Senior Director, HRBP & Organizational Effectiveness

The Senior Director, Human Resources Business Partner & Organizational Effectiveness is a senior enterprise HR leader responsible for leading the Corporate HR Business Partner team and shaping organizational strategy, workforce effectiveness, and talent outcomes within a large, complex, and evolving business environment.

This role serves as a trusted advisor to senior executives and operates as a strategic architect and integrator across the HR ecosystem, connecting business priorities to organizational design, operating model evolution, talent strategy, and leadership outcomes. The leader will play a critical role in advancing the transformation and consolidation of the HR function and helping build a more modern, scalable, and high-performing HR organization.

This is a forward-looking role focused on organizational effectiveness, enterprise capability building, and HR modernization. The leader will leverage data, technology, and AI-enabled solutions to simplify, optimize, and enhance how HR delivers value to the business.

Responsibilities

Strategic Business Partnership

• Serve as a trusted advisor to senior executives, translating business strategy into integrated organizational and talent strategies
• Influence and challenge leadership to drive clarity in priorities, operating models, and performance outcomes
• Connect business needs to enterprise HR capabilities, ensuring alignment across HR Business Partners and Centers of Excellence
• Drive alignment between business goals and talent decisions to enable sustainable performance

Organizational Effectiveness & Design

• Lead the design and evolution of organizational structures aligned to strategic priorities and future-state business needs
• Drive operating model design, including clarity on roles, decision rights, governance, and ways of working
• Optimize spans and layers, organizational efficiency, and team effectiveness
• Guide leaders in defining role clarity, accountabilities, and organizational interfaces
• Translate business strategy into forward-looking workforce and capability plans
• Partner with leadership to continuously evolve the organization, not just solve for current-state needs

Enterprise HR Integration & Operating Model Transformation

• Act as a connector across the HR ecosystem, ensuring alignment and integration across HR Business Partners and Centers of Excellence
• Support the transformation and consolidation of HR functions, driving consistency, scale, and effectiveness across the enterprise
• Identify opportunities to simplify, streamline, and modernize HR processes and operating models
• Ensure HR solutions are aligned, scalable, and deliver measurable business value

Innovation, AI & HR Modernization

• Champion innovation and continuous improvement across the HR function
• Identify and implement opportunities to leverage AI, technology, and digital tools to enhance HR delivery, decision-making, and employee experience
• Drive efficiency and effectiveness improvements that reduce complexity and enable scale
• Partner with HR and business leaders to introduce forward-thinking, digital-first solutions

Transformation & Change Leadership

• Lead large-scale transformation initiatives, including organizational redesign, operating model shifts, and business integrations
• Partner with leadership to define and execute change strategies that drive adoption and long-term sustainability
• Ensure consistent, clear communication and alignment during periods of change
• Build leadership capability to lead effectively through ambiguity, transformation, and evolving business needs

Talent & Leadership Strategy

• Drive enterprise talent strategies, including succession planning, leadership development, and high-potential identification
• Build leadership pipelines and future-ready capabilities across the organization
• Ensure robust talent reviews that inform strategic workforce decisions
• Strengthen leadership effectiveness through coaching, feedback, and development planning

Organizational Health, Culture & Inclusion

• Assess and monitor organizational health using engagement data, performance indicators, and qualitative insights
• Partner with leaders to strengthen culture, employee experience, and inclusion
• Identify and address systemic organizational challenges that impact performance or engagement
• Drive accountability for leadership behaviors aligned to company values

Data-Driven Insights & Workforce Analytics

• Leverage data and insights to inform organizational design and talent decisions
• Utilize workforce analytics to identify trends, risks, and opportunities
• Guide leaders in making evidence-based decisions related to structure, talent, and performance
• Partner across HR to align insights with enterprise strategies

HR Leadership & Capability Building

• Lead and develop a high-performing Corporate HRBP team, building strong strategic, consultative, and enterprise capability
• Elevate the overall effectiveness of the HR function through integration, alignment, and continuous improvement
• Partner across HR to deliver seamless, enterprise-wide solutions
• Contribute to building a world-class, forward-thinking HR organization

Requirements

• 15+ years of progressive HR leadership experience, including significant senior HR Business Partner and organizational effectiveness leadership

• Experience operating within large, complex, highly matrixed organizations, ideally across multiple brands, business units, and geographies

• Demonstrated expertise in organizational design, operating model development, and workforce strategy

• Proven ability to act as a strategic advisor to senior executives, influencing decisions at the highest levels

• Track record of leading enterprise transformation, organizational change, and operating model evolution

• Experience working across HR functions, including HR Business Partners and Centers of Excellence, to deliver integrated solutions

• Demonstrated ability to drive organizational effectiveness, efficiency, simplification, and measurable business impact at scale

• Experience leveraging data, technology, and AI-enabled solutions to enhance HR outcomes

• Strong business acumen with the ability to connect talent strategy to business performance

• Experience leading and developing high-performing teams in fast-paced, evolving environments

• This position is classified as “in-office.”  As an in-office role, it requires employees to work from a designated Carnival office in South Florida Monday through Thursday each week. Employees may work from their home on Fridays. Candidates must be located in (or willing to relocate to) the Miami/Ft. Lauderdale area. 

At Carnival, your total rewards package is much more than your base salary. All non-sales roles participate in an annual cash bonus program, while sales roles have an incentive plan. Director and above roles may also be eligible to participate in Carnival’s discretionary equity incentive plan. Plus, Carnival provides comprehensive and innovative benefits to meet your needs, including: 

• Health Benefits: 

  • Cost-effective medical, dental and vision plans 

  • Employee Assistance Program and other mental health resources 

  • Additional programs include company paid term life insurance and disability coverage 

• Financial Benefits: 

  • 401(k) plan that includes a company match 

  • Employee Stock Purchase plan 

• Paid Time Off:

  • Holidays – All full-time and part-time with benefits employees receive days off for 8 company-wide holidays, plus 2 additional floating holidays to be taken at the employee’s discretion. 

  • Vacation Time – All full-time employees at the manager and below level start with 14 days/year; director and above level start with 19 days/year.  Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 84 hours/year.  All employees gain additional vacation time with further tenure. 

  • Sick Time – All full-time employees receive 80 hours of sick time each year.  Part-time with benefits employees receive time off based on the number of hours they work, with a minimum of 60 hours each year.   

• Other Benefits:

  • Complementary stand-by cruises, employee discounts on confirmed cruises, plus special rates for family and friends 

  • Personal and professional learning and development resources including tuition reimbursement

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