FLEX Director, Organizational Capability

OC provides support to senior business leaders across the enterprise and liaises closely with SR HR Partners and representatives of Marriott’s Change & Communications, Learning, and Talent Acquisition organizations to bring these organizational capabilities to life.  

CANDIDATE PROFILE  

Education and Experience  

Required 

• Bachelor of Arts or Sciences  

• At least 7 years of experience in supporting or leading organizational effectiveness and process design engagements 

• Proven track record partnering with business leaders to design and execute high impact organizational solutions in large, complex organizations 

• Demonstrated ability to lead and influence a wide range of cross-functional work teams and leaders within a matrixed organization. 

• Strong autonomy and ability to advance complex and ambiguous work with considerable independence.  

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  Advanced communication skills, including presentation development and delivery for senior-level audiences.  

  
  

   

Preferred 

• Graduate degree, MS/MBA (or equivalent) in Organizational Development, Human Resources, Business Management, Psychology, or Related Field 

• Hospitality/Lodging industry experience  

• Sound quantitative skill set and comfort with data analysis/interpretation  

CORE WORK ACTIVITIES  

The Director, Organizational Capability will contribute and, where appropriate, lead efforts across all phases of the organizational design process, including:  

• Facilitation of strategic vision-setting with senior executives to include definition of KPIs and design principles to guide work   

• Conducting external benchmarking to inform future state organizational or operating model design/enhancements  

• Establishing current state organizational baseline, including (but not limited to) headcount, staffing mix, technology, decisioning protocols, and task breakdowns by role 

• Mapping key functions within the future state organization and validating their suitability to purpose through comprehension capability decomposition  

• Establishing an interaction model between these functions to promote overall organizational efficiency 

• Designing organizations within each function, including leadership structures, spans, layers, and rationalized roles/responsibilities  

• Conducting technical assessments to determine where systems and technology (including AI) needs exist   

• Collaborating with Change & Communications, Learning & Development, and Talent Acquisition to define current state readiness versus further state need—building a comprehensive activation plan  

• Developing organizational capability tools, templates and methods to implement initiatives as well as educate business leaders on organizational capability and change management concepts and approaches. 

• Consulting with Sr. Executive clients/stakeholders to translate business needs into organizational implications. 

• Providing end-to-end client management of organizational capability efforts/transformations, including status tracking, progress reporting, budget management, and developing of senior executive briefing materials.  

• Supporting business needs as an organizational subject matter expert including developing and implementing high quality, cost-effective organizational programs and services. 

• Accessing and synthesizing data from a variety of sources to formulate informed viewpoints on organizational issues. 

• Seeking opportunities to leverage knowledge, resources and work activities across the OC COE and other MI departments/divisions. 

• Coordinating activities of outside trainers and consultants, as required.