FLEX Director, Organizational Capability

Marriott•Bethesda, MD

2d•$61 - $87•Hybrid

About The Position

The FLEX Director, Organizational Capability (OC) is responsible for building business capabilities in the areas of organizational and process design, team effectiveness, and organizational activation. The FLEX Director’s work is focused broadly on strengthening alignment between business priorities and organizational strategy and activation (structure, processes, systems, talent, change, culture, etc.). Through specific expertise in these efforts, the FLEX Director, Organizational Capability, works to ensure Marriott International (Marriott) optimizes its return on human capital investments through a high performing organization. The FLEX Director, Organizational Capability provides support to senior business leaders across the enterprise and liaises closely with SR HR Partners and representatives of Marriott’s Change & Communications, Learning, and Talent Acquisition organizations to bring these organizational capabilities to life.

Requirements

Bachelor of Arts or Sciences in Organizational Development, Human Resources, Business Management, Psychology, or Related Field
7+ years of experience in supporting or leading organizational effectiveness and process design engagements
Proven track record partnering with business leaders to design and execute high impact organizational solutions in large, complex organizations
Demonstrated ability to lead and influence a wide range of cross-functional work teams and leaders within a matrixed organization.
Strong autonomy and ability to advance complex and ambiguous work with considerable independence.
Advanced communication skills, including presentation development and delivery for senior-level audiences.

Nice To Haves

Graduate degree, MS/MBA (or equivalent) in Organizational Development, Human Resources, Business Management, Psychology, or Related Field
Hospitality/Lodging industry experience
Familiarity with the Product Operating Model, including its core principles and the organizational components needed for it to succeed in practice
Sound quantitative skill set and comfort with data analysis/interpretation

Responsibilities

Facilitation of strategic vision-setting with senior executives to include definition of KPIs and design principles to guide work
Conducting external benchmarking to inform future state organizational or operating model design/enhancements
Establishing current state organizational baseline, including (but not limited to) headcount, staffing mix, technology, decisioning protocols, and task breakdowns by role
Mapping key functions within the future state organization and validating their suitability to purpose through comprehension capability decomposition
Establishing an interaction model between these functions to promote overall organizational efficiency
Designing organizations within each function, including leadership structures, spans, layers, and rationalized roles/responsibilities
Conducting technical assessments to determine where systems and technology (including AI) needs exist
Collaborating with Change & Communications, Learning & Development, and Talent Acquisition to define current state readiness versus further state need—building a comprehensive activation plan
Developing organizational capability tools, templates and methods to implement initiatives as well as educate business leaders on organizational capability and change management concepts and approaches.
Consulting with Sr. Executive stakeholders to translate business needs into organizational implications.
Providing end-to-end client management of organizational capability efforts/transformations, including status tracking, progress reporting, budget management, and developing of senior executive briefing materials.
Supporting business needs as an organizational subject matter expert including developing and implementing high quality, cost-effective organizational programs and services.
Accessing and synthesizing data from a variety of sources to formulate informed viewpoints on organizational issues.
Seeking opportunities to leverage knowledge, resources and work activities across the OC COE and other MI departments/divisions.
Coordinating activities of outside trainers and consultants, as required.