Vice President, Human Resources, Global Technology & Digital
About The Position
The Vice President, Human Resources Partner serves as the senior HR leader and strategic talent advisor for Marriott’s Global Technology and Digital organization. The role partners with executives to align talent, leadership, organization, workforce, and culture strategies with business priorities to drive growth, innovation, organizational effectiveness, and long-term business performance. As Marriott advances its Digital and Technology transformation—including modernizing core platforms, evolving to a product operating model, and scaling data and AI capabilities—the leader shapes the organization, talent, and ways of working needed to deliver it. Supporting a complex global organization, the Vice President translates business strategy into integrated talent solutions that strengthen organizational capability, accelerate transformation, and enable sustainable results. As a trusted advisor to senior leadership, the role brings an associate-centered perspective to executive decision-making, balancing business performance, organizational health, and associate experience. Operating with a high degree of autonomy and accountability, the Vice President leads organization design, workforce strategy, executive talent planning, succession management, leadership effectiveness, and large-scale transformation initiatives. As a member of both the HR Partnership leadership team and the Global Technology and Digital leadership team, this leader shapes business and talent decisions, drives enterprise-wide initiatives, and partners across HR Centers of Expertise to deliver integrated workforce solutions.
Requirements
- Bachelor’s degree from an accredited university.
- 15 years of progressive Human Resources experience with increasing responsibility supporting large, complex, and highly matrixed organizations.
- Demonstrated success developing and executing talent, organization, and workforce strategies that drive measurable business outcomes.
- Deep expertise in organization design, executive coaching, succession planning, talent management, workforce planning, and transformational change.
- Experience influencing executive leaders through periods of growth, change, organizational transformation, and business evolution.
- Ability to balance strategic enterprise thinking with operational execution in a fast-paced environment.
- Proven ability to influence decisions and drive alignment across multiple stakeholders without direct authority.
Nice To Haves
- Experience leading large-scale, global technology organizations with a mix of on-shore, off-shore, and vendor resourcing.
- Experience advising leadership teams through large-scale cloud technology transformation, operating model evolution, or business modernization efforts.
- Experience designing organizations, roles, and career paths for product operating models, including cross-functional product teams and Agile ways of working.
Responsibilities
- Serve as a trusted advisor to the Global Technology and Digital leadership team on organization, leadership, talent, culture, and workforce matters.
- Translate business and organizational priorities into integrated talent, leadership, organizational, and workforce strategies that support business performance and long-term growth.
- Influence executive decision-making using workforce analytics, talent insights, organizational assessments, and consideration of business performance and associate experience.
- Partner with executive leaders to identify and build organizational capabilities needed to advance Marriott’s long-term growth agenda.
- Align business strategy, operating models, leadership capabilities, talent investments, and workforce plans.
- Lead organizational design and operating model initiatives to enhance agility, accountability, collaboration, and business performance.
- Assess organizational structures, roles, decision rights, and workforce deployment, and define solutions aligned with evolving business priorities.
- Guide large-scale transformations resulting from changing technology trends, platforms, and capabilities.
- Lead change, communication, and talent strategies for effective implementation while preserving organizational culture and business continuity.
- Evaluate organizational effectiveness and identify opportunities to improve performance, scalability, and execution.
- Own the Global Technology and Digital organization’s talent strategy, including succession planning, leadership assessment, talent reviews, and high-potential development.
- Partner with leaders to identify, assess, and accelerate critical talent and future leaders.
- Lead succession and talent discussions for key leadership positions and strategically important roles.
- Identify enterprise capability and pipeline gaps and develop strategies to strengthen organizational bench strength.
- Influence enterprise talent investments, leadership development priorities, and workforce strategies to support future growth.
- Coach senior leaders to enhance organizational effectiveness, leadership impact, collaboration, and performance.
- Partner with leaders to create high-performing, inclusive teams and strengthen leadership capabilities for business growth and transformation.
- Foster a culture of accountability, innovation, and continuous development.
- Lead strategic workforce planning to ensure the organization has the capabilities required to achieve future business objectives.
- Assess current and future talent needs and develop plans to address workforce gaps.
- Shape workforce mix across associates, partners, and vendors, and guide global talent location strategy.
- Lead skills-based workforce planning, anticipate how roles will evolve, and develop upskilling and reskilling plans.
- Partner with Compensation, Talent Acquisition, Organizational Capability, and other Centers of Expertise to deliver integrated workforce solutions.
- Recommend workforce investments, organizational efficiency, productivity, and talent deployment approaches.
- Influence annual business planning and workforce investment decisions to ensure talent and capability needs are considered.
- Steward Marriott’s culture and values; monitor engagement, organizational health, talent risks, and cultural indicators, and develop targeted action plans with leaders.
- Champion inclusion, belonging, and leadership behaviors that strengthen Marriott’s culture and employer brand.
- Ensure talent decisions align with business priorities and Marriott’s commitment to associate well-being, development, and performance.
- Contribute as a senior member of the HR Partnerships leadership team and lead enterprise-wide talent, workforce, and organizational initiatives as appropriate.
- Influence Marriott’s enterprise HR strategy and the continued evolution of the HR Partner model.
- Build partnerships across HR Centers of Expertise and business disciplines to drive integrated solutions.
Benefits
- 401(k) plan
- Stock purchase plan
- Discounts at Marriott properties
- Commuter benefits
- Employee assistance plan
- Childcare discounts
- Medical coverage
- Dental coverage
- Vision coverage
- Health care flexible spending account
- Dependent care flexible spending account
- Life insurance
- Disability insurance
- Accident insurance
- Adoption expense reimbursements
- Paid parental leave
- Educational assistance
- Washington employees accrue paid sick leave and 0.077 PTO balance for every hour worked, and are eligible for a minimum of 9 holidays annually.
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What This Job Offers
Job Type
Full-time
Career Level
Executive
