Senior Director Casino Business Development

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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!

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JOB SUMMARY

The Senior Director, Casino Business Development serves as the leader responsible for the strategic growth and profitability of Norwegian Cruise Line Holdings (NCLH) casino partnership business spanning the Norwegian Cruise Line, Oceania Cruises and Regent Seven Seas Cruise portfolio. This Senior Director develops and executes the long-term strategy for acquiring, growing, and optimizing strategic relationships with casinos, casino management companies, loyalty programs, independent casino representatives, and other casino partners to deliver highly qualified casino patrons to sail on NCLH ships.

This role leads the casino business development sales team, establishes market growth strategies, defines business development priorities, develops customized acquisition programs, and ensures every partnership delivers measurable guest acquisition, loyalty growth, and profitable revenue.

The Senior Director requires strategic sales leadership with deep casino marketing expertise, serving as a trusted, consultative advisor to casino partners of varying size and market position by applying industry knowledge, market intelligence, and commercial insights to develop customized partnership strategies, loyalty initiatives, and promotional programs that strengthen customer loyalty, drive incremental revenue, and deliver long-term mutual player value and growth.

Strategic Business Development

• Develop and execute the strategy for land-based and online casino partnership acquisition, expansion, and long-term commercial growth including sales plans.
• Identify new market opportunities and emerging casino channels to further expand customer acquisition.
• Build annual and multi-year market development plans that expands NCLH’s partnership portfolio.
• Develops revenue forecasts.

Partnership Strategy

• Drives the performance of the casino partnership portfolio, with accountability for guest acquisition, casino revenue and overall partnership profitability for all three NCLH brands.
• Design innovative partnership models that leverage the breadth and strength of all three NCLH brands, aligning their unique value propositions and commercial objectives with the strategic goals of casino partners.
• Consult with casino executives to develop customized marketing strategies, acquisition programs and retention programs, loyalty campaigns, promotional initiatives and reciprocal rewards initiatives.
• Develop and execute the commercial strategy for the Independent Casino Representative network.
• Continuously evaluate partnership performance and recommend enhancements that improve ROI for both organizations.

Sales Leadership

• Lead the strategic direction of the Casino Business Development sales organization.
• Establish annual sales objectives, performance metrics, pipeline management standards, market penetration strategies and performance-based compensation plans.
• Develop sales processes, business development methodologies, and account planning frameworks.
• Coach and develop a high-performing team focused on strategic relationship management and consultative selling.
• Foster a performance culture built around accountability, commercial excellence, and measurable business results.

Commercial Analytics & Performance Management

• Develop KPI frameworks that measure partnership effectiveness, acquisition costs, player quality, profitability, retention, and return on investment.
• Ensure all partnership decisions are supported by robust business cases, predictive modeling, and financial analysis.
• Build dashboards and metrics that measure business development and partner performance and use those metrics to continually refine and optimize partnership offerings.
• Analyze competitive activity and casino market trends to refine partnership strategies.

Cross-Functional Leadership

• Partner closely with Casino Operations, Casino Marketing, Analytics and Loyalty teams to execute partnership strategies.
• Lead cross-functional initiatives that improve partner experience and revenue.

QUALIFICATIONS

• Bachelor's Degree or commensurate experience required.
• 10+ years of progressive leadership experience in casino business development, strategic sales, casino marketing, casino partnerships, or commercial strategy.
• Demonstrated success developing large-scale strategic partnerships that drive measurable revenue growth.
• Experience negotiating commercial agreements with casino operators.
• Deep understanding of casino loyalty programs, player development, customer acquisition strategies, reinvestment models, and casino economics.
• Proven ability to build market expansion strategies supported by financial analysis and measurable business outcomes.
• Drives measurable year over year revenue growth.

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.