Director - Compensation

JOB SUMMARY

As an integral part of the Global Compensation team, the Director, Compensation position provides support for the entire Global Compensation team. The candidate will be responsible for the team which drives Marriott’s pay philosophy, market data strategy and data analytics, job code structure and architecture, pay transparency/equity programs, and annual rewards budgets. The director will also partner with other key Total Rewards and Global Compensation stakeholders in including the compensation consulting, system, and international teams as well as other key HR teams such as HR tech teams and HR compliance teams, as well external venders. This leader will help ensure Marriott continues to pay competitively and must have strong acumen for global compensation cost structure and oversight, including base and bonus programs and have experience leading teams, complex programs, and special project initiatives. 

 

CANDIDATE PROFILE 

Education and Experience 

• Bachelor’s Degree, from an accredited university and 10 years of solid, progressive total rewards analysis, design and administration experience including compliance with relevant state and federal laws. 
• Excellent written and verbal communication skills required.
• Demonstrated experience interacting effectively as a team member/consultant with all levels of associates including senior leadership and external venders.
• Ability to perform independently under limited supervision.
• Experience leading teams and global rewards programs and initiatives.
• Proven ability to independently identify and analyze problems/issues, assess risk, evaluate alternative potential solutions and recommend and influence a course of action.
• Strong MS Office skills including Word and Excel are required.

 

CORE WORK ACTIVITIES

Managing Work, Projects, and Policies 

• Working independently and leading team to deliver on organization objectives. 
•   Responsible for contributing to team’s market data strategy, vender relations, and creation of annual market structures
•   Streamlining and redesigning job code structure and processes  
• Driving budgets for annual compensation cycle budgets and supporting cycle activities 
• Perform complex quantitative and qualitative analysis of Total Rewards, special projects, and business impacts 
• Provide technical data analytics support for larger compensation data projects. Project work will require a practical working knowledge of statistical techniques and data-mining related processes. This could include work surrounding analysis of drivers of pay, interpreting, implementing and communicating the results of statistical models
• Support pay transparency and pay equity strategy, analysis, and compliance requires, explore new tools and processes to streamline efforts.
• Support broader function regarding management and non-management compensation issues, job evaluation, salary analysis, data trends.
• Prepare recommendations/options and present to Total Rewards and HR Leaders/Partners and helps team identifies issues which may evolve to be broader projects, such as those with an enterprise-wide scope. 
• Identify areas of opportunity to minimize manual efforts, leverage automation and technology, simplify and streamline processes.
• Independently Identifies and surfaces issues and provides consultation as to resolution during all areas of work.  Analyze, solution and resolve complex issues and partner with manager on issues that may result in broader projects.
• Responsible for own work and assists in contributing to team, department and/or business results. 

 

 

MANAGEMENT COMPETENCIES 

Leadership

• Adaptability - Maintains performance level under pressure or when experiencing changes or challenges in the workplace.
• Communication - Conveys information and ideas to others in a convincing and engaging manner through a variety of methods.
• Problem Solving and Decision Making - Identifies and understands issues, problems, and opportunities; obtains and compares information from different sources to draw conclusions, develops and evaluates alternatives and solutions, solves problems, and chooses a course of action.
• Professional Demeanor - Exhibits behavioral styles that convey confidence and command respect from others; makes a good first impression and represents the company in alignment with its values. 
• Communication – Ability to communicate and influence cross functional teams, leadership, and associates across the various global operations