Senior Director, Talent Acquisition – Caribbean & Latin America (CALA)

Marriott•Plantation, FL

4d•$146,000 - $254,000

About The Position

The Senior Director, Talent – Caribbean & Latin America (CALA) is Marriott’s senior Talent Acquisition leader for the region, responsible for defining and delivering the talent strategy that supports portfolio growth and business success. This leader serves as a strategic talent advisor to continent leadership, hotel leaders, HR, and business stakeholders, balancing recruiting at scale with proactive pipeline building, leadership capability, and future talent planning. With a talent advisor mentality, the Senior Director builds external networks, maps critical markets and leadership talent, develops relationships before roles open, personally leads key executive and hard-to-fill searches, and strengthens recruiting capability across diverse markets and cultures. Beyond Talent Acquisition, this role offers the opportunity to shape CALA’s broader talent agenda, with potential impact across Talent Management, Talent Strategy, workforce planning, and leadership development.

Requirements

Bachelor’s degree in business, HR, Organizational Design, or related field; master’s degree preferred.
10+ years of progressive Talent Acquisition/recruiting experience, with significant experience leading recruiting teams and strategies.
Demonstrated experience leading Talent Acquisition across multiple countries, markets, or regions.
Proven success recruiting both senior/executive talent and high-volume operational talent.
Significant experience with executive search, headhunting, proactive sourcing, and talent mapping.
Demonstrated ability to influence senior executives and business leaders and operate effectively in a complex, matrixed organization.
Strong understanding of Talent Acquisition technology, analytics, sourcing tools, and emerging recruiting practices.
Experience building or transforming recruiting organizations, processes, capabilities, or operating models.
Fluency in English and Spanish.

Nice To Haves

Talent Acquisition leadership experience within hospitality, luxury, travel, consumer, retail, or another service-intensive industry.
Experience recruiting across both Latin America and the Caribbean.
Previous experience with an executive search firm, recruiting agency, or search practice serving hospitality or consumer-facing organizations, combined with in-house corporate Talent Acquisition experience.
Experience supporting hotel openings, rapid growth, large-scale hiring, or geographically dispersed operations.
Experience partnering with global Talent Acquisition organizations and implementing global recruiting strategies across local markets.
Portuguese language proficiency.
Experience extending beyond Talent Acquisition into Talent Strategy, Talent Management, workforce planning, or leadership development.

Responsibilities

Develop and execute a CALA Talent Acquisition strategy aligned with global talent strategy, business priorities, growth, and workforce needs.
Serve as senior TA advisor to CALA leadership and senior business and HR leaders.
Translate strategy, market conditions, growth, openings, organizational changes, and workforce plans into proactive talent strategies.
Anticipate future talent needs and build pipelines before demand emerges.
Provide leaders with market intelligence on talent availability, compensation, competitive practices, and workforce trends.
Partner with HR and business leaders on workforce planning and critical talent priorities.
Lead and personally engage in critical executive, senior leadership, GM, and hard-to-fill searches across CALA.
Build external talent networks across hospitality and adjacent industries, including luxury, travel, consumer, retail, and service-intensive businesses.
Build proactive talent maps and pipelines for critical leadership and high-demand roles in priority markets.
Develop sourcing strategies beyond traditional postings and applicant-driven recruiting.
Build relationships with passive talent and long-term talent communities for future needs.
Determine when to use internal recruiting, search firms, agencies, or other external talent partners.
Build strong relationships with search firms and recruiting partners to secure high-quality, market-informed support when needed.
Lead and develop the CALA TA organization with clear priorities, expectations, operating rhythms, and accountability.
Ensure recruiting supports both high-volume hiring and targeted leadership and professional recruitment.
Create a culture of speed, quality, proactive sourcing, candidate engagement, partnership, and continuous improvement.
Coach recruiting leaders and recruiters to strengthen consultative, sourcing, assessment, and stakeholder-management capabilities.
Tailor recruiting strategies by market, business need, talent segment, and role criticality.
Equip teams to support openings, growth, transitions, critical vacancies, and other business priorities.
Monitor recruiting performance and act quickly when outcomes, quality, or service levels fall short.
Partner with Global TA to implement and scale global strategies, programs, processes, and capabilities across CALA.
Represent CALA in shaping global recruiting solutions that fit local cultural, regulatory, and market dynamics.
Drive adoption of global recruiting technology, AI capabilities, sourcing tools, assessments, and processes across the continent.
Simplify, automate, standardize, and improve recruiting processes while preserving local-market flexibility.
Partner with Global TA Technology, Operations, Strategy, and Experience to improve the end-to-end recruiting experience.
Champion recruiting innovation and emerging practices that create competitive advantage for Marriott.
Set clear TA performance measures and use data to guide decisions, resources, and outcomes.
Track time to fill, quality of hire, source effectiveness, conversion, pipeline health, satisfaction, productivity, and cost effectiveness.
Use market data and analytics to identify risks, skill shortages, geographic talent challenges, and opportunities.
Build fact-based insights on CALA talent markets to influence business and workforce decisions.
Drive continuous improvement in processes, operating models, sourcing strategies, and resource allocation.
Champion a high-quality candidate experience that reflects Marriott’s brand and resonates in CALA markets.
Partner with Employer Brand and Global TA to strengthen Marriott’s reputation as an employer of choice across CALA.
Build trusted relationships with GMs, senior leaders, HR leaders, and hiring managers throughout the hiring process.
Set consistent expectations for intake, assessment, communication, selection, and offers, with appropriate local flexibility.
Ensure candidates see Marriott as a compelling destination, especially for senior and hard-to-attract talent.
Ensure TA practices comply with country employment laws, Marriott policies, and global recruiting standards.
Partner with HR, Legal, and stakeholders to manage country-specific recruiting requirements and risks.
Establish governance for search firms, vendors, assessments, candidate data, and recruiting practices.
Maintain controls and consistency across markets while recognizing CALA’s regulatory and cultural differences.
Build a high-performing, inclusive, collaborative CALA Talent Acquisition organization.
Attract, retain, and develop strong recruiting talent and future Talent leaders.
Develop recruiters beyond transactional recruiting into strategic sourcing, advisory, executive recruiting, and business partnership.
Build a strong leadership bench and succession pipeline within CALA Talent.
Model Marriott leadership principles and empower teams to take ownership, challenge convention, and deliver results.