Vice President - Human Resources, Global Technology & Digital

JOB SUMMARY 

The Vice President, Human Resources Partner serves as the senior HR leader and strategic talent advisor for Marriott’s Global Technology and Digital organization. This 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, modernizing core platforms, evolving to a product operating model, and scaling data and AI capabilities, this 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, this role brings an associate-centered perspective to executive decision-making, balancing business performance, organizational health, and associate experience. 

The Vice President operates with a high degree of autonomy and accountability, leading 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.  

CANDIDATE PROFILE  

Education and Experience  

Required

• 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.  

• Demonstrated 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.  

Preferred  

• 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.  

CORE WORK ACTIVITIES  

Strategic Business Partnership 

• Serve as a trusted advisor to the Global Technology and Digital leadership team on all organization, leadership, talent, culture, and workforce matters. 

• Translate business and organizational priorities and strategic objectives into integrated talent, leadership, organizational, and workforce strategies that support business performance and long-term growth. 

• Influence executive decision-making through workforce analytics, talent insights, organizational assessments, and a balanced consideration of business performance and associate experience.  

• Partner with executive leaders to identify and build the organizational capabilities within the technology space needed to advance Marriott’s long-term organizational growth agenda.  

• Drive alignment between business strategy, operating models, leadership capabilities, talent investments, and workforce plans. 

Organization Effectiveness & Transformation 

• Lead organizational design and operating model initiatives that enhance agility, accountability, collaboration, and business performance. 

• Assess organizational structures, roles, decision rights, and workforce deployment, and define solutions that align with evolving business priorities. 

• Guide large-scale transformation efforts resulting from evolving trends in technology, platforms, and capabilities. 

• Lead change, communication, and talent strategies to ensure effective implementation while preserving organizational culture and business continuity.  

• Evaluate organizational effectiveness and identify opportunities to improve performance, scalability, and execution.  

Talent Strategy & Succession 

• Own the talent strategy for the Global Technology and Digital organization, including succession planning, leadership assessment, talent reviews, and high-potential development.  

• Partner with leader 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.  

Leadership & Team Effectiveness 

• Coach senior leaders to enhance organizational effectiveness, leadership impact, collaboration, and performance. 

• Partner with leaders to create high-performing, inclusive teams. 

• Strengthen leadership capabilities needed to navigate business growth, transformation, and evolving business priorities. 

• Foster a culture of accountability, innovation, and continuous development. 

Workforce Strategy & Planning 

• Lead strategic workforce planning efforts 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 the right workforce mix across associates, partners, and vendors, and guide global talent location strategy.  

• Lead skills-based workforce planning that anticipates how roles will evolve and develop upskilling and reskilling plans that prepare associates for the future.  

• Partner with Compensation, Talent Acquisition, Organizational Capability and other Centers of Expertise to deliver integrated workforce solutions. 

• Provide recommendations regarding workforce investments, organizational efficiency, productivity, and talent deployment.  

• Influence annual business planning and workforce investment decisions to ensure talent and capability needs are fully considered.  

Culture & Associate Experience 

• Serve as a steward of Marriott’s culture and values. 

• Monitor engagement, organizational health, and talent risks, and cultural indicators, developing 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. 

Enterprise Leadership 

• Contribute as a senior member of the HR Partnerships leadership team. 

• Lead enterprise-wide talent, workforce, and organizational initiatives as appropriate. 

• Influence Marriott’s enterprise HR strategy and continued evolution of the HR Partner model. 

• Build strong partnerships across HR Centers of Expertise and business disciplines to drive integrated solutions.