Job Description
Journey with us! Combine your career goals and sense of adventure by joining our incredible team of employees at Royal Caribbean Group . We are proud to offer a competitive compensation and benefits package, and excellent career development opportunities, each offering unique ways to explore the world.
We are proud to be the vacation-industry leader with global brands — including Royal Caribbean International, Celebrity Cruises and Silversea Cruises — the most innovative fleet and private destinations, and the best people. Together, we are dedicated to turning the vacation of a lifetime into a lifetime of vacations for our guests.
Royal Caribbean Group’s Talent team has an exciting career opportunity for a full time Manager, Leadership Programs reporting to the Sr Dir, Leadership Development and Succession.
This role will work onsite in Miami, Florida.
Position Summary
The Manager, Leadership Development is a key member of the Talent team sitting within the Leadership Development and Succession Team and is responsible for the design and deployment of leadership development strategies to help advance the performance and career growth of people leaders, ensuring alignment with global talent strategies. This role involves enterprise collaboration to deliver effective talent initiatives that support organizational goals. Key highlights include:
- Leadership development strategy management: Oversees the integration and execution of leadership development programs targeting managers through executive leaders, including creating frameworks for change management and communication to foster engagement and adoption.
- Talent partnership and advisory: Partner with COE leadership and is a trusted advisor to HR business partners and business leaders, incorporating their insights into leadership development designs and ensuring alignment with performance drivers and enterprise priorities.
- People leadership responsibilities: Manages and motivates a team of up to four direct reports, setting performance objectives, tracking outcomes, and fostering capability development through mentoring and feedback.
- Performance and financial accountability: Manages budgets for leadership initiatives, establishes metrics based on brand KPIs to evaluate outcomes, and promotes continuous improvement while ensuring compliance and stakeholder communication
Essential duties & responsibilities: Leadership Development Strategy and Capability Building
- Manage the end-to-end integration and deployment of our enterprise leadership development strategy aimed at elevating the development and performance of managers through executive leadership.
- Prepare recommendations for the design, integration and adoption of enterprise and tailored leadership development solutions for people leaders across RCG.
- Advisor to Human Resources Business Partners and business leaders, integrating their perspective and key performance drivers to help shape the design, development and deployment of leadership development efforts, and their evolution while scaling.
- Craft the strategy and framework to ensure the necessary change management and communication tactics are in place to drive understanding of talent efforts, while building engagement and adoption.
- Define the strategy for the identification, sourcing and development of leadership development tools that integrate education, experience, exposure and environment elements to drive performance.
- Develop procedures, as well as interprets and applies respective talent policies within area of expertise to achieve specified outputs.
- Review and provide detailed feedback on talent programs and related development efforts with recommendations to tailor and align them to the leadership development programs for maximum effectiveness.
- Design and lead the development needs analysis, mapping the right development to achieve the desired outcomes and enable leader and employee effectiveness against the brand KPIs.
- Talent partner with HR and brand leadership—HR brand leadership, brand Executive Committees, HR Business Partners, operational leaders, etc.—to ensure that efforts are achieving desired outcomes.
People Leadership Accountability
- Plans and prioritizes work of direct reports to meet commitments aligned with organizational and talent strategy goals. Stays focused on plans and improvises in response to changes, including risks and contingencies.
- Set appropriate performance objectives for direct report(s), including any that are dotted-line.
- Holds team members accountable to meet commitments, measuring and tracking the team’s and own performance. Helps the team learn from success, failure, and feedback.
- Takes appropriate corrective action where necessary to ensure the achievement of team and individual objectives.
Qualifications:
- Bachelor's degree from an accredited university focusing on adult learning, enterprise learning, human resource development or other related field; Master’s degree a plus.
- 10+ years of work experience as a talent professional in areas such as talent management, learning and development, or other HR related experience.
- Certifications and or experience with talent assessments, preferred.
- Makes sense of complex, high quantity, and sometimes contradictory information to effectively solve problems.
- Strong business acumen of an organization’s operating model, including key factors driving its effectiveness from an operational and talent perspective.
- Demonstrated proficiency with formulating strategic themes from collected data—observational, survey, etc.—for senior leader/executive reporting and awareness.
- Ability to identify potential people-process risks, anticipate points of resistance and develop specific plans to address and mitigate concerns.
- Capable of resolving issues arising from operations and requiring coordination with other departments.
- Demonstrated ability as a trusted advisor with leaders across levels, especially senior leadership/C-Suite, with excellent communication skills.
- Experience designing and implementing leadership development programs and skill-based frameworks, performance management, career development and succession planning processes across a globally diverse audience.
- Experience with talent assessment tools and partnering with Human Resource and business leaders to develop practical solutions.
- Experience supervising and directing the work of others (internal/external) to achieve specific results within limited timeframes.
- Ability to influence with limited authority, leveraging strong consultation and facilitation skills.
- Ability to work under tight timeframes; plan, prioritize and carry out multiple, detailed tasks with limited supervision.
Power Skills
We know there's a lot to consider. As you go through the application process, our recruiters will be glad to provide guidance, and more relevant details to answer any additional questions. Thank you again for your interest in Royal Caribbean Group. We'll hope to see you onboard soon!
It is the policy of the Company to ensure equal employment and promotion opportunity to qualified candidates without discrimination or harassment on the basis of race, color, religion, sex, age, national origin, disability, sexual orientation, sexuality, gender identity or expression, marital status, or any other characteristic protected by law. Royal Caribbean Group and each of its subsidiaries prohibit and will not tolerate discrimination or harassment.
Job Tags
Full time, Work experience placement,