People Business Partner

The People Business Partner (HRBP) is a key contributor accountable for the strategy and facilitating execution of human resources programs on their assigned cruise brand(s). Reporting to the VP, Human Resources (Shipboard) main responsibilities include talent management, implementing employee experience/environment, and maintaining compliance. The People BP proactively aligns onboard talent to create and implement plans that will positively impact the company and achieve both business and organizational goals. Acting as a trusted partner uses a consultative approach with the GM, DSM and retail manager(s) to ensure programs are in place for workforce optimization and organizational capability; includes access to specialist and management pipeline, developmental placement, and retention strategies. In this role, the People BP identifies and influences the creation of action plans to resolve business challenges and mitigate risk. Responsible for building strong relationships and coach at all levels of the organization. They regularly spend 50% of their time onboard ships or interacting via conference call with retail management or associates identified with potential. Inspire and ensure an environment of positive employee relations and engagement for their shipboard teams.

ESSENTIAL DUTIES & RESPONSIBILITIES:

Employee Experience:

• Leads the implementation of key HR programs and processes with client group(s) including organizational effectiveness, performance management, leadership development, talent planning, engagement, retention and compensation
• Promote a culture of trust and engagement throughout the team through leadership and effective communication
• Partner with managers to solicit input and feedback necessary to help create a positive shipboard work environment
• Provides open and clear performance feedback and takes appropriate action to improve performance

Talent Management:

• Ensures succession plans that build bench strength and support company growth; Including the identification and development planning of those interested and capable through the talent assessment process and regular career aspiration conversations
• Ensures planning of activities, experience and exposure necessary to guarantee readiness for next position
• Facilitates training one on one and in classroom, as needed
• Partner with team members on consistent and objective performance assessment and feedback to on board teams
• Ensures consistent delivery of formal performance management processes
• Regularly assesses engagement and recognition of the teams onboard through team meetings and one on-one conversations and takes appropriate actions; Ensures recognition programs are in place

Relationship Management:

• Responsible for leading, facilitating, and resolving shipboard employee relations and human resources matters
• Conduct prompt and thorough employee investigations as specified to mitigate risk
• Responsible for Influencing organizational culture, policies, procedures, tools and resources to partners
• Collaborates and recommends on employee development and talent planning decisions with business leaders
• Ensures functional and productive relationship with Internal and External HR managers
• Coaches team members on performance management process
• Provides supporting documentation to Employee Relations Specialist during investigations
• Support and advise leadership in facilitation and resolution of all people related issues
• Accountable for facilitating action planning and follow through in support of employee engagement

Compliance:

• Drives business and talent performance
• Hold leaders to the expectation of ensuring goals and accountabilities
• Fairly recommend actions to leaders to resolve conflict in the workplace while maintaining confidentiality and integrity
• Ensure all investigations are in accordance to company policy and MLC
• Ensure policies are consistently applied as they relate to employee relations
• Understand all management pipeline targets and goals, including resource planning and headcount requirements

Operational Excellence:

• Analyze data, prepare, and identify trends that connects insights from multiple data points to provide informative recommendations
• Partner with District Manager to make recommendations for trainings based on trends
• Responsible for developing and maintaining talent enabling systems
• Lead large- & small-scale HR projects, as assigned

QUALIFICATIONS:

Education and Experience:

• Minimum 5-7-5 years of experience as a Business Analyst or equivalent combination of education and experience
• Minimum 3-5 year experience working with Microsoft Dynamics Navision application is a plus
• Bachelor’s degree in Human Resources or Business Administration and/or 3 – 5 years equivalent work experience

Preferred Education & Experience: 

• Master’s degree in Human Resources or Business Administration and/or 5 – 7 years equivalent work experience
• PHR or SHRM – CP Certifications are desired

Knowledge, Skills & Abilities:

• Human Resources knowledge in retail, travel retail, wholesale, hospitality, customer acquisition industries
• Ability to drive consensus in cross-regional and cross-functional teams delivering effective collaboration
• Creative problem solver and natural entrepreneur; risk taking and ability to adapt to ambiguity; Has both a creative and analytical approach
• Ability to lead and complete multiple cases in a fast-paced environment
• Outstanding project and process management skills. Ability to optimally prioritize and implement tasks in a high-pace environment
• Shown ability to lead resources across a functional non-matrixed organization
• Highly collaborative, yet able to function well independently
• Ability to absorb and retain information quickly
• Highly self-motivated and self-directed
• Strong communication skills in interactions conveying accurate information, leading to smooth execution of duties
• Exceptional English written and oral communication skills. Strong documentation skills
• Exceptional interpersonal skills, with a focus on rapport-building, listening and questioning skills. Able to present ideas in easily understood not technical language
• Knowledge of MLC2006, and federal/state employment laws

Key Competencies:

• Relationship Management
• Business Acumen
• Metrics/Results Driven
• Talent Enablement
• Influence
• Courage
• Perseverance
• Perspective
• Self- Development
• Problem Solving
• Priority Setting
• Conflict Management
• Assessment

Travel Requirements:

20 – 40% travel required depending on assigned business unit

Other:
Position Type/Expected Hours of Work
Some flexibility in hours is permitted, employee must be available during the “core” work hours of 8:00 a.m. to 5:00 p.m. Monday – Friday and must work 30 hours each week to maintain full-time status. Occasional evening and weekend work may be required as job duties demand.

Physical Demands:
Office environment with frequent sitting, walking and standing, occasional climbing, stooping, kneeling, crouching and balancing. Frequent use of eye, hand and finger coordination enabling use of office machinery. This position requires the ability to occasionally lift office products and supplies, up to 20 pounds. Oral and auditory enabling interpersonal communication as well as communication automated devise such as the telephone.

At Starboard Group and Onboard Media curating a vibrant world can only be accomplished by vibrant and diverse teams. We are committed to nurturing a workplace where you can feel safe to show up authentically and thrive while being uniquely you. Our North Star guides us to deliver equal employment opportunities for all individuals and to providing employees with an equitable work environment free of discrimination and harassment. We also aim to extend this commitment to the partners we work with and the guests we serve. We are constantly listening, learning, and evolving to deliver on these promises.

We believe our differences make us stronger and are curious to see you leverage your lived experiences to strengthen our team, our culture and your career. At Starboard Group and Onboard Media we take action so that no one is discriminated against because of their differences, such as age, disability (physical, mental or sensory), ethnicity, gender, gender identity and expression, religion, sexual orientation, military/veteran status, genetic information, family care status or any other basis protected by federal, state or local laws. All employment decisions will be made based on business needs, job requirements and individual qualifications.

So come onboard with us and celebrate a culture that attracts top talent with shared values and forms the foundation for a great place to work.