Associate Director, M&S Workforce Planning & Staffing - Pacific

Marriott Vacations Worldwide•San Marcos, CA

2d•Hybrid

About The Position

As a member of the professional staff, this role contributes a high level of specialized knowledge and skill in an area such as Human Resources, to support department and/or function objectives. The Associate Director, M&S Workforce Planning & Staffing reports to the Vice President, Marketing & Sales Development – Americas and supports the M&S organization with the ongoing analysis of data and execution of high-impact decision making related to real-time labor leveling needs. This position provides dedicated planning staffing guidance to M&S leaders across their assigned Marketing and Sales division or region. It also supports targeted recruiting and hiring strategies, especially in high impact markets within their assigned divisions. This position will be based at the MVW Headquarters in Orlando, or at an alternative Corporate or Regional Office or onsite at a M&S operation within their assigned division. The Manager II will be expected to be onsite at their base location or onsite at a M&S location within their assigned division five days per week.

Requirements

Associate degree required.
Minimum of five (5) years of progressive Recruiting/Human Resources experience required, with a preference for Marketing and Sales recruitment.
Minimum of five (5) years of management experience required.
Minimum of four (4) years of relevant staffing or workforce planning experience, preferably within the timeshare industry.
Experience in using social media technology for recruiting (LinkedIn, X, Facebook, Instagram, etc.) required.
Proficient in the mechanics of applicant tracking systems (both hourly and management); computer literate with a sound understanding of databases and supporting systems; proficient in Microsoft Office applications (Outlook, Teams, Word, Excel, SharePoint, etc.).

Nice To Haves

Bachelor’s degree in business management, human resources, or a related field preferred.
Experience directly managing recruiting or multi-site staffing operations is an advantage.
Solid experience using Workday for managing talent pipelines and conducting data analytics an advantage.
Stays current with HR trends and best practices.
Active learner, enhances personal, professional, and business growth through new knowledge and experiences; encourages the organization to learn from other industries' standards and practices.

Responsibilities

Partner with M&S site leadership and use projected / seasonal tour data to ensure each assigned site is efficiently staffed for current and future needs.
Analyze and document real-time productivity data to understand needed pivots in current and upcoming staffing to provide least cost/best available staffing support and ensure staffing timelines meet business needs.
Monitor and drive key staffing metrics including fill rates, gross profit margins, burdened salary costs, and staffing fulfillment.
Monitor recruiting pipeline health and workforce deployment across assigned regions.
Liaise with site M&S leadership to identify retention challenges, improve associate retention, staffing execution, and operational follow-through.
Build and maintain strong client relationships across their assigned region, including regular client contact and service reviews.
Resolve escalations involving staffing delivery, client needs, or workforce issues.
Partner within the M&S Workforce Planning team and with M&S leadership to ensure effective collaboration across regions, and efficient use of staffing and talent pipeline.
Monitor compliance with wage and hour regulations, labor laws, safety requirements, and company policy across all regions; partner with HR and Law as required.
Ensure staffing and ratios meet company standards and regulatory requirements.
Support M&S change-management and sustainment initiatives that support the M&S leadership within their division, driving a system approach to workforce staffing productivity.
Effectively communicates staffing changes with impacted M&S Recruiting team members and M&S leaders.
Provides consulting on process improvement opportunities with all involved stakeholders.
Assist with maintaining M&S talent pipelines in Workday to ensure hires at different levels are available as needed and/or directed by leadership in conjunction with departmental budget.
Assists with department workflow as needed, including onsite and regional recruiting to ensure these pipelines are maintained.
Partners with Human Resources Business Partners (HRBPs) and field Compensation partners to develop competitive and equitable compensation recommendations.
Develops and maintains critical relationships and partnerships with market and regional leadership as well as corporate Centers of Excellence (COEs).
Works directly with MVW Change Management and Global Communications teams to ensure new policies, processes, tools, etc. are communicated to end users accurately and timely.
Consults with Corporate HRBPs and AVP, Talent Acquisition when writing policies and procedures related to M&S workforce planning and staffing.
Coordinates with HR workstreams as needed for planning, design and development of policies and practices.
Ensure compliance with all relevant employment laws and regulations throughout the recruitment process.
Proactively audits internal SLAs for M&S workforce planning and staffing.
Reviews and analyzes customer satisfaction survey results, identifies trends in feedback, and provides follow-up for issue resolution and/or appropriate communication to the businesses.
Stay updated on recruiting industry trends and best practices to continuously improve M&S processes.
Develops operating plans and workable business processes for own department in alignment with function strategy.
Responds to, solves, and makes decisions on business requests that have broader department impact and/or moderate risk.
Presents alternative solutions to business issues by leveraging the broader organization.
Responsible for own work and contributing to team, department and/or business results.
May direct work of non-management staff.
Assists more senior associates in achieving business results by: identifying opportunities to enhance the effectiveness of business processes, providing training and technical guidance to less senior staff, where appropriate, and serving as point-of-contact for problem resolution, participating in setting department operating plans, recognizing and celebrating team successes, achieving results against budget within scope of responsibility.
Demonstrates an awareness of personal strengths and areas for improvement and acts independently to improve and increase skills and knowledge.
Performs other duties as appropriate.