HR Business Partner Manager, Global - Cozumel, MX

This recruitment effort is for our Global Ports and Destinations team and will require the individual to live and work in Cozumel, MX.

The Human Resources Manager, Global Destinations will be responsible for executing the People Strategy at the Carnival Corporation owned and operated global destinations of Puerta Maya (Cozumel), Mahogany Bay (Roatan) and Amber Cove (Dominican Republic). This position directly reports to the Director of Port Operations across these ports with a matrixed, indirect reporting relationship with Corporate HR. This position implements people and organizational solutions from an enterprise viewpoint locally at the destinations level and also measures/monitors the needs of employees through effectively building and developing relationships across all levels of the organization.

This role partners closely with management teams to deliver impactful HR solutions, foster a high-performance culture, and drive organizational development initiatives. The HR Manager will utilize diagnostics to address and understand organizational dynamics to align with the business environment, implement and refine long and short-term continuous improvement activities while managing the day-to-day processes and requirements, as defined by current process and local employment law.

The HR Manager will work across multiple departments to deliver HR solutions in areas such as talent management, employee relations, workforce planning, and organizational development. This role requires strong leadership, relationship-building skills, and the ability to influence change and foster a high-performance culture.

Develop HR strategies to respond to business needs in alignment to Carnival Corporation policy and procedure. Partners with Corporate HR in the design and implementation of localized HR operations. Identify and utilize HR metrics (i.e. workforce data and trends, turnover, etc.) to diagnose and proactively address or anticipate potential challenges to the business. Maintains a strong understanding of current and planned headcount across all destinations, including in-seat employees, open positions, and overall workforce structure;

confidently represents and communicates headcount data and insights in team meetings and planning discussions. Collaborates with leaders and department heads to develop and implement HR strategies that align with business goals and drive organizational success. Partner with the HR COEs and leaders to formulate business plans, strategic workforce planning objectives and human resources guidelines that support specific needs for client groups.

Provide leaders with ongoing consultation coaching, and best practices regarding business needs and challenges. Regularly follows up with leaders to review and update job descriptions to ensure they reflect current business needs and align with organizational structures.

Provide indirect leadership to site-based HR Coordinators through a matrixed partnership with General Managers; guide, train, and coach coordinators on HR processes, policies, and best practices while partnering with GMs to deliver performance feedback and support professional development.

Drive performance management processes locally at each destination, driving consistency across ports while ensuring alignment with organizational goals and employee development needs. Partner with leadership to identify talent gaps, develop succession plans, and create programs to build a robust talent pipeline. Collaborate with corporate learning and development teams to design and deliver targeted training programs that support employee growth and performance.

Act as a trusted advisor to leaders, offering HR support on issues including talent acquisition, retention, and performance management.

Develop a culture of trust where employees feel comfortable speaking up. Develop port-specific strategies to monitor employee and team dynamics to ensure adherence to our culture essentials. Partners with Corporate HR to support business with resolution of employee issues and investigations, and creation of action plans to ensure compliance and a positive work environment. Advise the business on regulatory employment law (in concert with legal counsel).

Foster a positive and inclusive work environment by promoting open communication and trust across all levels.

Provide support and recommendations on change management initiatives in collaboration with leadership, ensuring smooth transitions during organizational changes, restructuring, or new processes. Lead initiatives to drive organizational effectiveness, including leadership development programs, team effectiveness interventions, and culture enhancement strategies. Partner with internal stakeholders to manage and implement change management strategies that align with business transformation…