Manager, Maritime HR Operations

Job Description

Holland America Line has been exploring the world since 1873. Our ships offer innovative features and enriching experiences focused on destination exploration and personalized travel, inviting guests to savor the journey.

The Manager, Maritime HR and Operations leads talent management and performance management for all Deck and Technical (D&T) seafarers, Officers, Petty Officers and ratings, serving on Holland America Line and Seabourn vessels. Reporting to the Director, Maritime HR and Operations, the Manager is the consistent point of contact for ship leadership on talent matters and works closely with Marine Operations and Technical Operations to ensure the right people are developed, recognized and promoted at the right time. The role owns promotion eligibility tracking and the 'Ready for Promotion' list, oversees the performance appraisal and Professional Development Record (PDR) cycle, and produces accurate workforce and talent reports for Maritime HR and operational leadership. The Manager is also responsible for the upkeep of D&T job descriptions, career paths and organization charts, ensuring they reflect actual onboard responsibilities, the competency framework, applicable CBAs and flag-state and STCW requirements. The role works collaboratively across the Maritime HR Strategy & Operations team, including Talent Acquisition, Fleet Training & Compliance, Fleet Compensation, the Competency Framework team and Expedition, so that every seafarer experiences one joined-up, transparent career journey. The ideal candidate combines maritime knowledge, strong data and reporting skills, and a practical, service-oriented approach to supporting seafarers and ship leadership.

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Responsibilities:

Talent Management, Promotion Eligibility & Succession

• The Manager maintains a clear, per-person view of the D&T talent pool across HAL and SBN and turns it into timely promotion and succession decisions. This includes downloading and reviewing promotion recommendations from performance appraisals, verifying eligibility against the Promotion Policy and applicable CBAs (performance history, PDR or position skill set completion, time in rank / sea time, required certificates and training, disciplinary standing and individual ambition), and maintaining an accurate 'Ready for Promotion' list, reviewed at least quarterly. The Manager prepares candidate information for talent reviews and for Senior Officer promotion panels at CSMART, working with Marine and Technical Operations leadership and the Director. The role coordinates temporary promotions (TWC), tracks temporary promotion days against CBA limits, and ensures promotion outcomes are handed over to Fleet Compensation, Crew Planning/Scheduling and FRST for wage, assignment and system updates. The Manager identifies high-potential Officers and ratings, supports succession plans for key ranks (for example Captain, Staff Captain, Chief Engineer, Staff Chief Engineer and Heads of Department) and supports internal-first recruitment by sharing progression timelines and internal candidate pools with Talent Acquisition before external hiring is opened. The Manager also identifies progression bottlenecks (for example Third to Second Officer) and proposes practical solutions.

Performance Management

• The Manager owns the performance management cycle for D&T seafarers across both brands. This includes monitoring completion and quality of performance appraisals and PDRs, following up with ship leadership on overdue or incomplete reviews, and ensuring appraisals are objective, evidence-based and aligned with the competency framework. The Manager supports Heads of Department and ship leadership on performance improvement, development plans and structured corrective actions, working with Employee Relations, Fleet People Partners and Training & Compliance where needed. Performance during temporary promotions and probationary periods is closely monitored and documented. The Manager analyses appraisal and training feedback trends to identify skill gaps and development needs, and feeds these into annual training planning with Fleet Training & Compliance and CSMART. The role also provides performance input to Fleet Compensation for the annual equity analysis and other pay decisions, and ensures that performance processes remain fair, transparent and consistent across vessels, ranks and nationalities.

Workforce Reporting & Talent Analytics

• The Manager creates and maintains the standard talent and performance reporting for D&T. This includes monthly dashboards and status reports on promotion eligibility, 'Ready for Promotion' and succession coverage, appraisal and PDR completion, temporary promotions, time in rank, internal promotion rates, turnover and retention indicators, and establishment alignment with the Focus Report. The Manager reconciles data across the crew management system, MAPS, Mistral and related tools, identifies data-quality gaps and works with the Policy & Data Analyst and system owners to correct them. Reports are tailored for the Director, the VP Maritime HR Strategy & Operations, and Marine and Technical Operations leadership, and support KPIs such as establishment vs. Focus Report alignment, PDR completion and turnover. The Manager uses automation, Microsoft 365 and AI tools where appropriate to reduce manual effort and move towards a reliable per-person overview of each seafarer's status and career progression.

Job Descriptions, Career Paths & Organization Charts

• The Manager is responsible for the upkeep of all D&T shipboard job descriptions, career paths and organization charts for HAL and SBN. Working with the Competency Framework team, Marine and Technical Operations, Fleet Training & Compliance and Fleet Compensation, the Manager ensures job descriptions reflect actual onboard responsibilities, required licenses and STCW certificates, competencies and PDR requirements, and are aligned with rank structures in the CBAs and wage scales. The role maintains clear, published career paths for Officers, Petty Officers and ratings, including new and evolving ranks and pathways (for example Bridge Manager, Engine Watch Manager, AB Security / AB Helmsman, Motorman and technical ratings progression), and keeps shipboard and D&T organization charts current, including Table of Personnel changes and newbuild or fleet changes. The Manager runs a controlled review cycle with version control, approvals and communication of changes to ship leadership, Talent Acquisition and HR teams, and incorporates feedback from ship visits and fleet leadership meetings.

Stakeholder Collaboration, Fleet Engagement & Governance

• The Manager works under the direct leadership of the Director, Maritime HR and Operations and in close partnership with Marine Operations and Technical Operations. The role serves as a consistent shore-side contact for ship leadership on talent and performance matters, supports recurring check-ins with Deck and Technical leadership teams, and takes part in ship visits to engage with Officers and ratings. The Manager collaborates daily with Talent Acquisition, Fleet Training & Compliance, Fleet Compensation, the Competency Framework team, Crew Planning/Scheduling, Onboarding, Expedition Maritime HR, Fleet People Partners and corporate Performance Management, so that handoffs are clean and each seafarer experiences one joined-up process. The Manager ensures talent and performance processes follow company policy, the CBAs, MLC and flag-state requirements, keeps records audit-ready, maintains procedures and SOPs for the function, and recommends process improvements based on data and fleet feedback.

Knowledge, Skills & Abilities:

• Scope: The role covers talent management and performance management for all Deck and Technical seafarers (Officers, Petty Officers and ratings) serving on Holland America Line and Seabourn vessels, across multiple nationalities, manning agents and employing entities. The Manager works across shipboard and shoreside teams and interfaces with Marine Operations, Technical Operations, Talent Acquisition, Fleet Training & Compliance, Fleet Compensation, the Competency Framework team, Crew Planning, Onboarding, Expedition Maritime HR and corporate HR. The role owns the promotion eligibility process, D&T talent and performance reporting, and the upkeep of D&T job descriptions, career paths and organization charts. It has no direct reports but relies on influence and collaboration with ship leadership and shoreside colleagues to deliver results.

• Problem solving: The Manager works with data from several systems and sources that are not always complete or consistent, and must reconcile them into an accurate, reliable picture of each seafarer's status. The role applies promotion policies, CBA provisions and regulatory requirements to individual cases, balancing fairness and consistency with operational needs and vacancy timing. It requires identifying the root causes of progression bottlenecks, incomplete appraisals or PDRs, and skill gaps, and proposing practical solutions that work in the onboard environment where time for development is limited. The Manager must recognize when an issue needs escalation to the Director or operational leadership and present options with clear facts and recommendations.

• Impact: The role directly influences the quality, fairness and speed of promotion and succession decisions for the D&T workforce, which in turn affects vessel readiness, safety, retention and the leadership bench of the fleet. Accurate talent reporting enables Maritime HR and Operations leadership to make informed workforce decisions and reduces reliance on external hiring. Current job descriptions, career paths and org charts give seafarers a clear view of their future with HAL and SBN, support recruitment and compliance, and underpin compensation and CBA alignment. Consistent and transparent performance management builds trust between ship and shore.

• Leadership: This is an individual contributor role that leads through influence. The Manager guides ship leadership on performance and talent processes, coaches appraisers on objective and evidence-based reviews, and represents Maritime HR in fleet leadership meetings and ship visits. The role coordinates cross-functional work with Talent Acquisition, Training & Compliance, Compensation and the Competency Framework team, and demonstrates the company's core values, discretion with sensitive personnel information, and a service-oriented approach to seafarers.

Essential/Minimum qualifications:

• Bachelor's degree or equivalent in Human Resources, Maritime Studies, Business Administration or a related discipline, or equivalent experience.

• Strong working knowledge of talent management and performance management processes, including appraisals, development plans, promotion processes and succession planning.

• Advanced Excel and data reporting skills; experience with Power BI or similar reporting tools, crew management systems and HRIS preferred.

• Ability to interpret CBAs, company policies and maritime regulatory requirements (STCW, MLC, flag-state) as they apply to seafarers.

• Excellent written and verbal communication skills in English, with the ability to engage credibly with Captains, Chief Engineers and shoreside leaders.

• Highly organized, accurate and detail-oriented, with the ability to manage multiple priorities and deadlines.

• Maintains a high level of professionalism, confidentiality and discretion when handling sensitive personnel data.

• Collaborative, solution-focused and open to new ideas, technology and process improvement.

Essential Experience required:

• Minimum of five years of experience in HR, maritime operations, talent management, performance management or crew/workforce management, preferably in the maritime or cruise industry.

• Shipboard experience as a Deck or Technical Officer, or significant experience supporting D&T seafarers, strongly preferred.

• Experience administering promotion processes, performance appraisal cycles or competency frameworks for a large, multinational workforce.

• Proven experience producing workforce reports, dashboards and KPIs for leadership audiences.

• Experience maintaining job descriptions, career paths and organization charts.

• Experience working with unions, CBAs, manning agencies or multiple employing entities is an advantage.

• Track record of building effective relationships across ship and shore and working in a fast-paced, operationally complex environment.

Travel: Less than 25% with shipboard travel likely

Work Conditions: Work primarily in a climate-controlled environment with minimal safety/health hazard potential.

Physical Demands: Must be able to remain in a stationary position at a desk and/or computer for extended periods of time.

This position is classified as "in-office." As an in-office role, it requires employees to work from a designated office Monday through Thursday each week. Employees may work from their homes on Fridays.

What You Can Expect

• Cruise and Travel Privileges for You and Your Family
• Health Benefits
• 401(k)
• Employee Stock Purchase Plan
• Training & Professional Development
• Tuition & Professional Certification Reimbursement
• Base Salary Range: $74,100 to $100,000. The range is applicable for the labor market where the role is intended to be hired. Final base salary is directly related to each candidate's qualifications and experience uniquely.

Our Culture…Stronger Together

Our highest responsibility and top priority is compliance, environmental protection and the health, safety and well-being of our guests, the people in the communities we touch and serve, and our shipboard and shoreside employees. Please visit our site to learn more about our Culture Essentials, Corporate Vision Statement and our Core Values at: https://www.hollandamerica.com/en_US/our-company/mission-values.html

Holland America is an equal opportunity employer. All qualified applicants will receive consideration for employment without regard to age, ancestry, color, family or medical care leave, gender identity or expression, genetic information, marital status, medical condition, national origin, physical or mental disability, political affiliation, protected veteran status, race, religion, sex (including pregnancy), sexual orientation, or any other characteristic protected by applicable laws, regulations and ordinances.

Americans with Disabilities Act (ADA)

Holland America will provide reasonable accommodations with the application process, upon your request, as required to comply with applicable laws. If you have a disability and require assistance in this application process, please contact recruiting@hollandamericagroup.com

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