Position Summary
The Vice President Human Resources (the "VPHR") has the responsibility for developing human resources programs, processes, and initiatives in alignment with strategic operating plans and priorities. The position has responsibility and oversight for the Human Resources business partnership with leaders in their assigned scope of responsibilities. The VPHR partners with HR Centers of Expertise (COE) and HR Provider(s) to support the achievement of business and human resource objectives, as well as contribute significantly in all aspects of strategic business and HR leadership.
The incumbent acts as HR Consultant for HR and business leadership, establishing appropriate business guidelines in alignment with the HR Executive Leadership Team, and works with considerable independence to ensure the achievement of business and human resource objectives, including but not limited to developing operating plans and related operational processes. The VPHR will leverage all aspects Human Resources (HR) including HR Shared Services, Talent Management, Organizational Capability, Strategic HR Leadership and HR Systems Management in support of delivering strategic success.
Reporting to VP Human Resources – North America, the VP Human Resources (VPHR) provides strategic Human Resources Business Partner leadership to assigned regions within its scope of responsibility, and travel between 20-40% to meet deliverables.
Expected Contributions
HRBP Partnership
- Provide strategic HR partnership and HR lead strategies for assigned scope of responsibility.
- Builds and maintains effective working relationships with leaders and employees to provide guidance and counsel on a variety of strategic HR and business-related issues.
- Influence and guide client groups through developing partnerships to support achieving business objectives within the assigned scope of responsibility.
- Partner with the Associate Relations Team to ensure the effective management and resolution associate relations issues.
- Review the outcome of investigations conducted for GFT and BIL matters, to ensure the reviews conducted are effective, thorough and objective.
- Maintains in-depth knowledge of compliance requirements related to day-to-day management of employees, ensuring regulatory compliance. Partners with the HR Compliance team and / or MVW Legal department as needed/required.
- Partners with Associate Relations team and leadership foster a positive work environment, build morale, and increase productivity and retention.
- Consults on HR policy guidance and interpretation.
- Provides counsel and drive strategy around workforce planning and organizational design.
- Ensures the achievement of human resource targets in support the company’s balanced scorecard goals.
- Foster continuous improvements in the HR organization by analyzing processes, monitoring effectiveness, and leading identified changes/enhancements.
- Partners with the COE on the identification, placement, development, and retention of high-performing talent.
- Provides consultation/coaching/training to managers on performance, talent development, and associate relations.
- Partners with the COE to drive talent and performance management guidance (coaching, mentoring, counseling, career development, disciplinary actions).
- Implements HR best practices for key HR processes including performance management, compensation planning, workforce/capability planning, and talent management.
- Accesses talent opportunities and performance gaps; oversee talent planning, talent reviews, talent development, and succession planning for assigned business groups.
- Identifies training/coaching/mentoring needs for departments, managers and employees
- Partners with other HR team members (International HR, Immigration, Payroll) acting as a point of contact and liaison with supported groups to deliver robust HR services.
- Provides project management expertise through the initiation, management and driving of strategic projects and initiatives and change management.
- Participates in assigned business groups operational meetings, business reviews, and team building.
- Act as an advisor on HR issues to management of assigned business groups.
- Handle other projects, duties and responsibilities as assigned.
Talent Acquisition
In partnership with the MVW Corporate Talent Acquisition COE Team:
- Review the proposed best, high-level strategic approach for recruiting activities.
- Collaborate / review on the workforce planning strategy for key positions (e.g. GMs/PDs/ DOOs/DOS), top talent, hard to fill / specialist positions.
Talent Management
Collaborate with the MVW Corporate Talent Management COE Team to:
- Align the strategic planning of leadership talent development, performance management, career coaching, and talent review processes.
- Execute the Talent Management strategy for the enterprise, tailoring the strategy to meet the business needs.
- Provide feedback on the new hire orientation process, and review reporting as outlined in the HR Report & Trend Analytics Request Grid.
- Provide job performance development and career guidance, e.g., coaching, mentoring, etc., to corporate, regional, and on-site/property leaders. Promote the use of available on-the-job training resources for associates; supervise on-going training initiatives and conducts training when appropriate.
- Collaborate with business leaders on the completion of the annual TouchPoint performance review process and ensure that identified successors / high potential associates have robust development plans.
- Review TouchPoint outcomes to ensure that associates under Performance Management / Performance Improvement have aligned reporting on their review
- Collaborate with business leaders to determine training and development programs and activities for management and front-line associates, in partnership with corporate business leaders.
- Oversee the Talent Review process for area of responsibility, ensuring that identified successors / high potential associates who are at mastery or turn, have robust development plans.
- Support annual Talent Management programs for Company, e.g., Internship Program, MDPs.
- Support the planning, evaluation, resourcing, and follow-up of AES related activities in collaboration with the appropriate business and discipline partners.
- Review and monitor the year-round Associate Engagement Survey (AES) program
- Review the development of AES improvement plans for sites and departments that fail to meet minimum standards in any portion of the lifecycle and/or the associated metrics.
- Review the compliance with company-wide systems and strategies for Associate Engagement (AE). Monitors and communicates Associate Engagement (AE) scores and assists with implementing plans and actions.
- Communicate with COE on any adhoc analysis of AES trends and ‘needs’ areas; ensures follow-up on ‘needs’ areas.
- Review the data analytics, trending and reporting provided as outlined in the HRIS section
Compensation & Benefits
In partnership with the MVW Compensation & Benefits COE:
- Collaborate with the COE team to ensure that agreed SLA are met.
- Review compensation analyses proposals, market-based compensation plans, and ensure compensation and incentive plans are designed to attract, engage, and retain associates in support of achieving business goals and objectives.
- Request and review compensation trend reporting for local labor markets that are presented to the COS for business solutions. Presents findings to business leaders for consideration when reviewing existing compensation strategies and plans.
- Review annual wage and incentive planning process as proposed by COE.
- Review internal pay equity (annual and off-cycle) in support of the Talent Acquisition process and annual merit increase review processes.
- Partner with COE to ensure external pay equity by performing job analyses, writing/reviewing job descriptions, and reviewing decisions on FLSA status of jobs.
- Monitor the annual compensation program process, e.g., merit, bonus, and stock awards.
- Consult with regional HR and business leaders on concerns regarding employment agreements, contracts, commission schedules, and compensation plans.
- Monitor the benefits administration process to ensure compliance and efficiency.
Payroll
In partnership with the MVW Payroll COE and the HR Provider:
- Ensure compliance of Time & Attendance process for managers and associates.
- Consult with regional HR and management team on Time & Attendance matters to ensure compliance with federal, state, and local Wage and Hour regulations.
HRIS & Reporting
Partners with the HR Shared Services and Global Technology team to:
- Ensure data errors are minimized and closed out with impacted associate on completion as appropriate.
- Ensure the HR team’s reporting needs are met in a timely manner by the HR Provider, or the MVW Data & Analytics Team as appropriate and deliverables meet the data analytics and trend reporting requests (see the HR Report & Trend Analytics Request Grid).
Policy, Process & Procedures
- Maintains knowledge of compliance and legal requirements for employers, and partners with the Compliance COE as needed, to ensure HR policies and the Associate Handbook remain compliant.
- Analyses trend data pertinent to the CHRO / HR ELT as required for review and discussion, including policy updates, new policies and/or update procedures/ guidelines to support growing and evolving organization.
- Monitor HR Providers to ensure the team provides effective guidance to managers and associates on policies and how to interpret them.
- Consults with the Legal department and / or employment attorney as required.
- Partners with the HRBP team to ensure consistent application of practices and procedures.
- Facilitate discussion when HRBPs identify issues; propose solutions; refine internal processes.
- Maintain/enhance team effectiveness.
Legal and HR Compliance Practices
Partners with the HR Compliance COE and Legal Department to:
- Interpret and effectively communicate HR policies and procedures including local HR SOPs to all levels of associates.
- Communicate Company HR rules and regulations via the associate handbook and local HR SOPs.
- Ensure associate files contain required employment paperwork, proper performance management and compensation documentation, are properly maintained and secured for the required length of time.
- Ensure compliance with procedure for accessing, reviewing, and auditing associates’ files and ensure compliance with the Privacy Act.
- Ensure medical records are maintained in a separate, secure, and confidential medical file.
- Ensure compliance with selection/non-selection and offers processes to ensure proper procedures are followed (e.g., valid reasons for selection/non-selection and applicants receive status notifications).
- Ensure compliance with I-9 verification, filing and audit processes.
- Remains current with labor legislation, court decisions, and government regulations to advise business leaders.
Unemployment Insurance/ Workers’ Compensation Claims Management
- Acts as a consultant for regional HR teams and management in regard to Workers’ Compensation activities.
- Communicates with corporate Workers Compensation team, with respect to escalated regional Workers Compensation cases.
- Provides direction on the preparation documentation for employment related hearings as necessary.
- Consults with regional or corporate leadership on escalated cases.
Candidate Profile
Education
- Masters' in Human Resources or related field, or a minimum of 15 years of HR Management experience with at least 5 years’ experience supporting senior leadership required.
- PHR/SPHR or SHRM – CP/SCP an advantage.
Experience
- Vacation Ownership, Hospitality, or Vacation Ownership Sales and Marketing required.
- Minimum of 10-12 years of HR Management experience with a preference for multi-unit, State, and Country experience.
- Generalist experience in all aspects of Human Resources including Associate Relations, Compensation and Benefits, Talent Acquisition, Training, Organizational Development, and Diversity or experience as a specialist in one of these HR functional areas an advantage.
- Minimum of 5 years of progressively responsible success as a senior strategic HR business partner.
- Excellent change management skills – comfortable with ambiguity and constant change, able to methodically work through complex problems, set priorities and executive on commitments.
- Experience in a matrix structured organization preferred.
Skills & Attributes
Leadership
- Provides strategic direction to the HR organization, particularly in Associate Relations.
- Leads and develops a strong team in a complex, service-intensive environment.
Professional Expertise
Broad HR management experience including associate relations, compensation, benefits, and talent acquisition.
Communication
- Excellent written and verbal communication skills
- Ability to deliver presentations to senior executives.
- Strong consulting skills and ability to interface with executives and senior business leaders.
Analytical Thinking
Strong analytical skills for planning, estimating, budgeting, and monitoring work.
Change Management
Manages and supports change initiatives; acts as a change agent.
Conflict Resolution
Strong mediation skills and ability to address difficult issues constructively.
Legal and Regulatory Knowledge
Knowledge of employment, wage and hour, FMLA, EEO laws, and fair employment practices.
HR Systems and Processes
Experience with HR systems, reporting, analytics, and identifying trends.
Consulting and Advisory
Acts in a consultative fashion to implement programs and influence broader organizational goals.
Technical Skills
Specific abilities and knowledge required to perform particular tasks.
Analytical Skills
Solid measurement skills related to assessment of information, initiatives and strategies.
Marriott Vacations Worldwide is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.
