VP, Talent Acquisition & Enablement

Norwegian Cruise Line Holdings Ltd.; Miami (FL); On-site; USD 180,000 - 240,000; Full time

Job summary

Norwegian Cruise Line Holdings Ltd. (NCLH) is seeking a VP, Talent Acquisition & Enablement to lead the end-to-end recruitment function across the company’s global brands, aligning hiring with the turnaround plan and working directly with the CHRO and ELT.

This role blends hands-on hiring leadership with strategic architecture—setting standards, governing vendor relationships, guiding technology choices (ATS/CRM/AI tools), and elevating our employer brand to attract diverse talent across

Qualifications

• 10+ years of progressive talent acquisition leadership experience, including at enterprise or multi-brand scale.
• Experience consolidating fragmented recruiting functions and vendor ecosystems.
• Strong executive presence with ability to partner directly with CHRO, ELT, and business unit leaders.

Responsibilities

• Own enterprise recruitment strategy and execution across global brands and talent segments.
• Set hiring standards and service-level expectations to ensure consistent candidate experience and quality-of-hire.
• Govern recruitment processes, tools, and vendor relationships to drive efficiency and cost discipline.
• Define and execute a forward-thinking recruitment technology roadmap (ATS, CRM, AI tools) that scales with the workforce.

Skills

TA leadership

Vendor management

Strategy development

Executive partnership

Talent branding

Tools

Workday integration

ATS/CRM implementations

AI-enabled sourcing tools

Job description

GROW YOUR CAREER WITH US

At Norwegian Cruise Line Holdings (NCLH), we know our future success depends on our ability to attract and retain the very best talent. Our brands deliver vacations of a lifetime with innovative product offerings, a high level of service and unique guest experiences aboard each vessel and we’re continually seeking applicants who are passionate about hospitality and committed to being their personal best. As you learn more about our company, we think you will agree that there is no better time than now to become a member of the NCLH family!

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).

About Nclh

Norwegian Cruise Line Holdings Ltd. (NYSE: NCLH) is a leading global cruise company which operates the Norwegian Cruise Line®, Oceania Cruises® and Regent Seven Seas Cruises® brands. The combined brands currently operate 32 ships, employ over 35,000 shipboard crew from more than 110 different countries and visit approximately 700 different port destination each year.

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EQUAL OPPORTUNITY EMPLOYER

It is Norwegian Cruise Line Holding’s policy not to discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, and marital or veteran status.

The above statements are intended to describe the general nature and level of work being performed by people assigned to this classification. They are not to be construed as an exhaustive list of all responsibilities, duties, and skills required of personnel so classified. All personnel may be required to perform duties outside of their normal responsibilities from time to time, as needed.