Senior Director, Global Talent Development Consultant

3 weeks ago

Bethesda, United States Marriott International Full time
JOB SUMMARY

Senior Director, Performance Advisory (Talent Development Consultant)

OVERVIEW

Our Team.  The Performance Advisory team at Marriott International is a group of strategists who consult on and deliver talent solutions that fuel business performance though people. Our work is based on the belief that our talent is key to driving business outcomes and impact – whether in our hotels, regional teams, or our global headquarters – and that there are always opportunities for individuals to level up, grow and evolve to achieve on behalf of the business and to fulfill oneself personally. 

The Role.  The Senior Director, Performance Advisory isa key partner to discipline leaders in the Revenue + Technology Group including Distribution, Sales, Revenue Management, and the Customer Engagement Centers (CEC) as well as the Customer Group, including Marketing, Loyalty, Global Design, and Customer Experience.

Our Performance Advisors provide a full range of professional consulting activities from relationship management with discipline leaders to providing thought leadership, and developing and delivering meaningful talent solutions that support the achievement of desired human capital performance outcomes and business results. 

All of this is accomplished through effective leadership and executive presence, clear and persuasive communication skills, and strong project management skills. Individuals who thrive in the Performance Advisor role appreciate a fast-paced, project-driven organization where they can flex their strategic and innovative thinking, all the while being an agile learner themselves to continually develop solutions to challenges and/or create something entirely new.

ROLE DETAILS

Building Business Relationships

Being an effective thought partner and subject matter expert on talent solutions is priority number one for this role – however, effectiveness in this capacity is only possible through quality relationships with the Performance Advisor’s client groups, Learning + Development and Human Resources. To achieve these relationships, it requires methodical analysis and evaluation of client needs and data, a solid understanding of business priorities and organizational dynamics, a proactive approach that looks both near-term and long-term on behalf of the client and consistent delivery over and above client expectations. Performance Advisors are also expected to establish credibility and influence a wide range of leaders and cross-functional work teams to achieve results. 

Managing Portfolios & Priorities

On behalf of the Performance Advisor’s client groups, the senior director partners with stakeholders and across the Talent Development team to define strategies, project plans and create business cases for investment in learning and talent development solutions. This also means having a proactive approach to owning the development and evolution of talent development roadmaps and plans to ensure we continually prioritize the most critical business performance needs, and that existing solutions meet those needs. Portfolio management also entails consultation on business and discipline initiatives to connect initiatives in other parts of the organization with similar goals, and alignment with other talent and technology roadmaps. 

Project Leadership

On a day-to-day basis, the Senior Director serves as a key point of contact for their client organization with responsibility and accountability for managing the end-to-end processes in support of developing learning and talent development programs and solutions. This includes project scoping and partnering with supporting teams for the design, development, delivery, measurement, and sustainment of solutions. Through project leadership, Performance Advisors can infuse innovation and creativity into the solutions being crafted, and ensure the best possible solutions are brought to life. 

CANDIDATE PROFILE

Education and Experience 

4-year degree from an accredited university in Business Administration or related major; 10 years of experience in the areas of human capital consulting, organizational development, or learning and development, demonstrating progressive career growth and a pattern of exceptional performance.

OR

MBA degree from an accredited university; 6 years’ experience in human capital consulting, organizational development, learning and development, or related professional area. 

Additional Requirements.  Successful candidates must have:

A proven track record consulting to business leaders and designing, developing, and implementing high impact talent development solutions. Prior experience leading or partnering in the development and implementation of multi-year strategic plans. Experience leading organizational change initiatives. Skilled at converting business needs into talent solutions and managing the execution of those projects. 

CRITICAL COMPETENCIES

Leadership

Strategy Development - 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. Managing Change -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. Problem Solving and Decision Making - Identifies and understands issues, problems, and opportunities; obtains and compares information from different sources to draw conclusions, develops and evaluates alternatives and solutions, solves problems, and chooses a course of action.


Managing Execution

Strategy Execution – Ensures successful execution across of business plans designed to maximize customer satisfaction, profitability, and market share through effective planning, 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.


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. Strategic Partnerships -Develops collaborative relationships with fellow employees and business partners by making them feel valued, appreciated, and included explores partnership opportunities with other people in and outside the organization; influences and leverages corporate and continental shared services and/or discipline leaders (., HR, Sales & Marketing, Finance, Revenue Management) to achieve objectives.


Learning and Applying Professional Expertise

Continuous Learning - Actively identifies new areas for learning; regularly creates and takes advantage of learning opportunities; uses newly gained knowledge and skill on the job and learns through their application. Business Acumen - Understands and utilizes business information to manage everyday operations and generate innovative solutions to approach business and administrative challenges.

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.

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