Director, Human Resources (Shipboard & Shoreside)

POSITION OVERVIEW The Director, Human Resources is responsible for providing strategic HR business partnership and leadership that results in a high performing, engaged workforce and a more productive and profitable business unit. This role contributes to the health and success of the organization by having a deep understanding of the brand business priorities and proactively collaborating with business leaders to identify, develop, and implement talent strategies and workforce planning to meet the business objectives across several US based and international geographies and operating models. To be successful, this role must develop and sustain strategic and day-to-day consultative relationships with senior business leaders and their respective teams and act with a high degree of autonomy and responsibility as a trusted coach, advisor and confidant on business and talent related issues and opportunities. The Director must also build a highly effective HRBP team and collaborate with VP of HR Silversea, Department Leadership and HR COE partners in Talent Acquisition, Learning & Development, Talent Management, HR Operations, HR Analytics, Compensation/Benefits, and other departments. The Director operates as an HR business partner to the President and CEO of Silversea.

RESPONSIBILITIES

• Develop and implement in partnership with VP of HR an overriding Shoreside HR strategy that positively supports the business, is at the leading edge of HR practices and ensures the function adds value, considering each location(s) or business unit(s) requirements and constraints.

• Develop and maintain employee satisfaction and retention strategies for all areas of the shared services operations.

• Maintain good understanding of critical business issues relating to supported business units and ensure that the HR strategy continues to provide appropriate initiatives and results in desired outcomes.

• Partner with leadership from E-Commerce, Digital & IT operations, global talent acquisition, global compensation & benefits, and global talent management to provide a comprehensive employee HR service for shoreside employees

• Provide strategic thought leadership to business leaders and workforce planning on talent and organizational impacts of business plans and decisions

• Work with the business to identify the org structures, competencies, and processes needed to help the business run more effectively and grow according to projections.

• Proactively identify trends and risk factors and provide solutions and recommendation to positively impact employee satisfaction, engagement, and productivity

• Drive talent management and succession planning activities within the business. Proactively partner with the business and COE partners in Talent Acquisition, Talent Management and Learning & Development to develop strategies to strengthen or fill gaps, as needed, to ensure a ready talent pipeline.

• Closely partner with Talent Acquisition COE to develop regionally specific recruiting and retention strategies for business units, and support processes to ensure that the most effective sourcing and selection strategies are utilized

• Direct performance of all HR staff, ensuring performance metrics and practices are aligned with organizational priorities and HR best practices.

• Partner with legal, risk management, safety and medical to ensure compliance with all applicable regulatory requirements as well as company policies regarding safe and competent manning onboard vessels.

• Ensure all Corporate programs are fully implemented across business units and geographies, incorporating local customization where legal requirements dictate.

• Manage the employee survey for business units and geographies and ensure the results are communicated and actions plans are implemented

• Work with Corporate Compensation & Benefits team to ensure the employee total rewards and benefits package is competitive and appropriate by geography

• Is a resource on all aspects of organizational effectiveness including Onboarding, Performance Management, Change Management, Rewards & Recognition, and Employee Relations in client groups

QUALIFICATIONS

Bachelor's degree in human resources or equivalent experience; Masters in HR

preferred.

Minimum 10 years broad Human Resources business partner experience including at

least one senior/director HR generalist role with strategic responsibility.

KNOWLEDGE AND SKILLS

• Works with a high degree of autonomy and accountability for decisions

• High level of comfort with most HR disciplines (compensation, benefits, talent

• Management, operations, ER)

• Ability to positively influence and build credible relationships at senior levels across

• Different cultures and geographies

• Proven background and understanding of the human resources function and the law,

• With an understanding/perspective of how to ensure that the complete human

• Resources system relates to and supports the business enterprise.

• Demonstrated ability to assess organizational trends and develop HR solutions to

• Drive performance

• Org Design + Effectiveness, Performance and Change management, Leadership

• Coaching, Employee Relations, and Compensation

• Previous experience developing and implementing HR strategy/vision for multiple

• Business units

• Proven ability to work successfully in changing environments and to work with

• Ambiguity

• Demonstrated excellent communication/presentation skills to all audience levels.

• High level of sensitivity to International cultural differences and respectful of different

• Working practices across geographies

• Ability to use MS Word, PowerPoint, Excel, HRIS Systems and Outlook