Associate Director – Global Change Management & HR Integration

Marriott Vacations Worldwide

About The Position

The Associate Director, Global Change Management & HR Integration is accountable for enterprise-wide HR change strategy, execution, and sustainment—ensuring adoption, value realization, and organizational readiness across complex, multi-year transformations. This role serves as the enterprise owner of HR change and integration, setting standards, governance, and methodologies that enable consistent, scalable execution across people, process, and technology initiatives. The Associate Director partners closely with the HR Executive Leadership Team (HRELT), HR Centers of Expertise (HR COEs), and across business functions (e.g., Finance, Global Technology) to translate business and HR strategy into integrated change and delivery plans. The role oversees a global portfolio of multi-year HR initiatives, providing strategic direction, prioritization, risk management, and expert insight to ensure outcomes are delivered on time, within scope, and aligned to enterprise priorities.

Requirements

BA or BS Degree in Business Administration, Communications, Talent or Organizational Development, Marketing, Human Resources or related field required.
At least 8 years of experience in content, project, resources, change, or program management, including program design and implementation.
Demonstrated ability to develop and implement plans aligned with organizational strategies, delivered within established timelines and budgets.
Proven experience providing consultation to business leaders.
Experience designing, developing, and implementing organizational capability solutions.
Exceptional written and verbal communication; ability to influence stakeholders in written and oral communications.
Excellent active listening skills
Strong consulting skills; proven ability to partner with senior business leaders, including C-suite.
Clearly articulates messages to varied audiences; establishes and maintains strong relationships.
Establishes credibility as a subject matter resource and influences at all levels of the business; fosters trust with diverse stakeholders.
Competencies in evaluating information, initiatives, and strategies through precise measurement techniques.
Forward looking, holistic thinker with strong business acumen.
Highly organized with a natural inclination for planning strategy and tactics.
Strong problem solving and root-cause identification skills.
Effective presentation and facilitation skills required.
Flexible and adaptable; comfortable working in ambiguity; resilient and tenacious
High degree of integrity when handling sensitive information.
Collaborative team player; highly motivated and thrives in a fast-paced, changing environment.

Nice To Haves

Master’s degree in business administration preferred.
Project Manager certification preferred.
Change Management certification preferred.
Prior experience working within Human Resources preferred.
Vacation Ownership/hospitality/lodging industry experience a plus.
Prior experience facilitating and leading large scale, cross-functional and global organizational projects.
Consulting experience a plus.

Responsibilities

Owns the development and execution of enterprise HR change management strategies, leading key enterprise-wide projects and initiatives from both a global change management and project management perspective, in partnership with HR COEs, IT, Finance, Communications, and other business leaders.
Serves as an advisor to the HR Executive Leadership Team (ELT), senior global business leaders, and cross-functional partners on enterprise change, culture, and organizational readiness.
Develops and embeds change management strategies throughout every stage of project execution, including stakeholder alignment, impact analysis, communications, training, and adoption.
Anticipates enterprise change saturation risks and proactively advises HRELT on trade-offs and mitigation strategies.
Champions associate experience improvements through behavior change, engagement strategies, and continuous feedback loops.
Measures, evaluates, and reports on change effectiveness and long-term sustainability.
Provides consultation and coaching to executives and project teams in support of enterprise-wide change initiatives.
Develops and drives adoption of scalable, enterprise-wide change frameworks, methodologies, and toolkits.
Conducts stakeholder assessments, impact analyses, and organizational readiness evaluations.
Oversees execution of project and change management activities across cross-functional teams, ensuring consistency with established plans, tools, and methods.
Partners with the Global Communications COE to integrate HR-specific communication needs into the broader enterprise editorial and communications calendar.
Leads a portfolio of global, multi-year HR initiatives, balancing capacity, dependencies, and enterprise impact.
Owns the approach and execution of the annual HR strategic planning process and aligns annual planning cycles with broader enterprise initiatives and projects while prioritizing initiatives based on business value, readiness, and organizational capacity.
Assesses ongoing cross-team HR projects for feasibility, impact, and resource requirements – both financial and human capital.
Assesses project opportunities and ensures alignment with MVW’s global HR operating model, business priorities, and corporate functional strategies.
Provides integrated executive reporting across initiatives, highlighting risk, adoption health, and realized outcomes.
Works across the enterprise to collect, synthesize, and analyze data from multiple sources to inform perspectives and develop recommendations on complex organizational issues.
Leads HR project management and content teams, setting performance expectations, coaching team members, and ensuring consistent delivery to drive program and project management excellence across initiatives.
Drives adoption and proficiency of complex, multi-year, global, cross-functional modernization initiatives.
Develops and applies a structured approach to program and project management, ensuring initiatives remain within budget, within scope, and on schedule.
Develops and maintains integrated project plans, charters, trackers, governance structures, and success metrics.
Facilitates executive steering committees and governance forums; proactively identifies risks, issues, and mitigation strategies.
Defines, measures, and communicates program and project performance metrics; documents lessons learned following project closeout.
Identifies capability-gaps and project risks and works to develop staffing and external vendor strategies that address risks.