The Director, Global Workforce Strategy & Planning is responsible for the development of RCG’s global workforce strategy governance and process. He/she leads the team charged with analyzing the viability of offshoring, nearshoring, and/or outsourcing a process or activity; from initiating stakeholder discussions to conducting current process & future location assessments and defining systems, support and staffing requirements and process optimization opportunities. Once developed, he/she will partner with the Director, Global Transition & Delivery to support the planned global transitions. This position will collaborate with senior leadership to drive initiatives that enhance organizational effectiveness and growth.

• Lead the development and execution of global workforce strategies, ensuring alignment with business goals.
• Oversee location strategy, workforce planning, and data modeling to support shoring and outsourcing efforts.
• Create frameworks and governance tools to support long-term workforce strategy.
• Collaborate with HR, finance, and other cross-functional teams to ensure data-driven decision-making.
• Work with GBS Leadership to develop and deliver forward-looking strategic vision and value proposition.
• Develop and oversee the process flow for intake, analysis, and delivery of requests for new site locations, change of sites, change of services, and staffing needs.
• Collaborate with functional leadership teams, site managers, and GBS Delivery and Assessment teams to analyze and address offshoring, nearshoring, and outsourcing (GBS) requests.
• Oversee the planning, development, and execution of change management activities to ensure successful adoption of process transitions.
• Provide guidance and awareness of organizational, industry and environmental needs, trends, and solutions.
• Partner with the business on assigned initiatives to project manage the end-to end transition of a process.
• Allocate projects across Delivery Team and monitor progress to ensure delivery is on target with timelines, scope, and budget.
• Effectively communicate to leadership and stakeholders the overall strategy, end-to-end process, project status, continuous improvement plans and performance metrics.

Continuous Improvement Responsibilities

• Develop and maintain continuous improvement targets and methodology.
• Develop, measure, analyze and communicate site and function specific KPIs and SLAs.
• Monitor employee engagement and roll-out culture building activities and continuous learning opportunities.
• Build and manage a resource and knowledge library.

Compliance And Regulatory Responsibilities

• Analyze regulatory landscape and ensure business practices performed at RCG locations are in compliance with local and international laws and requirements.
• Partner with local government entities and legal institutions when setting up and managing RCG locations.

As a member of the HR Operations Team, this role is also responsible for:

• Ensuring policies, practices, and procedures are understood and followed by direct reports, customers and stakeholders
• Fostering team engagement and collaboration
• Leading, coaching and developing team members
• Attracting and retaining top talent within the function
• Managing escalations, including raising to Sr. Leadership when applicable
• Managing stakeholders as well as vendor relationships and contracts
• Communicating effectively to executive team
• Role modeling the highest standards of professionalism and ethics

• Degree in Business related field, Masters or MBA preferred
• 10+ years managing global cross-functional projects
• Strong knowledge and understanding of the cruise industry
• Ability to translate overall business vision and objectives into tactical strategies and executable plans
• Excellent communication and relationship management skills
• Strong self-starter with an ability to navigate successfully through ambiguity
• Proven ability to proactively look and think ahead, going beyond obvious needs
• Demonstrated ability to generate strong, compelling presentations to senior leadership
• Proven ability to lead and motivate
• Strong work ethic with flexibility and adaptability to change
• Strong analytical and problem-solving skills
• Strong organizational and time management skills
• Strong project manager with transformation and change management experience
• Ability to empathize with stakeholders and focus on transitioning work and positioning GBS to provide high quality services.
• Strong data analysis skills; ability to spot both trends and outliers in large datasets
• Highly developed written and presentational skills; ability to clearly articulate complex messages to a variety of audiences, including senior management.
• Ability to set measurable goals and objectives and to implement strategies to achieve them (often prioritizing in a high-pressure environment)