Corporate Bethesda , MD 20810
Senior Director, Brand Talent Consulting
OUR TEAM. The Brand Talent team is a group of strategists who consult on and deliver brand-specific solutions that help our 30 individual brands to build and activate their brand identity and fulfill differentiated service propositions through talent, service and culture.
As a result, our work supports our mission to create raving brand fans for life. We serve as business partners to our brands and are typically the first/central point of contact in identifying potential brand-specific talent and culture solutions, to then serve as a liaison between the brands and the HR organization in bringing the work to life.
Our work is based on the belief that our people are everything and supremely critical to expressing brand identity and fulfilling our brand promises to our customers.
THE ROLE. The Senior Director, Brand Talent Consulting is a key partner to a segment of our brand leaders in identifying needs and bringing solutions to life as they relate to talent, service and culture.
This position reports to the with the Vice President, Brand Talent. Core responsibilities include providing strategic HR consultation to the brands and delivering brand initiatives; managing a portfolio of brand-specific work; acting as a project manager on brand-specific projects and initiatives; and driving strategic planning around brand-specific talent and management needs and monitoring efforts designed to fulfill those needs.
CORE WORK ACTIVITIES
Strategic Consulting. The senior director serves in an internal consulting capacity to an assigned segment of brands by anticipating and identifying HR business opportunities and challenges, to be then met with strategies that align and support the overall growth strategies of brands. This includes translating brand needs into the design and development of unique talent, culture and service solutions.
Managing HR Brand Projects & Initiatives. In addition to providing strategic consultation, senior brand talent team members are responsible for proactively identifying and scoping talent work during business planning and annual budgeting processes.
This is accomplished by reviewing all brand initiatives, identifying HR opportunities, and then coordinating with the various HR COEs for input and cost estimates. As with all efforts, the senior director also has a key role in looking for opportunities to create efficiencies across brands or deliverables. Once scoped, the senior director oversees the effective design and development for HR components of programs. Once developed, the senior director will also ensure successful deployment and implementation of strategies in close partnership and collaboration with other team members (e.g., continents, COEs, brands, operations).
Solutions may span Talent Acquisition, Talent Management, Learning, and Organizational Capability; as such, the senior director is critical in bringing together the relevant HR departments and right resources.
Learning Advisor: As much of brand talents work can be in the learning space, this role is critical in championing learning work with brand stakeholders as well as ensuring alignment on deliverables, progress, and feedback across L+D and brand. This requires a strong partnership with the L+D brand development team to develop learning strategies, scope potential learning work, triage and resolve issues related to L+D directly with brand and L+D stakeholders.
Stakeholder Management: As a senior director, this role requires significant stakeholder management within the Brand organization, HR organization, Global Operations and continent teams.
4-year degree from an accredited university in Business Administration, Marketing, Hotel and Restaurant Management, or related major; 8 years experience in human resources, brand management, business consulting or related professional area OR, an MBA degree from an accredited university; 6 years experience in human resources, brand management, business consulting or related professional area. Lodging/hospitality industry knowledge strongly preferred.
Top candidates will bring a background and prior experiences that reflect strengths in the following competency areas:
Initiates and/or manages the change process and energizes it on an ongoing basis, taking steps to remove barriers or accelerate its pace; serves as role model for how to handle change by maintaining composure and performance level under pressure or when experiencing challenges.
Strategy Development & Execution
Develops business plans by exploring and systematically evaluating opportunities with the greatest potential for producing positive results; ensures successful preparation and execution of business plans through effective planning, organizing, and on-going evaluation processes.
Driving for Results
Sets high standards of performance; assumes responsibility for work objectives; initiates, focuses, and monitors the efforts toward the accomplishment goals; proactively takes action and goes beyond what is required. Strategic Partnerships
Develops collaborative relationships by making individuals feel valued, appreciated, and included; explores partnership opportunities with other people in and outside the organization; influences and leverages relationships to achieve objectives.
Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.