USCAN Vice President, HR Continent Offices & Shared Services

The Vice President of HR US & Canada is a key member of the US & Canada HR leadership team and serves as the senior HR leader for continent offices and shared services including Commercial Services Lodging Product & Services Finance PR & Communications and US/CAN IT disciplines. The role is responsible for continent talent strategy and provides HR leadership organizational effectiveness (OE) expertise and strategic business partnership to Chief level senior stakeholders while ensuring HR strategies operating models and talent plans enable business growth transformation and scalable service delivery.

This leader adopts champions and models an enterprise mindsetbalancing continentspecific needs with global priorities breaking down silos and making decisions that drive alignment scalability and longterm enterprise value. The role requires deep curiosity and learning agility consistently asking the right questions challenging assumptions and translating insight into action with a strong and disciplined drive for outcomes that deliver measurable business impact.

In alignment with the continents evolving HR partnership model and expanding scope of disciplines and associates supported this role owns and drives a multiyear talent and organization strategy sets governance and decision rights across key people levers (org design analytics governance talent investment prioritization change management) and provides executive sponsorship for major continent people initiatives.

This position leads a team of HR Partners and Organizational Effectiveness practitioners and partners closely with Global COEs regional HR and shared services teams to deliver measurable outcomes across the talent lifecycle.

CANDIDATE PROFILE

Education and Experience

Required

• 10 years HR experience.
• Senior leadership experience consulting to executive leaders in complex matrixed organizations
• Proven track record leading organizational change and OE work (diagnostics design implementation).
• Experience redesigning HR operating models and shifting work to shared/centralized service delivery to improve effectiveness and scalability.
• Experience establishing governance/decision rights and driving measurable KPI outcomes (e.g. engagement attrition manager effectiveness timetoproductivity)
• BS (or equivalent) in business organizational development human resources or related field.

Preferred

• Strong consulting facilitation program/project leadership and executive communication skills
• Strong qualitative and quantitative analysis skills; ability to translate insights into action.
• Demonstrated curiosity and learning agility paired with a strong drive for outcomes
• Ability to lead investment prioritization and set clear decision rights across competing priorities.
• Comfort with complexity ambiguity and enterprise transformation environments
• MS (or equivalent) in business organizational development human resources or related field.
• Disciplined problemsolving actively modeling curiosity asking the right questions challenging assumptions and translating insight into measurable business impact.

CORE WORK ACTIVITIES

• Set and execute a multiyear continentwide people and talent strategy that aligns workforce leadership and capability priorities to enterprise business goals and growth plans.
• Own talent strategy for the entire continent including workforce planning succession management leadership pipelines critical role identification and future skills development.
• Serve as a trusted advisor to senior executives and business leaders influencing decisions on talent structure leadership culture and change.
• Lead and evolve the HR operating model including governance decision rights role clarity and service delivery design to enable scale speed and effectiveness.
• Own enterprise or largescale organizational design workforce planning and succession strategies to ensure strong leadership pipelines and futureready capabilities.
• Provide executive sponsorship and leadership for major transformations including restructures capability shifts mergers/acquisitions and operating model changes.
• Establish and drive accountability for workforce outcomes using data and analytics including engagement attrition productivity manager effectiveness and timetoproductivity.
• Oversee talent strategies across the lifecycle (attract assess develop retain) ensuring consistency equity and strong outcomes for critical roles and populations.
• Partner with Compensation COE and Finance to ensure compensation incentives and rewards governance align with business performance market competitiveness and retention needs.
• Build lead and develop highperforming HR leadership teams setting clear expectations strengthening enterprise capability and modeling inclusive leadership.
• Ensure effective change management communication and risk mitigation across people initiatives maintaining trust compliance and execution discipline in complex environments.

Marriott International is an equal opportunity believe in hiring a diverse workforce and sustaining an inclusive people-first are committed to non-discrimination onanyprotectedbasis such as disability and veteran status or any other basis covered under applicable law.