Manager, Talent Assessment, Performance,

Job Number 24046927
Job Category Human Resources
Location Marriott International HQ, 7750 Wisconsin Avenue, Bethesda, Maryland, United States VIEW ON MAP
Schedule Full-Time
Located Remotely? N
Relocation? N
Position Type Management
Job Summary

Want to join a team of Industrial/Organizational Psychologists supporting a global organization? This position may be for you. Our team of I/O psychologists work to deliver best-in-class assessment and selection tool, performance management, and talent planning solutions for a diverseglobal workforce in an innovative, dynamic, and complex organization. We also manage a huge job infrastructure database, which includes job mapping as well as job descriptions and job codes. The qualified applicant will work on the Talent Assessment, Performance, and Planning (TAPP) team, primarily focused on the area of selection and assessment, and support the ongoing development and implementation of global talent management programs such as selection assessments and interview guides, analyze and interpret data associated with selection program and tools, be involved in attitudinal and job analytic surveys, perform statistical analyses, and be able to providethought leadership for project and change management efforts in supportof all projects and programs falling under the TAPP team’s responsibility. The scope of this work crosses all Marriott brandsand Continent organizations.Candidate ProfileEducation And Experience

• A PhD degree in Industrial/Organizational Psychology.
• Experience or completion of relevant coursework in areas such as personnel selection, job analysis techniques, competency modeling, change management, performance appraisal, talent planning, survey design, statistical analysis, and employment law relevant to personnel selection and performance evaluation preferred.
• Skilled in MS Office and statistical softwarepackages (e.g., SPSS, R). Expected Contributions
  • Works with internal team members and manages external vendor(s) to develop, implement, and sustain non- management and management talent selection tools, including assessments and interview guides,that support the company’s objectives and identify best talent in a timely, effective, and efficient manner.
  • Participates in the design,development, and deployment of new non-management and management selectionprocesses and assessment tools that align with job analysis results and identify the best talent for the company.
  • Participates in all technology development, testing, and system evaluation.
  • Monitors, troubleshoots, and responds to inquiries in shared assessment-related email inboxes in a timely manner.
  • Coordinates data collection and analysis, development of recommendations and action plans, and providessupport for implementation and ongoing evaluation.
  • Provides ongoing supportand thought leadership to measure impactand drive sustainability of practices.
  • Facilitates the completion of job analysisand transportability studiesto inform the design of new non-management and management talent assessment and development tools.
  • Assists in the delivery,management, and reportingrelated to Marriott’s global interview program.
  • Serves as a subjectmatter expert to support cross-functional teams, including membersfrom HR Centersof Expertise (COEs) such as Talent Acquisition, brand organizations, and operational disciplines to continuously improve the approach to talent selection and development practices.
  • Provides supportfor the development and executionof robust communication, change management, and sustainability plans spanning the full project life cycle to support the effective deployment of new initiatives, processes, and tools.
  • Drives organizational endorsement, user adoption, and optimization throughout the organization.
  • Works with stakeholders to identify and remove barriersto success; and tracks and shares criticalinformation with stakeholders.
  • Serves as a key analyst for selection tool evaluation and reporting by staying up to date on selection and assessment trends and impacts of new technologies (e.g., Artificial Intelligence, Machine Learning) to inform Marriott’s future selection and assessment strategies.
  • Educates HR COE and market leaderson how to maximize hiringtool reporting capabilities to evaluate trendsand translate data into information to support business needs.
  • Provides support to ongoing management of job descriptions and other work related to jobs infrastructure.
    • Provides supportto other talentinitiatives, as assigned.Management CompetenciesLeadership
      • Adaptability – Maintains performance level under pressureor when experiencing changes or challenges in the workplace.
      • Communication – Conveys information and ideas to others in a convincing and engaging mannerthrough a varietyof methods.
      • Problem Solvingand Decision Making - Identifies and understands issues,problems, and opportunities; obtains and compares information from different sourcesto draw conclusions, develops and evaluates alternatives and solutions, solves problems, and chooses a course of action.
      • Professional Demeanor- Exhibits behavioral styles that conveyconfidence and commandrespect from others;makes a good first impression and represents the company in alignment with its values.
      • Strategy Development - Develops business plans by exploring and systematically evaluating opportunities with the greatest potential for producing positiveresults; ensures successful preparation and executionof business plans through effective planning, organizing, and on-going evaluation processes. Managing Execution
        • Building and Contributing to Teams - Participates as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.
        • Strategy Execution – Ensures successful execution across of business plans designed to maximize customer satisfaction, profitability, and market share through effectiveplanning, organizing, and on-going evaluation processes.
        • Driving for Results - Sets high standards of performance for self and/or others; assumes responsibility for work objectives; initiates, focuses,and monitors the efforts of self and/or others toward the accomplishment goals; proactively takes action and goes beyond what is required.
        • Planning and Organizing - Gathers information and resources requiredto set a plan of action for self and/orothers; prioritizes and arranges work requirements to accomplish goals and ensure work is completed. Building Relationships
          • Customer Relationships - Develops and sustains relationships based on an understanding of customer/stakeholder needs and actions consistent with the company’s service standards.
          • Coworker Relationships - Interacts with others in a way that buildsopenness, trust, and confidence in the pursuitof organizational goals and lasting relationships.
          • Global Mindset - Supports employees and business partners with diverse styles, abilities, motivations, and/or cultural perspectives; utilizes differences to drive innovation, engagement and enhancebusiness results; and ensures employees are given the opportunity to contribute to their full potential. Generating Talent And Organizational Capability
            • Organizational Capability - Evaluates and adapts the structure of assignments and work processes to best fit the needs and/or support the goals of an organizational unit.
            • Talent Management - Provides supportand feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives. Learning And Applying Professional Expertise
              • Applied Learning- Seeks and makes the most of learning opportunities to improve performance of self and/orothers.
              • Business Acumen- Understands and utilizes businessinformation to manageeveryday operations and generate innovative solutions to approach business and administrative challenges.
              • Technical Acumen - Understands and utilizes professional skills and knowledgein a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges.
              • Industrial/Organizational Psychology - Applies knowledgeof the principles, standards, codes of conduct,and application of Industrial/Organizational to workforce effectiveness through the design of processes and tools that help organizations hire, develop, manage, and engage employees.
              • Human Resources Reporting and Analytics - Uses HumanResources systems and data to generate reportsand analyses that inform, evaluate or otherwise provide value to the business.
              • Organizational Capability - Creates and executes a strategy to evaluate and adapt the structure of organizational unitsor jobs, as well as business processes that best fit the needs and/or support the goals of an organizational unit.
              • Personnel and Human Resources- Knowledge of principles and procedures for personnel recruitment, selection, training and development, compensation and benefits, labor relations and negotiation, and personnel information systems.
              • Human Resources Systems and Tools- Uses Human Resources systemsand tools (e.g.,web applications, software, surveys) in accordance with company standards and policies as well as industry best practices.
                • Basic Competencies - Fundamental competencies required for accomplishing basic work activities.
                • Basic ComputerSkills - Uses basic computerhardware and software(e.g., personal computers, word processing software, Internet browsers, etc.).
                • Mathematical Reasoning- Adds, subtracts, multiplies, or divides quickly,correctly, and in a way that allows one to solve work-related issues.
                • Oral Comprehension - Listens to and understands information and ideaspresented through spokenwords and sentences.
                • Reading Comprehension – Understands writtensentences and paragraphs in work relateddocuments.
                • Writing - Communicates effectively in writing as appropriate for the needs of the audience.

                  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.
                  
                  Marriott International is the world’s largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed. Be where you can do your best work,​ Begin your purpose, Belong to an amazing global​ team, and Become the best version of you.
                  

                  Source: Hospitality Online

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