Job Description

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 can’t. The Love Boat promises something for everyone. 

Sr. Specialist, Fleet Employee Experience evaluate effectiveness and recommend changes to execute fleet-wide engagement, recognition, and employee experience programs across the entire employee lifecycle, from onboarding to offboarding, in partnership with Internal Communications and Engagement. This role demonstrates strong budget reconciliation, forecasting, and tracking program expenditures to meet financial targets. The specialist leverages survey data analysis to monitor performance, identify trends, and recommend data-informed improvements to initiatives. Key responsibilities include partnering with shipboard HR, shoreside HR, and cross-functional teams to roll out fleet-wide initiatives and recommend enhancements, including wellness and support services. The role also creates and oversees standardized processes and guidelines (e.g., Crew Club Charter) while adapting to shifting fleet and operational priorities and manages vendor and service provider relationships to ensure program goals are met.

The ideal candidate will have strong knowledge of trends and best practices in employee experience and organizational culture, demonstrated planning, organizational, and collaborative skills, and the ability to problem-solve and recommend creative solutions. Proficiency in MS Suite (Word, Excel, Email, Multimedia, PowerBI) and a minimum of 3 years of experience overseeing employee experience/recognition programs are required.

Here’s a summary of what Princess is looking for in a Sr. Specialist, Fleet Employee Experience.  Is this you? 

Responsibilities:

• Create and execute, in partnership with Internal Communications and Engagement, fleet‑wide engagement, recognition, and employee experience programs and initiatives across the employee lifecycle (onboarding to offboarding), ensuring timely delivery, high participation, and alignment with quality and budget expectations.

• Demonstrate strong budget reconciliation and financial acumen by tracking program expenditures, ensuring accountability and alignment with financial targets.

• Leverage survey data analysis to monitor performance, identify key trends, and drive data‑informed improvements to employee experience initiatives.

• Partner with shipboard HR, shoreside HR, and cross‑functional teams to roll out strategic experience initiatives, monitor participation trends, and recommend program enhancements, including wellness and support services.

• Create and oversee the consistent use of standardized processes and guidelines (e.g., Crew Club Charter) while adapting effectively to shifting fleet and operational priorities.

• Collaborate with vendor and service provider relationships, supporting contract negotiations and ensuring HR’s operational needs and program goals are met.

Knowledge & Skills:

• Scope: Based on in-depth working knowledge, executes initiatives that strengthen employee experience, engagement, and culture across the organization, with a focus on improving key moments such as onboarding, development, and offboarding. Operates within established frameworks, policies, and program charters while exercising judgment to adapt execution to operational and fleet-specific needs. Responsible for evaluating effectiveness and recommending employee experience programs and processes, including engagement, recognition, lifecycle initiatives (onboarding through offboarding), and survey administration, with accountability for quality, consistency, and alignment to Company Culture and Core Values. Ensure budgetary reconiciliation and compliance. The role interfaces regularly with shipboard HR, shoreside HR partners, and external vendors to ensure effective program implementation across a complex, global workforce. 

• Problem solving: Resolves complex, non‑routine problems related to program participation, execution gaps/needs assessments, and employee experience consistency across diverse shipboard environments. Analyzes survey results, participation data, and stakeholder feedback to identify issues, trends, and improvement opportunities. Applies existing methodologies, best practices, and prior experience to recommend enhancements, adapting solutions where precedents may not fully apply. Exercises judgment in balancing standardization with operational realities, escalating issues when broader policy or strategic decisions are required. Problems typically require coordination across multiple stakeholders and consideration of operational, cultural, and logistical factors rather than purely technical solutions.

• Impact: Has a direct impact on fleet‑wide employee engagement and experience outcomes through the effective execution of assigned programs and initiatives. Contributions influence survey participation rates, onboarding and offboarding effectiveness, recognition visibility, and overall employee sentiment. Impact is primarily operational and programmatic, affecting a defined population of shipboard employees, with results contributing to broader HR and engagement objectives. Recommendations and insights inform continuous improvement efforts and may influence future program adjustments, but final strategic direction is set by more senior roles. Errors or delays can impact employee perception and program credibility but are typically contained within established processes and oversight structures.        

• Leadership: Demonstrates leadership through subject‑matter expertise, collaboration, and influence rather than formal authority. Provides guidance, tools, and ongoing support to Crew Welfare Coordinators and shipboard HR partners to enable effective local execution of fleet‑wide initiatives; including oversight of the associated budget. May lead projects or workstreams within broader employee experience initiatives and coordinate activities involving multiple stakeholders or vendors. Serves as a resource for colleagues by sharing best practices, clarifying processes, and reinforcing standardized guidelines. Works independently with minimal supervision, escalating issues as appropriate, and contributes to a culture of accountability, inclusion, and continuous improvement. 

For all roles:

• Knowledge: Understanding of workplace policies and procedures / Familiarity with team collaboration tools and techniques.

• Skills: Strong time management and organizational skills

• Abilities: Ability to maintain reliable and consistent attendance / Capacity to be punctual and meet deadlines / Ability to collaborate effectively with colleagues and work as part of a team / Demonstrated professionalism in all interactions and tasks.

Essential/Minimum Qualifications:

• Bachelor's degree or equivalent combination of education and professional experience. Microsoft C-Suite/365 Qualification (Word, Excel, email, Powerpoint multimedia) or Project Management Certification 

Essential experience required:

• Experience overseeing employee recognition and/or engagement programs, preferably within the cruising or hospitality industry. 

• Experience supporting multiple locations and diverse workforce group

• Proficient in survey analytics tools; Qualtrics strongly preferred.     

• 3+ years experience working with budgets including forecasting and reconciliation and ensuring accurate financial tracking of program-related expenditures.

• Strong oral and written communication skills.

• Ability to problem-solve using data-driven insights and conduct surveys, needs assessments, and gap analyses

• Demonstrated ability to collaborate effectively across teams. 

• Strong organizational and time-management skills; ability to manage shifting priorities.

Travel:   No or very little travel likely

Work Conditions:Work primarily in a climate-controlled environment with minimal safety/health hazard potential.

Physical Demands: Work primarily in a climate-controlled environment with minimal safety/health hazard potential.

**This position is classified as “in-office.”  As an in-office role, it requires employees to work from a designated Princess location in South Florida Monday through Thursday each week. Employees may work from their homes on Fridays.  Candidates must be located in (or willing to relocate to) the Miami/Ft. Lauderdale area. 

Princess provides comprehensive and innovative benefits to meet your needs, including:

What You Can Expect

• Cruise and Travel Privileges for You and Your Family 
• Health Benefits 
• 401(k)  
• Employee Stock Purchase Plan  
• Training & Professional Development 
• Tuition & Professional Certification Reimbursement 
• Rewards & Incentives  

Our Culture… Stronger Together

Our highest responsibility and top priority is compliance, environmental protection and the health, safety and well-being of our guests, the people in the communities we touch and serve, and our shipboard and shoreside employees.  Please visit our site to learn more about our Culture Essentials, Corporate Vision Statement and our Core Values at: princess.com/en-us/company-information

Princess is an equal-opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances. 

Americans with Disabilities Act (ADA)

Princess will provide reasonable accommodations with the application process, upon your request, as required to comply with applicable laws.  If you have a disability and require assistance in this application process, please contact careers@carnival.com. 

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