Senior Manager, Learning and Development

Royal Caribbean Cruises Ltd•Miami, FL

4d•Onsite

About The Position

Royal Caribbean Group’s Human Resources Team is hiring a full-time Senior Manager, Learning and Development. The position is onsite in Miami, Florida, and reports to the Senior Director, Learning and Development. The posting describes the role’s focus as strategic and operational leadership of the global shoreside talent lifecycle portfolio. The role owns the integrated roadmap, governance, and delivery of enterprise talent processes and programs that support performance, succession, career growth, internal mobility, engagement, and organizational capability. The Senior Manager acts as a strategic advisor and portfolio leader to senior HR and business leaders, translating enterprise priorities and workforce insights into scalable solutions and investment choices. The role establishes decision forums, standards, measures, and accountabilities across talent workstreams; resolves cross-functional dependencies; and elevates risks and recommendations for executive decisions. It leads and develops talent professionals and mobilizes partners across Talent, HR Business Partners, People Analytics, HR Technology, Communications, and shoreside business functions. The role is accountable for consistent employee and leader experiences, measurable outcomes, responsible resource stewardship, and continuous improvement. Applicants must be legally authorized to work in the location where the position is based. The role is not eligible for immigration or work-visa sponsorship, now or in the future.

Requirements

Bachelor’s degree in Human Resources, Business, Organizational Behavior, Industrial/Organizational Psychology, Education, Program Management, or a related field.
At least 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.
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, including the ability to convert insights into practical action.
Advanced Microsoft Office proficiency, especially PowerPoint and Excel.
Legal authorization to work in the position’s location; immigration or work-visa sponsorship is not available.

Nice To Haves

Graduate degree.
Experience with dashboards, reporting tools, HR systems, learning platforms, or talent platforms.
Relevant certifications.

Responsibilities

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.
Advise senior HR and business leaders on talent priorities, capability risks, sequencing, investment choices, and enterprise implications; present recommendations and secure alignment.
Establish portfolio governance, standards, decision rights, and operating rhythms; chair cross-functional working forums and ensure ownership, escalation, and accountability.
Lead end-to-end design, implementation, adoption, and continuous improvement of complex talent programs across shoreside functions, geographies, and employee populations.
Align Talent, HR Business Partners, People Analytics, HR Technology, Communications, Legal, Finance, and business stakeholders around shared outcomes; resolve competing priorities and dependencies.
Define success measures and use workforce data, employee feedback, and external insights to assess effectiveness, identify risks, guide investment, and communicate impact and recommendations.
Set change and adoption strategies for major talent initiatives so leaders, managers, HR partners, and employees are prepared to use processes and tools consistently.
Own or influence portfolio budgets, resource plans, vendor relationships, and business cases; evaluate tradeoffs and align investments with enterprise priorities and expected outcomes.
Lead, coach, and develop talent professionals; set priorities and performance expectations and build strategic consulting, program leadership, and execution capability.
Monitor external trends and emerging practices and translate relevant insights into recommendations that strengthen the shoreside talent strategy and employee experience.
Attract and retain top talent within the function.
Perform other duties as required or assigned by a supervisor or management.