Sr Dir IT HR Apps Delivery

Norwegian Cruise Line Holdings Ltd.•Miami, FL

About The Position

Norwegian Cruise Line Holdings (NCLH) is seeking a Sr Dir IT HR Apps Delivery to provide strategic partnership with HR leadership, translate business strategy into an HR technology vision, operating model, and multi-year roadmap. This role requires executive-level leadership of delivery and production support teams across on-premise and cloud HR platforms. The ideal candidate will have strong governance, vendor management, financial stewardship, and a commitment to best practices in security, privacy, and compliance. This role is crucial for driving digital modernization through automation and analytics to improve service delivery and decision-making, while simplifying and standardizing end-to-end HR processes.

Requirements

Bachelor's degree in computers or related area and / or equivalent experience / training.
12+ years of progressive IT experience with significant leadership accountability across enterprise applications and/or HR technology.
5+ years of experience with a leading HCM platform (e.g., Workday HCM, Oracle/PeopleSoft) including governance, configuration, and integrations. Workday preferred.
10+ years of people leadership and talent development experience, including leading leaders/managers and multi-disciplinary teams.
5+ years of budget ownership and vendor/contract management experience (CapEx/OpEx), including forecasting and value realization.
7+ years of experience leading application delivery and production support organizations, including incident/problem management and release management.
Experience delivering within multi-system HR landscapes (HCM, payroll/time, benefits, identity/access, and analytics), including integration platforms and data governance.
Strong experience in systems support, team leadership, as well as establishing and managing service measures to ensure organizational effectiveness.
Strong HR application platform expertise (e.g., Workday, SAP SuccessFactors, PeopleSoft) with an ability to guide architecture decisions, integrations, and data/reporting patterns.
Strong knowledge of HR business processes and controls (hire-to-retire), including translating policy and compliance requirements into scalable system designs and user-friendly experiences.
Experience driving automation and standardization (workflow, orchestration/integration patterns, and RPA where applicable) using measurable outcomes (cycle time, quality, cost, employee experience).
Data- and product-minded approach: ability to define KPIs/OKRs, use insights to prioritize roadmaps, and evaluate AI/GenAI use cases with appropriate governance, privacy/security safeguards, and risk management.
Demonstrated strength in controls and compliance (e.g., ITGC/SOX, privacy, audit readiness) and partnering with Cybersecurity to manage risk, access controls, and data protection.
Proven change leader accustomed to working in a dynamic environment.
Strong business judgment, as well as a thorough understanding of technology and a demonstrated track record of delivering effective solutions and systems across multiple operating companies in diverse geographic contexts.
Ability and diplomacy to create and manage change.
Excellent organizational awareness and proven ability to operate in a matrix environment.
Executive presence and stakeholder leadership: influences at the VP/CHRO level, frames tradeoffs, and drives timely decisions.
Leads through a matrix: aligns HR, IT, Security, Finance, and vendors to deliver outcomes without direct authority.
Builds leaders and teams: coaches managers, sets clear accountability, develops talent, and establishes succession plans.
Drives portfolio governance and prioritization: establishes decision forums, clarifies decision rights, and manages scope, risk, and value realization.
Change leadership: anticipates adoption barriers, builds commitment across stakeholders, and sustains change through communications, training, and reinforcement.
Vendor and partner leadership: sets expectations, negotiates outcomes and SLAs, holds partners accountable, and resolves escalations.
Data-driven operating rhythm: uses KPIs/OKRs to inspect and adapt, improve service reliability, and communicate performance transparently.
Skilled negotiator and conflict manager: surfaces issues early, facilitates resolution, and makes principled tradeoffs under pressure.

Nice To Haves

Relevant experience in assessing and building high performing teams in large organizations will be a plus.

Responsibilities

Own end-to-end delivery for HR technology initiatives (intake, prioritization, funding, design, build/configuration, testing, release, and adoption) across on-premise and cloud platforms.
Ensure stable, secure, and compliant operations for HR platforms and integrations, including production support, incident/problem management, performance, and continuous improvement.
Lead and develop a high-performing organization (employees, contractors, and managed services partners); set objectives, coach leaders, and build succession and capability plans.
Drive cross-functional architecture and integration alignment with Security, Data/Analytics, Infrastructure, and other application teams to ensure scalable and supportable solutions.
Provide financial stewardship for the HR Applications portfolio, including vendor strategy, contract/SOW oversight, SLAs, forecasting, and management of CapEx/OpEx budgets.
Establish and enforce standards and controls (e.g., ITGC, SOX, privacy) and ensure audit readiness, access controls, segregation of duties, and sound SDLC/DevOps practices.
Identify and deliver automation opportunities (workflow optimization, digital forms, integration improvements, and RPA where appropriate) to reduce manual effort, increase accuracy, and improve cycle times across HR services.
Lead organizational change management for HR technology releases (communications, training enablement, stakeholder engagement, and feedback loops) to maximize adoption and value.
Enable HR data and insights by partnering with HR Analytics/Data teams to improve data quality, develop metrics/OKRs, and guide responsible use of AI/GenAI capabilities (governance, privacy, bias/risk considerations, and measurable value).
Develop executive-level communications (status, risks, decisions, and outcomes) and provide clear escalation paths and mitigation plans for complex issues.