Job Abstract

With a leading portfolio of brands that spans a presence in more than 139 countries, continued growth of its Marriott Bonvoy loyalty program and innovation in technology, real estate development, and talent practices, Marriott is positioned to build upon its foundation of more than 95 years of undeniable success.

Our growth and success are fueled by our talent – and yet this comes at a time when both attracting and retaining talent is as competitive as ever. Marriott has near term organizational priorities to grow great leaders, invest in our associates, and ensure access to opportunity – and the VP, Global Compensation will have principal leadership responsibility and accountability for ensuring the organization is able to effectively design, develop, and execute global compensation programs to attract and retain talent around the world to bring these priorities to life ultimately driving the business forward. This position reports to the Global Officer, Compensation & Benefits and serves as a critical member of the HR leadership team.

In leading the Global Compensation, the VP, Global Compensation will be responsible for defining and continually evolving the compensation strategy for the organization to attract, retain and engage the right talent for the organization. This includes strategic thought leadership, program support and consulting on all areas of compensation including base pay, incentive compensation, pay equity, pay transparency, and recognition programs, while driving adherence to a Total Rewards mindset.

The VP, Global Compensation is expected to be an industry thought leader ensuring the Marriott compensation programs and incentives are recognized globally as being best-in-class, effectively attracting and retaining top talent for the organization. This individual contributes a high level of specialized knowledge, skill, consultative leadership and broad business management to ensure the Global Compensation COE is highly effective in its organizational impact, operational cost management, and alignment to support the company’s growth strategy.

ACCOUNTABILITIES

Key responsibilities include leadership for Global Compensation include the following: management compensation including base salary and incentive compensation, hourly compensation including wage and hourly compliance and wage scale planning, sales incentive compensation, global pay equity, pay transparency, recognition programs, and compensation cycles processes and operations. The VP, Global Compensation will partner with our Continent Chief Human Resource Officers to understand their priorities, provide a global compensation framework and identify global efficiencies and synergies. Additionally, compensation leaders based in continent will have a dotted line reporting relationship to this leader to ensure continued alignment.

The VP, Global Compensation has ownership and accountability for:

• Driving a culture of performance through the relentless pursuit of quality and operational excellence balanced with innovation in order to continually elevate and evolve the Compensation function to meet the enterprise’s talent attraction and retention needs now and into the future.
• Optimization and management of relationships with external partners (technology and services) that support meeting Marriott’s compensation priorities and needs.
• Driving all global compensation operations including compensation processes and consulting support
• Driving thought leadership for and adoption of best-in-class compensation practices globally
• Global pay equity and pay transparency strategy, compliance, and reporting.

Some of the role’s near-term priorities include the following:

• Continue the evolution of Marriott’s compensation strategy to compete in a highly competitive labor market while maintaining internal equity and external market competitiveness. Coordinating with leaders across the business including finance as well as external stakeholders to monitor and manage costs. Ensure the company adopts a fully encompassing and broad range of impactful compensation attraction and retention solutions that connect compensation strategy with business strategy. Provide leadership for teams and external partners who design and deliver targeted compensation strategy across all parts of the business.
• Drive performance of the compensation function, processes and tools globally leveraging:
  • Analytics and metrics to influence program direction and monitor business impact and effectiveness.
  • A deep understanding of capacity and goal management across all functional areas of the internal team and external partners.
  • Effective management of global compensation operations and compensation cycles
  • Exploration and implementation of emerging compensation analytics and data technologies
  • Data analytics in compensation to blend cost to drive decisions with a data driven approach to compensation.
• Global pay equity and pay transparency strategy, compliance, and reporting
• Ultimate accountability for setting the strategic direction for the integration and management of various funding sources across continents, disciplines and brands to ensure investments in compensation operations, technology and programs are aligned with business objectives, demonstrating value and impact.

CANDIDATE PROFILE

EDUCATION and Experience

• Bachelor’s degree required. Master’s degree preferred.
• Minimum 15+ years of experience in Human Resources and/or compensation consulting experience with progressively expanding responsibilities required. 5 years or more in a senior global compensation leadership capacity.
• Advanced systems knowledge in the following: Oracle Human Capital Management (HCM) and Incentive Compensation, Microsoft Office, including Excel, PowerPoint, and enterprise systems.

In addition to the education and experience above, the ideal candidate will be a dynamic leader with strong business acumen, strategic insight, analytical abilities, sound judgment and in-depth executive experience in HR and business. The ideal candidate will have proven and impactful experience in the following:

• Demonstrated experience in senior leadership level conceptualizing and designing base pay and incentive programs, plans and infrastructure in a large, complex growth organization.
• Reputation as a thought leader in the compensation profession is desired, as the right candidate will have relationships in the compensation external marketplace and understand current and emerging compensation trends.
• Data analytics in compensation. Demonstrated ability to manage and pull insights from large sets of data for decision making. The right candidate will have deep experience in blending cost and external competitiveness to drive deployment decisions and necessary adjustments across all departments served with a data driven approach to compensation.
  

COMPETENCIES

• Exceptional executive presence
• Experience managing a P+L that reflects business and financial acumen
• Ability to influence others and build sponsorship for key initiatives
• Ability to implement change and accountability
• Ability to think strategically and operationalize into goals and objectives
• Exceptional verbal and written communication skills
• Ability to build relationships across a diverse work environment to include a broad group of stakeholders
• Understands and effectively manages in a virtual work environment
• Comfortable with complexity, ambiguity and change
• Demonstrated ability to operate effectively in a matrixed structure
• Strong business operations and management skills
• Strong consulting skills and ability to interface with senior business leaders
• Strong measurement and analytical skills
• Strong collaboration skills
• Ability to deliver results
• Ability to establish credibility necessary to influence at all organizational levels
• Demonstrated business integrity

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.