Senior Manager, Learning and Development

Senior Manager, Learning and Development

Journey with us Combine your career goals and sense of adventure by joining our exciting team of employees. Royal Caribbean Group is pleased to offer a competitive compensation and benefits package, and excellent career development opportunities, each offering unique ways to explore the world.

We are proud to be the vacation-industry leader with global brands - including Royal Caribbean International, Celebrity Cruises and Silversea Cruises - the most innovative fleet and private destinations, and the best people. Together, we are dedicated to turning the vacation of a lifetime into a lifetime of vacations for our guests.

The position is onsite and based in Miami, Florida.

Applicants must be legally authorized to work in the location where this position is based. The position is not eligible for immigration or work-visa sponsorship now or in the future.

At Royal Caribbean Group (RCG), we care about your health, financial security, and overall well-being. That’s why we provide a comprehensive and competitive benefits package designed to support what matters most to you across every area of life: physical, intellectual, emotional, and social. Here’s an overview of the benefits available to you, including but not limited to:

• Cruise and Travel Privileges
• Health and Wellness Benefits
• 401(k) + Employer Contribution (US Only)
• Company-Paid Life and Disability Insurance
• Employee Stock Purchase Plan
• Employee Assistance Program (EAP)
• Training & Professional Development
• Tuition & Professional Certification Reimbursement (US Only)

Specific benefits may vary by location and position. See more details about our benefits here.

What does the Human Resources Team do?

The Human Resources Team at Royal Caribbean Group partners with leaders and employees to build a high-performing, future-ready workforce. The team supports talent strategy, workforce planning, organizational design, employee relations, culture, and change management, enabling strong leadership, scalable people practices, and an inclusive environment that supports business transformation, employee engagement, and long-term organizational success.

How you can make an impact:

• The Sr. Manager, HR Talent (Talent Portfolio and Lifecycle) provides strategic and operational leadership for the global shoreside talent lifecycle portfolio. The role owns the integrated roadmap, governance, and delivery of enterprise talent processes and programs that strengthen performance, succession, career growth, internal mobility, engagement, and organizational capability.
• Operating with visibility across senior HR and business leadership, the Sr. Manager serves as a strategic advisor and portfolio leader, converting enterprise priorities and workforce insights into scalable solutions and clear investment choices. The role establishes decision forums, standards, measures, and accountabilities across interconnected talent workstreams, resolves cross-functional dependencies, and elevates risks and recommendations to enable timely executive decisions.
• The role leads and develops a team of talent professionals and mobilizes partners across Talent, HR Business Partners, People Analytics, HR Technology, Communications, and shoreside business functions. It is accountable for consistent employee and leader experiences, measurable outcomes, responsible stewardship of resources, and continuous improvement across the talent lifecycle.

What your day-to-day will look like:

• Enterprise Talent Portfolio: Own the multi-year roadmap and annual operating plan for global shoreside talent lifecycle priorities, integrating performance, succession, talent reviews, career development, internal mobility, mentoring, and related employee development initiatives.
• Strategic Advisory and Influence: Advise senior HR and business leaders on talent priorities, capability risks, sequencing, investment choices, and enterprise implications. Present recommendations and secure alignment across functions and leadership forums.
• Governance and Decision Rights: Establish portfolio governance, standards, decision rights, and operating rhythms. Chair cross-functional working forums, drive decisions, and ensure clear ownership, escalation, and accountability across workstreams.
• Enterprise Program Leadership: Lead end-to-end design, implementation, adoption, and continuous improvement of complex talent programs that span multiple shoreside functions, geographies, and employee populations.
• Cross-Functional Integration: Align Talent, HR Business Partners, People Analytics, HR Technology, Communications, Legal, Finance, and business stakeholders around common outcomes, resolving competing priorities and dependencies that affect enterprise delivery.<