VP, Talent Acquisition & Enablement

GROW YOUR CAREER WITH US

At Norwegian Cruise Line Holdings (NCLH), we know our future success depends on our ability to attract and retain the very best talent. Our brands deliver vacations of a lifetime with innovative product offerings, a high level of service and unique guest experiences aboard each vessel and we’re continually seeking applicants who are passionate about hospitality and committed to being their personal best.

As you learn more about our company, we think you will agree that there is no better time than now to become a member of the NCLH family!

NCLH is in the midst of a company-wide turnaround, and the strength of our talent pipeline is a direct lever on that outcome. The VP, Talent Acquisition & Enablement owns the end-to-end recruitment function across NCLH’s global workforce and brands, advancing a scalable, enterprise-wide talent acquisition model that supports a diverse range of professional and operational talent needs. This role is both an operator and an architect: leading day-to-day hiring execution while evolving the operating model, technology stack, vendor ecosystem, and employer brand that will carry NCLH's talent attraction strategy forward.

The VP will own external search and staffing agency spend, strengthen governance and cost discipline, and build the forward-looking, technology-enabled recruitment capability the business needs to scale efficiently as the turnaround progresses.

• Own enterprise recruitment strategy and execution across NCLH's global workforce, supporting a broad range of corporate, professional, technical, and operational talent segments across brands and geographies.
• Set hiring standards and service-level expectations across all NCLH brands (NCL, Luxe, Shared Services), ensuring consistent candidate experience and quality-of-hire benchmarks.
• Partner with HR Business Partners and business leaders to translate workforce plans into proactive, forward‑looking hiring pipelines rather than reactive requisition fulfillment.

• Audit and re‑engineer end‑to‑end recruitment processes (requisition intake, sourcing, screening, offer, onboarding handoff) to remove redundancy and reduce time‑to‑fill.
• Establish consistent, scalable recruiting practices, tools, and vendor governance across brands and talent segments within an enterprise operating model.
• Establish standard recruitment metrics and a reporting cadence (time-to-fill, cost-per-hire, source effectiveness, offer‑acceptance, diversity of slate) to drive continuous improvement.

• Own the full external search and staffing agency portfolio, optimizing vendor relationships and renegotiating terms to reduce reliance on contingent search fees.
• Build a preferred‑vendor and tiered‑sourcing strategy that reserves external search spend for genuinely hard‑to‑fill or executive‑level roles.
• Establish governance and approval controls for external recruitment spend in partnership with Total Rewards and Finance.

• Define and execute a forward‑thinking recruitment technology roadmap (ATS, CRM, sourcing/AI‑assisted screening tools, and specialized workforce platforms) that is scalable to changing hiring volumes and the complexity of a global workforce.
• Partner with the HR Technology, Transformation & Insights COE to ensure recruitment systems integrate cleanly with the broader Workday and HR technology ecosystem.
• Evaluate and pilot emerging talent technology (AI sourcing, skills‑based matching, automated scheduling) to increase recruiter capacity without adding headcount.

• Build and steward NCLH's employer brand…