JOB SUMMARY

NCLH is in the midst of a company-wide turnaround, and the strength of our talent pipeline is a direct lever on that outcome. The VP, Talent Acquisition & Enablement owns the end-to-end recruitment function across NCLH’s global workforce and brands, advancing a scalable, enterprise-wide talent acquisition model that supports a diverse range of professional and operational talent needs.

This role is both an operator and an architect: leading day-to-day hiring execution while evolving the operating model, technology stack, vendor ecosystem, and employer brand that will carry NCLH's talent attraction strategy forward. The VP will own external search and staffing agency spend,

strengthen governance and cost discipline, and build the forward-looking, technology-enabled recruitment capability the business needs to scale efficiently as the turnaround progresses.

KEY RESPONSIBILITIES

Enterprise Talent Acquisition Leadership

• Own enterprise recruitment strategy and execution across NCLH’s global workforce, supporting a broad range of corporate, professional, technical, and operational talent segments across brands and geographies.
• Set hiring standards and service-level expectations across all NCLH brands (NCL, Luxe, Shared Services), ensuring consistent candidate experience and quality-of-hire benchmarks.
• Partner with HR Business Partners and business leaders to translate workforce plans into proactive, forward-looking hiring pipelines rather than reactive requisition fulfillment.

Process Optimization & Governance

• Audit and re-engineer end-to-end recruitment processes (requisition intake, sourcing, screening,
  offer, onboarding handoff) to remove redundancy and reduce time-to-fill.
• Establish consistent, scalable recruiting practices, tools, and vendor governance across brands and talent
  segments within an enterprise operating model.
• Establish standard recruitment metrics and a reporting cadence (time-to-fill, cost-per-hire, source
  effectiveness, offer-acceptance, diversity of slate) to drive continuous improvement.

Vendor & External Spend Management

• Own the full external search and staffing agency portfolio, optimizing vendor relationships and
  renegotiating terms to reduce reliance on contingent search fees.
• Build a preferred-vendor and tiered-sourcing strategy that reserves external search spend for
  genuinely hard-to-fill or executive-level roles.
• Establish governance and approval controls for external recruitment spend in partnership with Total Rewards and Finance.

Recruitment Technology & Scalability

• Define and execute a forward-thinking recruitment technology roadmap (ATS, CRM, sourcing/AI-assisted screening tools, and specialized workforce platforms) that is scalable to changing hiring volumes and the complexity of a global workforce.
• Partner with the HR Technology, Transformation & Insights COE to ensure recruitment systems integrate cleanly with the broader Workday and HR technology ecosystem.
• Evaluate and pilot emerging talent technology (AI sourcing, skills-based matching, automated scheduling) to increase recruiter capacity without adding headcount.

Employer Brand & Talent Attraction

• Build and steward NCLH's employer brand narrative, positioning the company competitively across professional, technical, and operational talent markets globally.
• Lead employer branding initiatives (careers site, social/digital presence, campus and strategic talent partnerships) that support turnaround-era talent attraction goals.
• Represent NCLH's talent brand externally, including strategic industry and talent partnerships addressing critical workforce supply needs.

Team Leadership

• Build, coach, and lead a high-performing talent acquisition team spanning multiple talent segments, geographies, and sourcing specialties.
• Model the company's core behaviors (collaboration, urgency, accountability, ownership, adaptability) in leading the function through change.

QUALIFICATIONS

Required:

• 10+ years of progressive talent acquisition leadership experience, including at least 5 years leading TA at an enterprise or multi-brand scale.
• Demonstrated experience consolidating fragmented recruiting functions, vendor ecosystems, or
• technology stacks in a matrixed organization.
• Track record of managing significant external search/agency spend and driving measurable cost reduction. Experience building or scaling recruitment technology (ATS/CRM implementations, AI-enabled sourcing tools).
• Strong executive presence and ability to partner directly with CHRO, ELT, and business unit leaders.

Preferred:

• Experience leading talent acquisition for complex, multi-segment workforces, including corporate/professional and/or high-volume operational populations.
• Hospitality, travel, cruise, maritime, airline, or other complex, high-volume industry experience.
• Familiarity with global/expatriate hiring considerations and international workforce mobility.
• Experience operating within a company undergoing a public turnaround or transformation.

SUCCESS MEASURES

• Reduction in time-to-fill and cost-per-hire across enterprise requisitions and key talent segments.
• Measurable reduction in external search/agency spend as a percentage of total hires.
• Improved governance, efficiency, and standardization across recruitment vendors and technology
  platforms.
• Improved quality-of-hire and retention metrics for roles filled during the turnaround period.
• Strengthened employer brand metrics (applicant volume/quality, offer-acceptance rate, candidate
  NPS).