Specific Job Summary
The Senior Director of Human Resources will report directly to the ADHR Spain and will be an integral member of the properties’ leadership teams (e.g., Executive Committee, Guidance Team). As a member of the Human Resources organization, he/she contributes a high level of human resource generalist knowledge and expertise for more than one property/site. He/she will be accountable for talent acquisition, compensation, succession/workforce planning, performance management and development for property employees, using technology efficiently, and coaching/developing others to help influence and execute brand/business service strategy/initiatives and business objectives in the most efficient manner. The successful candidate will demonstrate exceptional strategic HR leadership, leveraging deep business acumen to influence and guide senior stakeholders. They will play a pivotal role in leading change management initiatives, fostering a culture of agility and innovation, and ensuring the organization is equipped to meet evolving business needs.
Expected Contributions
- Develops operating plans and workable business processes for own departments in alignment with function strategy.
- Contributes to team, department and/or business results by performing more complex quantitative and qualitative analysis for business processes and/or projects.
- Responds to, solves and makes decisions on complex/non-routine business requests with limited to moderate risk. Presents alternative solutions to business issues by leveraging the broader organization.
- Works to enhance the organization’s capabilities through effective staffing and development of others by:
- Anticipating staffing requirements by comparing business needs with strengths and weaknesses of existing staff.
- coaching own team to collaborate with others.
- using appropriate MVW interviewing tools to hire the best people available from inside or outside.
- establishing goals and delegating tasks appropriately.
- providing timely coaching and feedback
- making and rewarding distinctions in performance.
- engaging in progressive disciplinary processes, when appropriate.
- Assists more senior associates in achieving business results by:
- identifying opportunities to enhance the effectiveness of business processes.
- providing training and technical guidance to less senior staff, where appropriate, and serving as point-of-contact for problem resolution.
- participating in setting department operating plans.
- recognising and celebrating team successes.
- achieving results against budget within scope of responsibility.
- Demonstrates an awareness of personal strengths and areas for improvement and acts independently to improve and increase skills and knowledge.
- Performs other duties as appropriate.
Core Work Activities
Leading and Managing Human Resources Strategy
- Enhances the effective execution of the Human Resources Business Plan within multiple units by facilitating communication, collaboration of efforts and sharing expertise.
- Delivers sound results by coordinating implementations, tracking results, problem solving, and leveraging efforts across units wherever possible.
- Coordinates strategies across units to ensure cohesiveness and consistency.
- Drives efforts to improve operational efficiencies across properties.
- Translates business priorities into property Human Resources strategies, plans and actions.
- Partners with Regional Senior Director of Human Resources to ensure that property Human Resources strategies, plans and actions are in alignment with regional Human Resources strategies and the overall strategic Human Resources framework for the organization.
- Leads the planning, evaluation, resourcing, and follow-up of Engagement Survey (ES) related activities; in collaboration with the appropriate business and discipline partners.
- Champions and builds the talent management ranks in support of Property and Region diversity strategy.
- Serves as key change manager for initiatives that have high employee impact.
- Monitors effective use of systems by property managers and employees.
- Creates value through proactive approaches that will affect performance outcome or control cost.
- Coordinates and participates in succession planning activities in the market, as appropriate.
- Leads implementation and sustainability of Human Resources initiatives.
- Develops, plans and carries out all local policies and procedures relating to all phases of human resources.
- Remains current with new labour legislation, court decisions, 3rd party relationships and government regulations in order to keep abreast of legal developments.
Managing the Staffing and Recruiting Process
- Partners with property management to hire and train Human Resources staff members who demonstrate strong functional expertise, creativity and leadership to meet the associate relations needs of the property.
- Serves as coach and expert facilitator of selection process and interviewing procedures.
- Surfaces opportunities optimize Talent Acquisition work processes.
- Analyzes open positions to balance the development of existing talent and business needs.
- Makes decisions to manage the talent pipeline at the property/site.
- Develops staffing strategy (in collaboration with hiring manager) relating to hiring practices; consults with hiring manager on compensation, benefits, etc.
- Develops, implements and maintains new outreach and recruiting efforts with local organizations.
- Analyzes and reviews statistical data and reports to identify and determine causes of turnover and retention, and develops recommendations/improvements to management, as well as improvements to employment policies, processes and practices.
- Coordinates and implements employment advertising, the use of temporary/placement agencies, job fairs and the associate referral program.
Overseeing Benefits Education and Administration
- Leads the planning of the total compensation strategy.
- Champions the communication and proper use of total compensation systems, tools, programs, policies, etc.
- Participates in internal equity analysis; reviews internal equity reports and surface issues that need a resolution.
- Manages and administers the establishment of benefit programs at the site level.
- Provides liaison and consulting services to all levels of management and associates interpreting and defining established policies and procedures.
- Ensures knowledge and accurate information is being provided by HR staff to all associate benefit questions and issues, in a timely manner
Managing Employee Compensation Strategy
- Prepares, analyses and distributes and acts on results of Internal Equity and Comp Ratio reports.
- Demonstrates ability to design and manage:
- Salary structures, job architecture and grading systems.
- Variable pay and incentive schemes (STI/LTI).
- Compensation benchmarking and market analysis.
- Personnel cost budgeting, cost reduction strategies, and payroll governance.
- Skilled in analyzing compensation gaps, pay equity, and financial impacts of HR decisions.
- Documents and provides input to any out of guidelines management compensation adjustments for regional approval.
- Drives implementation of total compensation management packages/offers, particularly recognition and incentive programs directed towards property priorities.
- Keeps current and knowledgeable in the internal and external compensation and work competitive environments.
- Develops, manages and administers management compensation programs within and as established by Division Compensation. Will consult with Division Compensation team accordingly.
- Advises and recommends to all levels of management appropriate compensation actions/adjustments to attract, retain and motivate employees.
- Manage on site associate rewards and recognition programs.
- Reviews adherence to the local laws on Compensation & Benefits.
- Participates in compensation surveys to determine company’s market relationship for all site based positions.
- Manages, implements and processes pay administration guidelines, including annual performance/merit increase guidelines.
- Audits payroll activities, as necessary, to ensure compliance with policies and procedures.
Managing Staff Development Activities
- Ensures completion of the duties and responsibilities of the properties’ Human Resources staff members, as outlined in applicable job description(s).
- Ensures property/site Human Resources staff is properly trained in all employee-related human resource technology, process, and policy to appropriately respond to employee inquiries and anticipate employee needs.
- Serves as resource to property/site Human Resources staff on employee relations questions and issues.
- Experience developing:
- Establishes talent review frameworks and succession planning models.
- Manages performance management systems and leadership development programs.
- Ensures employee engagement and implements retention strategies, including turnover reduction initiatives.
Leadership & Behavioral Competencies
- Highly skilled in stakeholder management, fostering strong connections and collaborative partnerships with Directors, GMs, and leaders across functions to drive shared outcomes.
- Ability to influence and guide decision-making across HR, Finance, and Operations in a matrix environment.
- Resilient, adaptable, and solutions-oriented mindset with strong execution capability.
- High emotional intelligence with a collaborative and coaching-oriented leadership style.
- Ability to navigate complex environments, manage ambiguity, and maintain consistency across multiple sites and teams.
- Experience representing HR in executive committees or senior leadership forums.
- Demonstrated capability improving employee relations in unionized or regulated environments.
Candidate Profile:
Qualifications & Experience:
- Bachelor’s degree in Human Resources, Law, Psychology, or related field.
- Strong academic foundation enabling operational HR excellence and strategic decision-making.
- Professional training or certification in Compensation methodologies, Talent Management frameworks or HR Analytics.
- Minimum 7 years of progressive HR experience, with at least 5 years at management level preferably managing multi-property HR operations, ideally within unionized settings.
- Demonstrated success in leading HR strategy and organizational change in high-performance environments.
- Deep understanding of Spanish labour law, employment practices, compensation, and cultural dynamics.
- Strong analytical capability, preferably with experience using BI tools and data-driven HR KPIs.
- Proven ability to lead cross-functional teams and influence at all levels of the organization.
- Spanish and English proficiency.
Overview Management Competencies:
Leadership
- Professional Demeanour - Exhibiting behavioural styles that convey confidence and command respect from others; making a good first impression and representing the business in alignment with its values.
- Problem Solving and Decision Making - Identifying and understanding issues, problems, and opportunities; obtaining and comparing information from different sources to draw conclusions, develop and evaluate alternatives and solutions, solve problems, and choose a course of action.
- Communication - Conveying information and ideas to others in a convincing and engaging manner through a variety of methods. Strong public presentation skills.
- Adaptability - Maintaining performance level under pressure or when experiencing changes or challenges in the workplace.
Managing Execution
- Planning and Organizing - Gathering information and resources required to set a plan of action for self and/or others; prioritizing and arranging work requirements to accomplish goals and ensure work is completed.
- Driving for Results - Setting high standards of performance for self and/or others; assuming responsibility for work objectives; initiating, focusing, and monitoring the efforts of self and/or others toward the accomplishment goals; proactively taking action and going beyond what is required
- Building and Contributing to Teams - Leading and participating as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.
Building Relationships
- Coworker Relationships - Interacting with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.
- Customer Relationships - Developing and sustaining relationships based on an understanding of customer needs and actions consistent with business service standards.
- Fostering Inclusion - Supporting associates with diverse styles, abilities, motivations, and/or cultural perspectives; leveraging personal differences to achieve objectives; and promoting a work environment where all associates are given the opportunity to contribute to their full potential.
Generating Talent and Organizational Capability
- Talent Management - Providing guidance and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.
- Organizational Capability - Evaluating and adapting the structure of organizational units, jobs, and work processes to best fit the needs and/or support the goals of an organizational unit.
Learning and Applying Personal Expertise
- Applied Learning - Seeking and making the most of learning opportunities to improve performance of self and/or others.
- Technical Acumen - Understanding and utilizing professional skills and knowledge in a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges
o Personnel and Human Resources — Knowledge of principles and procedures for personnel recruitment, selection, training and development, compensation and benefits, labour relations and negotiation, and personnel information systems.
o Compensation and Benefits - The knowledge of principles, regulatory laws, and application of human resources compensation and benefit methods, including workers compensation and work accident procedures.
o EEO - Knowledge of federal, state, and local laws and regulations that affect employment. This includes the ability to administer and monitor Affirmative Action programs and analyzing diversity reports.
o Employee Relations - Knowledge of the broad range of relationships that could impact an employee, employer, or applicant. This includes knowledge of federal and state laws, company policies and practices, and ethical obligations to investigate, evaluate, and recommend an appropriate resolution to an employee or labour relations complaint.
o Recruitment and Hiring - Ability to recruit, interview, and hire qualified candidates. This includes knowledge of best practices for each stage of the selection system.
o Training - The ability to perform training needs assessment analysis, develop training programs, and effectively delivering training modules to employees.
o Payroll - Knowledge of principles and application of human resources hourly and management payroll methods and practices.
o Education and Training - Knowledge of principles and methods for curriculum and training design, teaching and instruction for individuals and groups, and the measurement of training effects.
- Business Acumen - Understanding and utilizing business information (e.g., data used in the Balanced Scorecard related to Employee Engagement, Guest Satisfaction, and Property Financial Performance) to manage everyday operations and generate innovative solutions to approach business and administrative challenges
o Applied Business Knowledge - Evaluates market conditions, organizational objectives, and important aspects of the business to accurately diagnose market opportunities and threats; anticipates opportunities and threats, identify issues, and develop strategies and plans. Aligning individual and team actions with strategies and plans to drive business results.
o Management of Capital Resources - Determines the appropriate allocation of money used to accomplish work goals, and submits expenses according to guidelines; appropriately utilizes and maintains equipment, facilities, and materials needed to perform work activities.
o Administration and Management - Understands and applies the business and management information involved in strategic planning, resource allocation, human resources modelling, leadership techniques, production methods, and coordination of people and resources.
- Basic Competencies - Fundamental competencies required for accomplishing basic work activities.
o Basic Computer Skills - Using basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).
o Mathematical Reasoning - The ability to add, subtract, multiply, or divide quickly, correctly, and in a way that allows one to solve work-related issues.
o Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
o Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
o Writing - Communicating effectively in writing as appropriate for the needs of the audience.
Key Competencies Senior Director Role CDS :
- Strategic Thinking with Operational Execution
Ability to translate long-term business goals into actionable HR strategies, balancing visionary leadership with hands-on operational delivery across diverse property portfolios. - Change Leadership & Organizational Development
Proven capability to lead complex change initiatives, drive cultural transformation, and implement organizational development programs that enhance agility, performance, and employee engagement. - Stakeholder Management & Influencing
Skilled in building trusted relationships with senior leaders, works councils, and union representatives; adept at influencing decision-making and aligning HR initiatives with business priorities. - Innovation & Program Implementation
Demonstrated success in designing and executing innovative HR programs from concept to completion, fostering continuous improvement and operational excellence. - Cultural Sensitivity & Adaptability
Deep understanding of cross-cultural dynamics, particularly within the Spanish labor context; able to tailor HR strategies to local needs while maintaining global consistency. - Data-Driven Decision Making
Strong analytical skills with the ability to leverage HR metrics and workforce analytics to inform strategic decisions, measure impact, and drive performance outcomes. - Business Acumen
Ability to translate business needs into effective HR solutions.
Marriott Vacations Worldwide is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.
