The Sr. Manager Strategy, Forecasting and Development is responsible to craft the overall long-term crew sourcing strategy plan, maintain an updated forecasting model and curate the agency network management and development.

Works very closely with the central TA and Workforce planning functions to put together the hiring forecasting targets and actions needed to maintain an healthy active crew pool and assure maximum adherence to the PAR Requirements of the vessels. This position involves strategic planning, analysis, and coordination to optimise workforce efficiency and productivity as well as assure up-to-date Forecasting models to be deployed. It maintains overall TA Budget monitoring driving ownership and accountability across the functions and the network, coordinating on this with the GM of MSC Crew Services.

Qualifications:

• Bachelor's Degree in Business or related field.
• 6+ years of experience in the role within the Cruising industry.
• 2+ years of strategic level experience in TA\/Agency network management\/Shipboard HR.

Knowledge, Skills and Abilities:

• Possesses in-depth understanding of crewing operations, including comprehensive knowledge of Maritime Labour Convention (MLC) regulations and International Labour Organisation (ILO) compliance standards. Additionally, leverages a strong ability to identify and implement creative solutions within the legal and regulatory framework.
• Previous experience in TA functions or Agency Network Management or Shipboard HR.
• Must be proactive, self-motivated, and work well under pressure.
• Demonstrated ability to anticipate needs of the staff and to maintain an upbeat, positive, and can-do attitude.
• Excellent verbal and written communication skills.
• The ability to prioritise and organise multiple tasks in a fast-paced environment.
• Demonstrated leadership cultivating and motivating teams of high-performing individuals.
• Strong computer and analytical skills.
• Takes an active role in promoting a positive attitude toward culture, core values, compliance, and safety within the operations.

Strategic Planning:

• Drafts the medium and long-term strategic plan of hiring strategy by implementing and enforcing the most efficient forecasting models.
• Provides clear target guidance to the Central TA functions by region to ensure the proactive and efficient TA functions are implemented to meet both current and projected staffing needs.
• Assures that the recipes mixes submitted through the Workforce Planning functions are in line with the overall company strategic direction and D&I principles.
• Assure the existence of processes and SLAs to discipline talent acquisition planning, execution and compliance in order to drive efficiency, accountability and ownership across the regions.
• Defines opportunities to re-engineer business processes to streamline and simplify the processes.
• It plays a pivotal role in scouring new opportunities in terms of agency network development, collaborating with the specific Central TA function involved.

Forecasting and Demand Compliance:

• Assures proper forecasting models are compiled and enforced throughout the organisation, also through the established KPIs assigned to the different agencies in the network.
• Factors in the planning of the onboard career path opportunities and needs, integrating them with the hiring strategy in the assigned region. In doing this, a strong collaboration with Head of Crew Experience is maintained to maintain close monitoring of the onboard career path program development.
• Establishes and leverages on People Analytics team to assure transparent and real time visibility of updated data on crewing operations and adjust targets accordingly.

Continuous Improvement and Agency Network Management:

• Conducts regular sourcing activities in the geographical regions to assure that new network opportunities are identified as needed.
• Collaborates with the TA functions to activate, terminate or modify existing agency contracts, according to the operational and business expectations.
• Finalizes the contractual agreements to be implemented, in compliance with MSC, together with GM MSC Crew Services and MSCCM VP of HR.

Collaboration and Communication:

• Collaborates with TA functions, Canvas\/Regional leaders, BPDs, organisational leaders, workforce planning team and scheduling HR Coordinators to understand long-term business goals and incorporate them into the Crew Strategy and Sourcing function.
• Assures that all regional and local legislation changes and modifications - covering all key areas of sourcing, placement and deployment of seafarers – are promptly channeled for internal communication amongst all crewing operation teams.

Regulatory Compliance:

• Ensures compliance with specific local labour laws, maritime labor laws (MLC and others) and regulations, and all industry standards related to talent acquisition management and crewing operations.
• Stays informed about changes in local labour laws, maritime labour legislation, immigration laws and requirements that may impact workforce and recruitment placement and deployment.

Budget:

• Collaborates with the Head of Crew Strategy and Sourcing in the definition of the overall function annual budget.
• Defines sub-functions budget allocations, assuring compliance and monitoring for any deviations.

Leadership:

• Promotes a high-performance culture by cultivating and motivating direct\/indirect reports through coaching, mentoring, and by providing regular meaningful feedback.
• Develops people through effective performance management and ongoing feedback.

VISA REQUIREMENTS (if any)

EU Passport or Right to work in Switzerland.

Part of the MSC Group, MSC Cruises is the market leader in the Mediterranean, South Africa and South America, and sails year-round in the Mediterranean and the Caribbean. Its seasonal itineraries cover northern Europe, the Atlantic Ocean, South America, southern Africa, and the Persian/Arabian Gulf. MSC Cruises was born in the Mediterranean, and draws inspiration from this heritage to create a unique experience for holidaymakers worldwide. As a result of a euro 6.5 billions investment programme launched in 2003, MSC Cruises' fleet comprises 13 state-of-the-art cruise ships belonging to four different classes: Lirica, Musica, Fantasia and Meraviglia. The fleet's average age is 7 years, the youngest in the industry. In 2014, MSC Cruises launched a euro 9 billion, 10 year investment plan to support the second phase of its growth through the order of up to 11 next generation mega cruise ships. As a result, MSC Cruises' fleet will double by 2026, while the passenger capacity will triple to reach five million passengers per year. MSC Cruises is the first cruise company to develop an investment plan of this length and magnitude. MSC Cruises feels a deep responsibility for the environments in which it operates, and was the first company ever to earn the Bureau Veritas "7 Golden Pearls" for superior management and environmental stewardship. In 2009, MSC Cruises began an enduring partnership with UNICEF to support various programmes assisting children worldwide.