Senior Director, Talent Acquisition Partner

JOB SUMMARY

Talent Acquisition at Marriott is positioned to fuel company performance by scaling an in-house talent acquisition team to identify attract and hire world-class talent. This integral talent function directly impacts and supports business performance driving the organizations priorities around growing great leaders investing in our associates and providing access to opportunity. Through our innovative total talent model which combines Full time equivalent (FTE) recruitment contingent contract and gig labor and by enhancing our internal talent marketplace approach we believe we can profoundly impact the organization fostering a vibrant and inclusive workplace where excellence thrives.

The Senior Director Talent Acquisition Partner is a strategic leader responsible for driving the Total Talent Model solution by partnering with our HR Partners to understand talent needs and providing strategic guidance on talent acquisition solutions. This role fosters critical relationships develops and implements talent acquisition strategies and oversees executive management and flex recruitment.

Success in this role involves leveraging data analysis identifying process improvements and using business acumen to drive strategic decision-making and continuous refinement of the Total Talent Model. The Senior Director Talent Acquisition Partner will lead and develop a high-performing team manage flex team recruitment oversee vendor management and implement agile process improvements.

This is a hybrid position at the Corporate Office based in Bethesda MD.

CANDIDATE PROFILE

Education and Experience

Required

• BA/BS degree
• 10 years experience in Talent Acquisition inclusive of 3 years as a Recruiter for Management and/or Executive positions
• Prior experience in a direct leadership role of a Talent Acquisition team of Recruiters and/or Coordinators

Preferred

• Experience in an executive search firm
• Expertise in global technology and IT recruitment

CORE WORK ACTIVITIES

• Total Talent Model solution: Partner closely with HR Partners (HRPs) of designated corporate disciplines to understand the forecast of talent needs. Provide strategic guidance on various talent acquisition solutions including Full-Time Equivalent (FTE) recruitment contingent labor contract positions and gig labor ensuring a flexible and effective approach to meeting organizational talent requirements.
• COE Relationships: Build and maintain critical relationships and partnerships with corporate Centers of Expertise (e.g. Compensation Benefits Talent Development) and regional leadership to ensure alignment and collaboration.
• Talent Acquisition Strategies:Develop and implement talent acquisition strategies aligned with business goals and industry trends.
• Executive Recruitment:Conduct for the full lifecycle recruitment of VP positions including sourcing interviewing assessing compensation negotiations and onboarding top executive talent.
• Data & Analytics:Collect review and analyze Talent Acquisition metrics for the recruiting team (e.g. time-to-fill cost-per-hire employee turnover) to advise on staffing trends drive performance and identify opportunity areas. Use these insights to drive data-informed decisions across the organization ensuring continuous refinement of recruitment strategies.
• Process Improvement:Provide thought leadership in Talent Acquisition while driving continuous process improvement across the organization in all aspects of sourcing and recruitment.
• Business Acumen:Actively seek and integrate external knowledge of industry trends market dynamics and competitive intelligence to stay informed about what is important to the business. Use this information to align talent acquisition strategies with organizational goals anticipate talent needs and drive strategic decision-making.
• Leadership and Team Development:
  • Lead mentor and develop a team of recruiters fostering a high-performing and engaged environment.
  • Provide ongoing training and professional development opportunities to ensure the team stays updated on industry best practices and innovative recruitment strategies.
  • Ensure the smooth execution of the end-to-end recruitment process from talent sourcing to candidate slating interview coordination and navigating compensation negotiations.
  • Monitor and manage the teams performance ensuring adherence to defined SLAs and maintaining high standards of candidate experience.
• Flex Team Recruitment:
  • Co-lead mentor and develop a team focused on contingent contract and gig labor including both known candidates and those directly sourced through vendors.
  • Oversee vendor management and performance
  • Implement agile process improvements to address the unique needs of this workforce
  • Manage flex assignments and prepare candidates for new roles.
• Communications and Stakeholder Management
  • Implement a clear and consistent communication strategy to keep all stakeholders informed about recruitment processes timelines and progress. This includes regular updates meetings and reports.
  • Address and resolve any conflicts or issues that arise during the recruitment process ensuring a smooth and efficient workflow.

Skills/Attributes

• Possesses leadership presence and professional demeanor; a leader who collaborates and resolves issues; influences without authority
• Outstanding skills in executive level recruitment direct sourcing capabilities and assessment skills; able to assess and differentiate talent for the right jobs.
• Strong experience and skills in innovative inclusive sourcing strategies including social media internet sourcing talent mapping new sourcing channels etc.
• Results oriented; delivers results under difficult conditions and demonstrates balanced judgment under pressure; persistent-- drives ideas
• Develops and maintains effective relationships with a broad group of stakeholders to foster trust and influence key decisions
• Excellent written and verbal communication skills that conveys key information recommendations etc. concisely to an executive audience and thoroughly to individuals supporting the recruiting process
• Makes decisions in a timely manner sometimes with incomplete information
• Analyzes and assesses situations to find effective solutions; creative problem solver; engages in fixing the problem; makes decisions using data
• Possesses strong organizational skills and ability to manage multiple tasks Initiates implements and supports change within the organization; is proactive in removing barriers or accelerating its pace
• Strong mediation skills to facilitate a constructive approach to deal with conflict
• Quickly builds rapport and trust to influence stakeholders vendors and project teams; sells ideas persuasively settling differences and winning concessions without damaging relationships; can be both direct and forceful while remaining diplomatic.
• Maintains a positive attitude especially if strategy and process improvement recommendations are met with resistance and disagreement; effective at addressing difficult issues and guiding others toward the accomplishment of identified goals.
• Develops and delivers presentations using Microsoft Office products such as Word PowerPoint and Excel.
• Comfortable challenging organizational norms and accepted thinking to improve effectiveness
• Proficient in the mechanics of applicant tracking system(s); computer literate (sound understanding of databases and supporting systems)
• Embraces technology and other innovative solutions to increase workflow efficiency and quality Stays current with Talent Acquisition trends and best practices
• High degree of integrity in dealing with sensitive and confidential information in accordance with the companys global data privacy regulations (GDPR)
• Integrates and balances priorities work activities and resources for the benefit of multiple key stakeholders
• Active learner -- enhances personal professional and business growth through new knowledge and experiences; pushes the organization to learn from other industries standards and practices