Job Description

Journey with us! Combine your career goals and sense of adventure by joining our exciting team of employees. Royal Caribbean Group is pleased 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.

The Royal Caribbean Group’s Human Resources Team has an exciting career opportunity for a full time Senior Manager, Learning and Development reporting to the Senior Director, Learning and Development.

The position is onsite and based in Miami, Florida.

Applicants must be legally authorized to work in the location where this position is based. The position is not eligible for immigration or work-visa sponsorship now or in the future.

At Royal Caribbean Group (RCG), we care about your health, financial security, and overall well-being. That’s why we provide a comprehensive and competitive benefits package designed to support what matters most to you across every area of life: physical, intellectual, emotional, and social. Here’s an overview of the benefits available to you, including but not limited to:

• Cruise and Travel Privileges
• Health and Wellness Benefits
• 401(k) + Employer Contribution (US Only)
• Company-Paid Life and Disability Insurance
• Employee Stock Purchase Plan
• Comprehensive Time Off Package
• Parental Leave
• Employee Assistance Program (EAP)
• Training & Professional Development
• Tuition & Professional Certification Reimbursement (US Only)

Specific benefits may vary by location and position. See more details about our benefits here.

What does the Human Resources Team do?

The Human Resources Team at Royal Caribbean Group partners with leaders and employees to build a high-performing, future-ready workforce. The team supports talent strategy, workforce planning, organizational design, employee relations, culture, and change management, enabling strong leadership, scalable people practices, and an inclusive environment that supports business transformation, employee engagement, and long-term organizational success.

How you can make an impact:

• The Sr. Manager, HR Talent (Talent Portfolio and Lifecycle) provides strategic and operational leadership for the global shoreside talent lifecycle portfolio. The role owns the integrated roadmap, governance, and delivery of enterprise talent processes and programs that strengthen performance, succession, career growth, internal mobility, engagement, and organizational capability.
• Operating with visibility across senior HR and business leadership, the Sr. Manager serves as a strategic advisor and portfolio leader, converting enterprise priorities and workforce insights into scalable solutions and clear investment choices. The role establishes decision forums, standards, measures, and accountabilities across interconnected talent workstreams, resolves cross-functional dependencies, and elevates risks and recommendations to enable timely executive decisions.
• The role leads and develops a team of talent professionals and mobilizes partners across Talent, HR Business Partners, People Analytics, HR Technology, Communications, and shoreside business functions. It is accountable for consistent employee and leader experiences, measurable outcomes, responsible stewardship of resources, and continuous improvement across the talent lifecycle.

What your day-to-day will look like:

• Enterprise Talent Portfolio: Own the multi-year roadmap and annual operating plan for global shoreside talent lifecycle priorities, integrating performance, succession, talent reviews, career development, internal mobility, mentoring, and related employee development initiatives.
• Strategic Advisory and Influence: Advise senior HR and business leaders on talent priorities, capability risks, sequencing, investment choices, and enterprise implications. Present recommendations and secure alignment across functions and leadership forums.
• Governance and Decision Rights: Establish portfolio governance, standards, decision rights, and operating rhythms. Chair cross-functional working forums, drive decisions, and ensure clear ownership, escalation, and accountability across workstreams.
• Enterprise Program Leadership: Lead end-to-end design, implementation, adoption, and continuous improvement of complex talent programs that span multiple shoreside functions, geographies, and employee populations.
• Cross-Functional Integration: Align Talent, HR Business Partners, People Analytics, HR Technology, Communications, Legal, Finance, and business stakeholders around common outcomes, resolving competing priorities and dependencies that affect enterprise delivery.
• Talent Insights and Executive Reporting: Define success measures and use workforce data, employee feedback, and external insights to assess effectiveness, identify risks, guide investment, and communicate impact and recommendations to senior stakeholders.
• Change, Adoption, and Stakeholder Readiness: Set the change and adoption strategy for major talent initiatives, ensuring leaders, managers, HR partners, and employees are prepared and equipped to use new processes and tools consistently.
• Financial and Vendor Stewardship: Own or influence portfolio budgets, resource plans, vendor relationships, and business cases. Evaluate tradeoffs and ensure investments align with enterprise priorities and expected outcomes.
• Team Leadership: Lead, coach, and develop talent professionals, setting priorities and performance expectations while building strategic consulting, program leadership, and execution capability.
• Market and Practice Leadership: Monitor external trends and emerging practices, translating relevant insights into practical recommendations that strengthen the shoreside talent strategy and employee experience. Attract and retain top talent within the function.
• Performs other duties as required. This job description does not state or imply that these are the only duties to be performed. Employees may be required to perform other job-related duties as assigned by their supervisor or management.

How to achieve success:

• Bachelor's degree in Human Resources, Business, Organizational Behavior, Industrial/Organizational Psychology, Education, Program Management, or related field required; graduate degree preferred.
• 8+ years of experience in Talent, Learning & Development, HR, Program Management, Organizational Development, Change Management, or related disciplines.
• Experience leading enterprise-scale programs or complex portfolios with multiple workstreams, stakeholders, dependencies, risks, and milestones.
• Experience managing people, project teams, or cross-functional resources, including coaching performance, prioritizing work, and ensuring high-quality execution.
• Strong knowledge of talent management, employee development, leadership development, performance, succession, career development, and learning program practices.
• Strong project and portfolio management discipline, including roadmaps, project plans, RAID logs, governance routines, reporting, dashboards, and stakeholder management tools.
• Proven ability to build credibility with senior leaders, HR partners, business stakeholders, vendors, and cross-functional teams in a complex, matrixed organization.
• Excellent verbal, written, facilitation, presentation, analytical, diagnostic, and problem-solving skills, with the ability to convert insights into practical action.
• Advanced Microsoft Office proficiency, especially PowerPoint and Excel; experience with dashboards, reporting tools, HR systems, learning platforms, talent platforms, or relevant certifications preferred.

Agency and Third-Party Submissions: Please note this is a direct search by the Company, and applications through agencies and other third parties will not be accepted, nor will fees be paid for unsolicited resumes. Any unsolicited resumes will be considered the Company's property.

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 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 (including pregnancy and related medical conditions), age, national origin, disability, sexual orientation, sexuality, gender identity or expression, marital status, citizenship or immigration status, veteran or military status, or any other characteristic protected by applicable law. Royal Caribbean Group and each of its subsidiaries prohibit and will not tolerate discrimination or harassment.

We are committed to providing reasonable accommodation to support candidates with disabilities during our hiring process. If you need a reasonable accommodation, please reach out to us at hraccess@rccl.com. This email is for disability-related accommodation requests only.