Responsibilities

Strategic HR Partnership

• Partners with senior leaders to translate business strategy into integrated people strategy, aligning talent, workforce planning, leadership development, and culture initiatives to drive business performance. 

• Maintains a strong grasp of the work, goals, challenges, and long-term direction of the designated client group(s). 

• Serves as an embedded and trusted partner in the business, has a valued seat at the leadership table, participates in key meetings, and helps shape talent strategy for their designated client group(s).

• Coaches and advises senior leaders, acting as a sounding board to help leaders manage performance, give feedback, navigate conflict, and lead change. 

• Maintains deep knowledge of the talent across the business and helps leaders build strong teams through succession planning, talent reviews, development, performance management, and compensation planning.

• Supports organizational decisions by providing direction and counsel on reorganizations, spans and layers, role clarity, and change management. 

• Serves as the primary point of elevation for complex or sensitive COE issues, partnering closely with Talent Acquisition, Talent Development, Compensation, Benefits, and HR Services.

• Collaborate closely with the Manager, Employee Relations to address complex employee relations and performance management cases, providing business context and supporting leaders in navigating sensitive employee matters. 

• Advocates for employees by surfacing themes from engagement surveys, turnover trends, and morale issues so talent needs are considered when making decisions. 

• Elevates the employee experience by ensuring fair and consistent practices and promoting a work environment that embodies Carnival’s Core Values.

Team Effectiveness 

• Demonstrate leadership through proactive problem solving, sound judgment, and initiative, independently identifying and addressing organizational challenges while advancing strategic business and HR priorities.

• Coach and develop HRBPs and Associate HRBPs by sharing expertise, providing thought partnership on complex employee and business issues, and supporting the consistent application of HR programs, practices, and policies.

• Where applicable, lead and develop direct reports to maximize individual effectiveness, foster engagement, and inspire a commitment to excellence and continuous improvement.

Organizational Effectiveness

• Support the effectiveness of the Human Resources function by identifying opportunities to improve processes, standardize operating procedures, and enhance service delivery. 

• Champion strategic HR projects and change initiatives, guiding team members through execution to drive continuous improvement and enhance the efficiency, consistency, and overall effectiveness of HR operations.

Knowledge & Skills

• Trusted Partner: Champions a professional, credible, and strategic HR function by modeling excellence, elevating team standards, and positioning HR as a trusted thought partner.

• Strategic Business Acumen: Understands the importance and impact of connecting business strategy to talent strategy.

• Talent Multiplier: Ability to shape and leverage talent strategies to elevate leaders, strengthen teams, and drive performance. 

• Strategic Thinker: Thinks beyond immediate issues to evaluate risk and anticipate future needs.

• Leadership Presence: Credible and able to influence business leaders. 

• Relationship Builder: Establishes trust quickly, manages conflict well, and has strong ability to collaborate cross-functionally. 

• Talent Champion: Ability to foster collaboration, enhance team capabilities, and strengthen the overall impact of the HRBP function.

• Strong Communicator: Clear, concise, and able to flex messaging and style to the audience. 

• Resiliency: Demonstrates steadiness, professionalism, and composure in high-pressure, ambiguous, or challenging situations.

• Confident Humility: Demonstrates confidence in expertise while remaining open to feedback, new information, and alternate perspectives.

• Growth Mindset: Demonstrates curiosity, adaptability, and a commitment on continuous grown and development.

• Strong time management and organizational skills.

• 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.

Qualifications

• Bachelor’s degree in HR, Business, or related field required.

• 8+ years of progressive Strategic Human Resources Business Partner experience.

• Proficiency in Microsoft programs, including Excel, PowerPoint, Word, SharePoint. 

• Experience in Oracle, or similar software preferred.