Job Abstract

The Director, Human Resources will serve as an HR partner for the Customer Group. This individual will report to the Vice President, Human Resources and is charged with contributing to the development of the talent strategy for the group and executing all ongoing HR processes (i.e., talent acquisition, compensation, development and performance management, engagement, associate relations, and workforce planning) to build organizational capability and meet business goals. The ideal candidate for this role is someone who likes to turn ideas into reality and deliver substantive business impact.

CANDIDATE PROFILE

Education and Experience/Skills Required

• Bachelor’s Degree from an accredited university or college
• 5+ years of relevant professional experience in human resources, organizational capability, human capital consulting or related function, demonstrating progressive career growth and pattern of exceptional performance
• Knowledge of all functional areas of Human Resources (i.e., organizational capability, human capital consulting, workforce planning, or organizational design)
• Proven presentation and facilitation skills
• Thorough understanding of Federal and State employment and labor laws
• Competent relationship, counseling, coaching, and conflict resolution skills
• Strong customer focus
• Experience building and tracking HR metrics/scorecards with high-level proficiency in MS Excel

Experience Preferred

• Advanced degree, in HR Management, Business, or related field of study
• Experience supporting global organizations
• Experience managing organizational transformations
• Experience in a role requiring independent decision-making and management of conflicting priorities in a fast-paced environment
• Outstanding collaboration and project management skills
• Understanding of HR concepts and principles, including sound knowledge of local labor laws and government requirements
• Experience with Oracle HRMS systems and applications
• Approachable and responsive resource able to connect and communicate effectively with associates at all levels

CORE WORK ACTIVITIES

Talent Plan

• Participates in creating the holistic talent plan for assigned organization. Identifies gaps in current talent plan, programs, and tools to develop critical skills and maintain productivity.
• Builds recommendations based on data analyses.
• Leads the implementation of the talent plan (e.g., talent management, leadership effectiveness, diversity and inclusion, culture, compensation structure).
• Partners with organization leaders to create talent movement plans by identifying successors using business insight and data.
• Works with others (e.g., managers, Learning & Development) to ready successors.
• Works collaboratively with Talent Acquisition partners to ensure positions are filled with qualified and diverse candidates in a timely manner; work with hiring managers to ensure that those hired are effective onboarded into the organization. Partners with staffing to develop compensation offers.
• Work with leaders to develop and act on a diversity strategy, including having diverse candidate slates for key jobs and identifying and developing high potential diverse talent.
• Collaborates with compensation organization on job evaluations, market studies needed to reward and retain talent.
• Garner support from appropriate Centers of Excellence, COEs. (e.g., HR COEs, Finance, Legal, etc.) to provide solutions to partners, and in turn, serve as resource and sounding board to COEs in their efforts to build enterprise solutions.
• Facilitate effective and timely completion of core HR programs and processes (e.g., Human Capital Planning, Compensation Planning, Performance Management, Engagement Survey and Action Planning).
• Monitor and manage HR data reporting templates and processes to provide organizational health metrics. Partner with HR leadership to identify the critical data components and build sustainable mechanisms for ongoing tracking and reporting.

Leadership & Team Performance

• Assesses data, interprets information, and presents insights and recommendations on leadership effectiveness and performance to support a high-performance culture through implementation of strategies that drive associate engagement, reinforce company culture, and engender associate commitment.
• Assembles and provides summary status updates and guidance for senior level leadership.
• Conducts one-on-one effectiveness coaching with leaders to improve leadership capability, strengthen company culture, resolve leadership gaps.
• Coaches managers and leaders to facilitate organizational change and model an inclusive environment.
• Identifies where change is needed and contributes to the development of interventions that improve leadership and team performance to achieve strategic objectives.
• Facilitates the leadership capability planning for an assigned organization.
• Executes on strategies and action plans to transform leaders and teams to employ leadership principles.
• Promote efforts improve associate engagement. Identify local workforce issues and recommend strategies and interventions.
• Guide and provide coaching to managers to facilitate performance management, policy adherence and other complex issues.
• Guide and provide coaching to managers to facilitate performance management, policy adherence and other complex issues.
• Answer associate questions, leveraging Corporate HR resources as appropriate, and encourage associates to be familiar with and utilize the self-service resources available to them.
• Identify associate training and development needs and partner with the Learning & Development organization to identify and activate solutions.
• Partners with HR Services team to work through associate relations issues associated with performance, leave, business integrity, terminations, or other associate relations matters.

Organizational Design

• Collaborates with business leaders to interpret business needs and talent priorities.
• Assesses, interprets and presents findings on organizational effectiveness and designs and implements assessments or solutions for an organization.
• Contributes to the design and/or integration of the holistic organizational plan (i.e., talent, structure, culture, process) for assigned organization.
• Partners with leaders to monitor, execute, and continue to evolve and inform the design.
• Contributes to development change management and communication plans in collaboration with communications and organization leaders.

HR Projects & Programs

• Leads the design and implementation of cross-functional projects and programs to deliver high-impact strategic initiatives.
• Partners with COEs to design and implement scalable HR programs and processes.

Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.