Senior HRBP: Shape Talent Strategy & Leadership

Responsibilities

Strategic HR Partnership

• Partners with senior leaders to translate business strategy into integrated people strategy, aligning talent, workforce planning, leadership development, and culture initiatives to drive business performance.

• Maintains a strong grasp of the work, goals, challenges, and long-term direction of the designated client group(s).

• Serves as an embedded and trusted partner in the business, has a valued seat at the leadership table, participates in key meetings, and helps shape talent strategy for their designated client group(s).

• Coaches and advises senior leaders, acting as a sounding board to help leaders manage performance, give feedback, navigate conflict, and lead change.

• Maintains deep knowledge of the talent across the business and helps leaders build strong teams through succession planning, talent reviews, development, performance management, and compensation planning.

• Supports organizational decisions by providing direction and counsel on reorganizations, spans and layers, role clarity, and change management.

• Serves as the primary point of elevation for complex or sensitive COE issues, partnering closely with Talent Acquisition, Talent Development, Compensation, Benefits, and HR Services.

• Collaborate closely with the Manager, Employee Relations to address complex employee relations and performance management cases, providing business context and supporting leaders in navigating sensitive employee matters.

• Advocates for employees by surfacing themes from engagement surveys, turnover trends, and morale issues so talent needs are considered when making decisions.

• Elevates the employee experience by ensuring fair and consistent practices and promoting a work environment that embodies Carnival’s Core Values.

Team Effectiveness

• Demonstrate leadership through proactive problem solving, sound judgment, and initiative, independently identifying and addressing organizational challenges while advancing strategic business and HR priorities.

• Coach and develop HRBPs and Associate HRBPs by sharing expertise, providing thought partnership on complex employee and business issues, and supporting the consistent application of HR programs, practices, and policies.

• Where applicable, lead and develop direct reports to maximize individual effectiveness, foster engagement, and inspire a commitment to excellence and continuous improvement.

Organizational Effectiveness

• Support the effectiveness of the Human Resources function by identifying opportunities to improve processes, standardize operating procedures, and enhance service delivery.

• Champion strategic HR projects and change initiatives, guiding team members through execution to drive continuous improvement and enhance the efficiency, consistency, and overall effectiveness of HR operations.

Knowledge & Skills

• Trusted Partner:
  Champions a professional, credible, and strategic HR function by modeling excellence, elevating team standards, and positioning HR as a trusted thought partner.

• Strategic Business Acumen:
  Understands the importance and impact of connecting business strategy to talent strategy.

• Talent Multiplier:
  Ability to shape and leverage talent strategies to elevate leaders, strengthen teams, and drive performance.

• Strategic Thinker:
  Thinks beyond immediate issues to evaluate risk and anticipate future needs.

• Leadership Presence:
  Credible and able to influence business leaders.

• Relationship Builder:
  Establishes trust quickly, manages conflict well, and has strong ability to collaborate cross-functionally.

• Talent Champion:
  Ability to foster collaboration, enhance team capabilities, and strengthen the overall impact of the HRBP function.

• Strong Communicator:
  Clear, concise, and able to flex messaging and style to the audience.

• Res…