives with business performance, talent development, and regulatory compliance.

With direct accountability for strategic talent development, governance, performance management, and curriculum innovation, the Senior Manager serves as a critical bridge between corporate leadership, operational stakeholders, and learning professionals. A core responsibility includes the design, implementation, and oversight of governance frameworks and policy alignment across all L&D functions. The leadership responsibility of the role is 5 Direct reports (Fleet L&D Coordinator, L&D Curriculum Manager, Traveling L&D Directors, Fleet Engagement Coordinator) and a team of ~23 LDMs.          

Here is a summary of what Princess is looking for in its Sr. Manager, Learning Experience and Curriculum Effectiveness Is this you?

Responsibilities

• Lead the development and ongoing evolution of the Princess Cruises L&D strategy, ensuring full integration of shipboard and shoreside learning priorities to support organizational goals and enhance performance across the fleet and offices.
• Act as a strategic advisor and thought partner to operational and corporate leaders, including Captains and shoreside Operations leadership, to align learning solutions with evolving business needs and priorities.
• Define and execute a comprehensive strategy for shoreside learning and development, addressing current capability gaps while building future-ready talent pipelines.
• Oversee the global L&D budget with a focus on strategic resource allocation, applying ROI analysis to ensure high-impact investments and long-term value.
• Provide strategic support and direction to Sr. L&D Travelling Directors, empowering them to coach and guide L&D Managers in strengthening team effectiveness, engagement, and talent development.
• Design and implement enterprise-wide governance frameworks for L&D policies and procedures, ensuring compliance with safety regulations, corporate standards, and industry best practices.
• Take an active leadership role in evaluating performance management trends across the fleet, offering strategic insights and linking findings to talent development and learning initiatives.
• Integrate performance data with developmental strategies, using metrics to drive continuous learning, talent progression, and business results.
• Make final talent decisions for global L&D leadership roles, including approvals for Sr. Learning & Development Manager appointments, ensuring alignment with cultural and strategic objectives.
• Lead shoreside and shipboard people programs such as service awards and tuition reimbursement, reinforcing a culture of recognition and continuous growth across the PCL workforce.
• Promote and sustain a culture of continuous learning and performance excellence across all vessels.
• Provide visionary leadership to the shoreside and LDM and Sr. L&D Travelling Director teams, fostering a culture of excellence, continuous growth, and collaboration.
• Serve as a governance champion, embedding policy adherence into the broader L&D culture.
• Lead the shipboard LDMs fostering skill growth, overseeing performance metrics, providing training, establishing transparent expectations and communication channels, and managing relationships with stakeholders.
• Establish and maintain a high-performance team of professionally trained and motivated staff through effective performance management and career-development activities; lead team in achieving metrics. 
• Promote the development of engaging, culturally relevant, and impactful learning experiences tailored to operational enviro