The Director, Talent Lifecycle is a people leader reporting into the Chief Talent Officer. This role is responsible for leading the development of global talent strategies, processes and programs for the Royal Caribbean Group, its brands, and shared services worldwide, shoreside and shipboard with the goal of enhancing and advancing talent capability.

• Provide leadership and direction for the design and delivery of talent development processes and programs that address prioritized enterprise needs for the present and builds for the future while aligning with the organizations mission, vision, and values.
• Strategic advisor and partner with Human Resource Business Partner Leaders (and their respective teams) and senior leaders with the identification of talent development needs and creation of targeted programs.
• Provide leadership and direction for the design and delivery of enterprise programs and campaigns that enhance talent capabilities, managing business critical roles, talent and performance assessment, talent review process and succession planning.
• Drive the execution of the talent programs, ensuring the right program management, governance and tracking. Includes communication planning and documentation management for ongoing reporting and analysis of results.
• Use industry research, resources and tools appropriately for best in class talent and performance management strategies
• Use financial acumen and strategically driven decision making to manage and meet budget guidelines and expectations.
• Guide the identification and utilization of appropriate resources and tools to supplement talent programs.

People Leadership Accountability

• Fosters a learning culture in the team, using teachable situations to offer insightful coaching, as well as recommending and facilitating activities and other learning experiences to help people grow.
• Manages a team of internal and external talent/resources in the design, development and deployment of leadership development, coaching and related solutions.
• Takes appropriate corrective action where necessary to ensure the achievement of performance objectives.
• Attracts and retains top talent within the function.

• Bachelor’s degree (B.A.) from an accredited college or university or equivalent experience in Human Resources or related field.
• Master’s degree preferred
• Minimum 10 years in a global Human Resources and/or function with demonstrated success developing and coaching leadership talent at mid- to senior levels.
• Excellent interpersonal skills to effectively build relationships and encourage collaboration to develop positive and significant outcomes.
• Strong understanding of Company and brand standards.
• Demonstrated success with identifying development needs, with targeted and creative solutions.
• Strong verbal and written communication skills required, including effective facilitation skills.
• Must have strong consulting and project management proficiency.
• Successful track record pulling from and leveraging a variety of instructional and learning methods that effectively addresses the learner’s individual needs.

Knowledge & Skills

• Proficient verbal and written communication and interpersonal skills, with a natural ability to connect with team members at all levels.
• Strong knowledge of leadership development theories, models and best practices.
• Proven experience in executive leadership development solution design and program facilitation in a corporate environment.
• Effectively build relationships and encourages collaboration to generate positive outcomes.
• Manage change, anticipates needs, and makes recommendations for improvement.
• Demonstrate strong initiative and drive.
• Facilitate effectively, demonstrating good presentation skills.
• Successful experience consulting on subject matter, with solid project management and organizational skills.
• Demonstrates curiosity through the effective use of questioning and active listening skills.
• Read, analyze, and interpret general business and professional journals, remaining consistently updated on best practices in organizational development and effectiveness.
• Identify training needs, conduct research, draw upon a variety of resources, propose targeted and creative solutions, and translate ideas into action.