Holland America Line has been exploring the world since 1873. Our ships offer innovative features and enriching experiences focused on destination exploration and personalized travel, inviting guests to savor the journey. 

We’re looking for an experienced human resources professional to fill this role. The Director, HR for Holland America Line and Seabourn (HAL & SBN) manages the shoreside Human Resources team and will work as a cross-functional subject-matter expert in the design, development, implementation, and execution of business and operational strategy, projects, programs, and customer service responsibilities for our shoreside team members in both North America and Europe. 

The Director, HR will report directly to the Vice President, Human Resources for HAL & SBN and will partner with leadership teams of various functional groups to develop and implement talent strategy plans, drive alignment throughout our sister brands, support strategic workforce planning, build sustainable provision of HR programs and procedures with a focus on continuous improvement, and interpret and administer policies and procedures. The incumbent will provide HR and employee relations services to all levels of employees including counselling, problem-solving, conflict resolution, and employee engagement. This role will be responsible for leading a team of nine HR Business Partners, Specialists, and Coordinators that support North America and Europe client groups while partnering closely with the Director, Talent Development to strategize and lead talent development initiatives and will partner with Employee Relations to address all escalated employee relations issues and investigations. The incumbent will need to demonstrate managerial courage and clear communication skills with a strong collaborative and consultative style while encompassing the organization’s culture essentials.

Here’s a summary of what Holland America Line is looking for in its Director, HR. Is this you. 

Responsibilities 

• Leadership and Execution 
  • Lead the HR team and serves as principal business partner for shoreside leadership across Holland America Line and Seabourn. 
  • Drive alignment on enterprise-wide solutions, where appropriate, and ensure understanding of linkages between company talent strategies. 
  • Manage the employee relations processes associated with re-organizations and restructuring activities. 
  • Coach the HRBP team on performance management and development of subordinates and advises on creation of performance improvement plans or disciplinary actions, where necessary. 
  • Partner with the Talent Development team to ensure performance reviews are completed in accordance with applicable policy. 
  • Partner with the Director, HR Business Partner for Fleet to assess talent development needs and ensure offerings on both shoreside and shipboard remain consistent, to the extent possible. 
  • Proactively addresses people issues that may impact a larger population or matters that require intervention or process improvements. 
  • Engage key partners, as needed, to mitigate risks while ensuring the employee perspective is considered and drive actions that will assist in appropriate resolution. 
  • Drive organizational design initiatives to streamline and optimize organizational structures and roles. 
  • Drive, culture and DEI initiatives ensuring alignment to Culture Essentials as a catalyst for change modelling the behaviors expected of others. 
  • Build a strong business relationship with operational teams and proactively gain feedback to aid HR functions in maintaining and improving service levels. 

• Advisory
  • Consult with departments to develop and implement strategies to optimize organizational structure, processes, and people to support business objectives. 
  • Provide counsel on day-to-day, complex and escalated employee relations matters. 
  • Serve as a coach and mentor for leaders, offering sound advice and recommendations, while balancing long term people implications and strategies 
  • Formulate matrixed partnerships within the HR organization to execute strategy and deliver on business goals. 
  • Serve as a member of the HR Senior Team, fully collaborating with other HR functions and leaders and being responsible for cross functional initiatives as assigned.
  • Build and maintain a ‘trusted advisor’ relationship with key leaders. 

• Process Improvement
  • Assess organizational performance, identify gaps, proposes and implements actionable and effective practices that support overall organizational objectives. 
  • Develop and implement change management strategies to support critical evolution of the business and industry to achieve results that are sustainable over time. 
  • Assist the business in embracing new process flows and methodologies.  
  • Implement transformational and other change initiatives, partnering with the brand or group functions to create comprehensive change management plans. 

• Compliance
  • Lead shoreside processes, including but not limited to performance management, talent development, succession planning, talent mapping, and strategy optimization while guaranteeing compliance both legally and in line with the organization’s standard processes and procedures. 
  • Lead investigation directives for respective client groups and guides HRBP team to ensure critically sensitive topics and escalations are handled appropriately and in line with legal guidance. 
  • Ensure investigations are properly conducted and documented and that there is proper adherence to Company guidelines and consultations. 
  • Liaise with Legal department on matters related to employment law. 
  • Support Culture Transformation and Employee Engagement 
  • Demonstrate commitment to the success of the team and development of the entirety of the function. 
  • Demonstrate flexibility in roles and duties to align with business needs while providing flexibility to the team as we continue to innovate in ways of working and approach to our people. 
  • Serve as a role model for company values, foster a positive work environment by exemplifying core values every day, and values teamwork and collaboration within People Team and broader organization. 
  • Assist senior management in communicating the company's culture in a consistent manner and directing it towards improved business results, considerations of diversity, equity, and inclusion, and relevant action plans are embedded in every aspect of the business and employee experience. 
  • Drive culture and initiatives ensuring alignment to Culture Essentials as a catalyst for change, modelling the behaviors expected of others. 

• Budget Ownership
  • Participate in the strategic planning process, development of annual budget, monthly forecasts, and delivers on financial commitments for their assigned business units. 
  • Ownership over G&A for shoreside HRBP team in the amount of $700,000. 
  • Significant influence over shoreside Learning, Development, and Policy and Talent Acquisition budgets. 

This position is categorized hybrid in-office and would be required to work our hybrid schedule of three days a week (Tues - Thurs) in our Seattle office and two days a week from home. 

Requirements

• Bachelor’s degree in HR, Business Administration, or related field, ​​master’s degree is a plus
• 10+ years’ experience in HR in progressively more responsible roles. 
• Preferred experience in HR business partnering at all levels of an organization 
• Preferred Experience in strategic HR business partner and HR Operations 
• Knowledgeable in federal and state labor laws, knowledge in international and maritime labor laws a plus 
• Well-developed strategic short/long-term thinking capabilities with a focus on providing excellent customer service while demonstrating planning, organizational, collaboration, communication, interpersonal, problem-solving, and project management skills 
• Strong analytical and consulting skills, along with excellence in negotiation and execution 
• Experience managing complex employee relations cases and change management programs 
• Proficient in policies, practices, and procedures of internal investigations 
• Strong computer skills including spreadsheet applications 
• Aptitude for quantitative analyses and survey methods 
• Demonstrated success leading a team 
• Demonstrated commitment to inclusion and removal of barriers to full participation 
• Experience working across cultures and geographies with a commitment to recognizing inclusive viewpoints