Cruise Administration Services, Inc., a Carnival Cruise Line entity in the Philippines, is currently looking for a Human Resource Director.
Only candidates located in the Philippines to apply.
JOB SUMMARY:
The HR Director serves as the senior human resources leader for CASI, responsible for developing and executing people strategies that align with corporate objectives and support business growth. The role leads the human resources function within CASI, ensuring alignment with Carnival's Vision Statement, Culture Essentials, and Values. This position promotes a positive and ethical workplace culture through employee engagement strategies, compliance programs, talent management, and oversight of end-to-end HR processes. By partnering with Corporate HR and leveraging workforce analytics, the HR Director enhances employee engagement, retention, and organizational effectiveness. Leading a team of HR professionals, the HR Director plays a critical role in supporting business performance and fostering a cohesive and high-performing employee experience across CASI.
ESSENTIAL FUNCTIONS:
- Lead the development and execution of CASI's people strategy, workforce planning, organizational design, and talent initiatives to support long-term business objectives and corporate priorities.
- Collaborate closely with senior leadership and key stakeholders to ensure HR strategies are aligned with the organization’s overall objectives.
- Drive strategic initiatives to expand, optimize, and improve HR operations, ensuring alignment with the company’s growth targets and commitment to service excellence.
- Partner with business leaders and Corporate HR to drive talent reviews, succession planning, leadership development, and workforce capability strategies.
- versee day-to-day operations to ensure that HR services including Office Administration services are delivered efficiently, effectively and in accordance with client expectations and contractual obligations.
- Implement HR best practices and aims for continuous improvement to enhance performance and productivity.
- Establish relationship and engage with senior leaders/decision makers for all stakeholders, regulators and external partners and managing communications and addressing inquiries to ensure positive company image.
- Responsible for identifying and mitigating HR-related operational risks and challenges, including regulatory compliance, workforce fluctuations, and other potential disruptions.
- Develop and implement risk management strategies and business continuity plans to effectively address unexpected events or emergencies.
- Serve as the official company representative for all external matters related to human resources and business operations.
- Build and maintain strong relationships with internal stakeholders by addressing their needs and swiftly resolving issues. Conduct regular reviews to evaluate satisfaction and identify areas for HR improvement
- Partner with senior business leaders to provide strategic guidance on workforce planning, organizational effectiveness, talent management, change initiatives, and employee engagement.
- Coaching and mentoring HR teams by providing individualized guidance that fosters professional growth and skill development. This includes conducting regular one-on-one sessions to discuss career goals, performance feedback, and opportunities for improvement, creating a supportive environment to encourage team members to take on new challenges and expand their capabilities.
- Provides strategic insights to senior leadership on talent management, organizational development, and employee engagement initiatives.
- Leverage data and industry best practices to advise on effective HR policies and practices, ensuring alignment with overall business goals.
- Coach and influence business leaders on organizational effectiveness, performance management, employee relations, change leadership, and workforce decisions.
- The HR Director is responsible for setting, managing, and overseeing the HR budget at CASI, ensuring that HR initiatives align with the organization's financial objectives. This includes cost control and financial analysis specific to HR functions.
- Collaborates with corporate HR to generate reports on employee engagement, culture surveys, and other key HR metrics.
- Leverage HR analytics and workforce metrics to identify trends, inform business decisions, develop action plans, and improve employee engagement, retention, productivity, and organizational effectiveness.
- Performs other duties as assigned
- Adheres to Corporate Policies and Procedures, including Code of Conduct, Audit Procedures and any control related responsibility for financial data entered, stored, or reported via business systems within employee’s control
QUALIFICATIONS:
- Bachelor’s Degree, Master's Degree a plus, J.D. Degree
- Bachelor’s degree in Human Resources Management, Psychology or Business Administration, Management, or a related field.
- An MBA or relevant postgraduate degree is preferred.
- Leadership and Management certifications or any relevant preferred
- 7 to 10 years of progressive HR experience, including 3 to 5 years in a leadership role
KNOWLEDGE, SKILLS, & ABILITIES:
- Understanding of workplace policies and procedures
- Familiarity with team collaboration tools and techniques.
- Strong time management and organizational skills
- Ability to maintain reliable and consistent attendance
- Capacity to be punctual and meet deadlines
- Ability to collaborate effectively with colleagues and work as part of a team
- Demonstrated professionalism in all interactions and tasks
- Proficiency in Human Resource Information Systems (HRIS)ie HCM for managing employee data and using data analysis tools like Excel to interpret HR metrics.
- Familiarity with Oracle ORC that is important for streamlining recruitment, while experience with performance management systems aids in evaluations and feedback.
- Knowledge of Learning Management Systems (LMS) is essential for training and development, along with an understanding of payroll systems (Dayforce) for accurate compensation.
- Should be familiar with compliance software to track labor law adherence, use communication tools like Microsoft Teams for effective team management, and have experience with project management software like Asana or Trello for overseeing HR initiatives.
- Strong presentation skills using software like PowerPoint are also important for creating engaging materials for leadership and training sessions.
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