Senior Director, Talent Acquisition Strategy, Product & Experience Design

Marriott•Bethesda, MD

12d•$151,100 - $264,000•Hybrid

About The Position

The Senior Director, Talent Acquisition Strategy, Product & Experience Design leads Marriott’s global Talent Acquisition Experience function. The role translates enterprise priorities into human-centered experiences, business product requirements, and scalable process improvements across the hiring journey. Reporting to the VP, Talent Acquisition Experience, this leader understands the needs of candidates, recruiters, hiring managers, and TA leaders; shapes the business-side product and experience agenda; and partners with TA Technology, Operations, and Global Platform & Enablement to deliver useful, usable, measurable solutions. The role leads global TA strategy and innovation, establishes experience principles, and develops a consistent voice-of-user capability. It applies human-centered design and research to improve end-to-end hiring experiences and processes, while defining product requirements and success measures. The position works with technology, product, HRIS, IT, vendors, TA Operations, and continent TA leaders to shape roadmaps and solutions, without owning technical delivery, recruiting operations, or global rollout and adoption.

Requirements

10+ years of progressive experience across talent acquisition, product management, user experience, service design, HR technology, business transformation, or related disciplines, with global scope.
Demonstrated experience leading an experience, business product, or process-design function and delivering measurable improvements in a complex, matrixed organization.
Practical expertise in human-centered design methods, user research, journey mapping, usability testing, and translating insights into requirements and solutions.
Experience partnering with technology and product teams on enterprise platforms, including ATS, CRM, AI-enabled tools, or adjacent HR systems.
Strong understanding of end-to-end recruiting workflows, process design, and the needs of candidates, recruiters, and hiring managers.
Ability to influence senior stakeholders, navigate competing priorities, and lead cross-functional work without owning all delivery resources.
Strong analytical, facilitation, communication, and people-leadership skills.
Bachelor’s degree in Business, Human Resources, Organizational Design, Human-Computer Interaction, Technology, or a related field.

Nice To Haves

Experience in management consulting or enterprise strategy roles is highly preferred.
Advanced degree preferred.
Global or multi-region experience preferred.

Responsibilities

Partner with the VP, TA Experience, to develop and execute global talent acquisition strategies aligned with workforce planning, business priorities, and future-of-work trends.
Advise senior HR and business leaders on emerging TA practices, market dynamics, and innovation opportunities.
Drive enterprise-wide TA user experience, product, and strategy, supporting global centers of excellence and scalable delivery models.
Build a voice-of-user capability across candidates, recruiters, hiring managers, and TA leaders, translating research and feedback into improvements.
Establish experience principles and design methods to guide solutions across TA touchpoints and regions.
Lead user research, interviews, journey mapping, service blueprinting, persona development, and usability testing to understand end-to-end hiring experiences.
Use human-centered design to identify unmet needs, friction, accessibility considerations, and opportunities to simplify interactions and processes.
Facilitate discovery and co-design with global and continent stakeholders, validating concepts and prototypes with representative users.
Define experience requirements and success criteria for candidate-, recruiter-, and hiring-manager-facing solutions.
Lead redesign and optimization of assigned end-to-end TA processes, balancing experience, efficiency, global standards, and local market needs.
Partner with TA Operations to validate process feasibility, service ownership, controls, and sustainable execution.
Identify opportunities to simplify workflows, reduce manual effort, and improve handoffs through process innovation and appropriate automation.
Document future-state journeys, process requirements, and business outcomes to inform product delivery and implementation.
Own business-side discovery, problem definition, requirements, and experience priorities for assigned TA products and capabilities in partnership with product and technology owners.
Translate user needs and business outcomes into user stories, workflows, acceptance criteria, and prioritized enhancement recommendations.
Partner with TA Technology, HRIS, IT, and vendors on solution options, design decisions, testing, and release readiness; influence technical roadmaps without owning engineering, system administration, architecture, or integration delivery.
Evaluate AI, automation, and digital opportunities based on user value, operational feasibility, responsible use, and measurable impact.
Provide a business and user perspective on product trade-offs, adoption barriers, and opportunities for iterative improvement.
Develop the strategic roadmap for Marriott’s global TA technology ecosystem, including ATS, CRM, AI-enabled tools, and emerging platforms, in partnership with the VP, TA Experience and HR Technology.
Partner with HRIS, IT, and external vendors to evaluate, select, and implement technologies that enhance recruiter, hiring manager, and candidate experiences.
Ensure technology decisions are informed by data, user feedback, and business outcomes.
Work with the Director of Global TA Platform & Enablement to translate experience and product requirements into readiness, implementation, and adoption plans.
Partner with continent TA leaders to surface local needs, test designs, and distinguish global requirements from justified market variations.
Coordinate with TA Technology, Operations, HR partners, and other stakeholders to resolve experience and process dependencies.
Provide recommendations, decision materials, and progress updates to the VP, and elevate enterprise-wide priority, funding, and governance decisions as appropriate.
Define and monitor experience and product measures, including satisfaction, usability, task completion, friction, adoption, and relevant hiring-process outcomes.
Combine qualitative research with operational and platform data to assess whether solutions address intended problems.
Maintain an actionable backlog of experience improvements, test interventions, and share evidence-based recommendations with product, technology, operations, and enablement partners.

Benefits

401(k) plan
Stock purchase plan
Discounts at Marriott properties
Commuter benefits
Employee assistance plan
Childcare discounts
Medical coverage for full-time positions
Dental coverage for full-time positions
Vision coverage for full-time positions
Health care flexible spending account for full-time positions
Dependent care flexible spending account for full-time positions
Life insurance for full-time positions
Disability insurance for full-time positions
Accident insurance for full-time positions
Adoption expense reimbursements for full-time positions
Paid parental leave for full-time positions
Educational assistance for full-time positions
Washington employees accrue paid sick leave and PTO and are eligible for a minimum of 9 holidays annually.