Senior Director Talent Acquisition

JOB SUMMARY

The Senior Director Talent Caribbean & Latin America (CALA) is Marriotts senior Talent Acquisition leader for the region responsible for defining and delivering the talent strategy that supports portfolio growth and business success.

This leader serves as a strategic talent advisor to continent leadership hotel leaders HR and business stakeholders balancing recruiting at scale with proactive pipeline building leadership capability and future talent planning.

With a talent advisor mentality the Senior Director builds external networks maps critical markets and leadership talent develops relationships before roles open personally leads key executive and hard-to-fill searches and strengthens recruiting capability across diverse markets and cultures.

Beyond Talent Acquisition this role offers the opportunity to shape CALAs broader talent agenda with potential impact across Talent Management Talent Strategy workforce planning and leadership development.

CANDIDATE PROFILE

Education and Experience

Required Experience

• Bachelors degree in business HR Organizational Design or related field; masters degree preferred.
• 10 years of progressive Talent Acquisition/recruiting experience with significant experience leading recruiting teams and strategies.
• Demonstrated experience leading Talent Acquisition across multiple countries markets or regions.
• Proven success recruiting both senior/executive talent and high-volume operational talent.
• Significant experience with executive search headhunting proactive sourcing and talent mapping.
• Demonstrated ability to influence senior executives and business leaders and operate effectively in a complex matrixed organization.
• Strong understanding of Talent Acquisition technology analytics sourcing tools and emerging recruiting practices.
• Experience building or transforming recruiting organizations processes capabilities or operating models.
• Fluency in English and Spanish.

Preferred Experience

• Talent Acquisition leadership experience within hospitality luxury travel consumer retail or another service-intensive industry.
• Experience recruiting across both Latin America and the Caribbean.
• Previous experience with an executive search firm recruiting agency or search practice serving hospitality or consumer-facing organizations combined with in-house corporate Talent Acquisition experience.
• Experience supporting hotel openings rapid growth large-scale hiring or geographically dispersed operations.
• Experience partnering with global Talent Acquisition organizations and implementing global recruiting strategies across local markets.
• Portuguese language proficiency.
• Experience extending beyond Talent Acquisition into Talent Strategy Talent Management workforce planning or leadership development.

CORE WORK ACTIVITIES

Talent Strategy & Business Partnership

• Develop and execute a CALA Talent Acquisition strategy aligned with global talent strategy business priorities growth and workforce needs.
• Serve as senior TA advisor to CALA leadership and senior business and HR leaders.
• Translate strategy market conditions growth openings organizational changes and workforce plans into proactive talent strategies.
• Anticipate future talent needs and build pipelines before demand emerges.
• Provide leaders with market intelligence on talent availability compensation competitive practices and workforce trends.
• Partner with HR and business leaders on workforce planning and critical talent priorities.

Executive Search & Talent Mapping

• Lead and personally engage in critical executive senior leadership GM and hard-to-fill searches across CALA.
• Build external talent networks across hospitality and adjacent industries including luxury travel consumer retail and service-intensive businesses.
• Build proactive talent maps and pipelines for critical leadership and high-demand roles in priority markets.
• Develop sourcing strategies beyond traditional postings and applicant-driven recruiting.
• Build relationships with passive talent and long-term talent communities for future needs.
• Determine when to use internal recruiting search firms agencies or other external talent partners.
• Build strong relationships with search firms and recruiting partners to secure high-quality market-informed support when needed.

Recruiting Leadership & Delivery

• Lead and develop the CALA TA organization with clear priorities expectations operating rhythms and accountability.
• Ensure recruiting supports both high-volume hiring and targeted leadership and professional recruitment.
• Create a culture of speed quality proactive sourcing candidate engagement partnership and continuous improvement.
• Coach recruiting leaders and recruiters to strengthen consultative sourcing assessment and stakeholder-management capabilities.
• Tailor recruiting strategies by market business need talent segment and role criticality.
• Equip teams to support openings growth transitions critical vacancies and other business priorities.
• Monitor recruiting performance and act quickly when outcomes quality or service levels fall short.

Global TA Partnership & Transformation

• Partner with Global TA to implement and scale global strategies programs processes and capabilities across CALA.
• Represent CALA in shaping global recruiting solutions that fit local cultural regulatory and market dynamics.
• Drive adoption of global recruiting technology AI capabilities sourcing tools assessments and processes across the continent.
• Simplify automate standardize and improve recruiting processes while preserving local-market flexibility.
• Partner with Global TA Technology Operations Strategy and Experience to improve the end-to-end recruiting experience.
• Champion recruiting innovation and emerging practices that create competitive advantage for Marriott.

Data Analytics & Operational Excellence

• Set clear TA performance measures and use data to guide decisions resources and outcomes.
• Track time to fill quality of hire source effectiveness conversion pipeline health satisfaction productivity and cost effectiveness.
• Use market data and analytics to identify risks skill shortages geographic talent challenges and opportunities.
• Build fact-based insights on CALA talent markets to influence business and workforce decisions.
• Drive continuous improvement in processes operating models sourcing strategies and resource allocation.

Candidate & Stakeholder Experience

• Champion a high-quality candidate experience that reflects Marriotts brand and resonates in CALA markets.
• Partner with Employer Brand and Global TA to strengthen Marriotts reputation as an employer of choice across CALA.
• Build trusted relationships with GMs senior leaders HR leaders and hiring managers throughout the hiring process.
• Set consistent expectations for intake assessment communication selection and offers with appropriate local flexibility.
• Ensure candidates see Marriott as a compelling destination especially for senior and hard-to-attract talent.

Compliance Governance & Risk

• Ensure TA practices comply with country employment laws Marriott policies and global recruiting standards.
• Partner with HR Legal and stakeholders to manage country-specific recruiting requirements and risks.
• Establish governance for search firms vendors assessments candidate data and recruiting practices.
• Maintain controls and consistency across markets while recognizing CALAs regulatory and cultural differences.

Leading Talent Acquisition

• Build a high-performing inclusive collaborative CALA Talent Acquisition organization.
• Attract retain and develop strong recruiting talent and future Talent leaders.
• Develop recruiters beyond transactional recruiting into strategic sourcing advisory executive recruiting and business partnership.
• Build a strong leadership bench and succession pipeline within CALA Talent.
• Model Marriott leadership principles and empower teams to take ownership challenge convention and deliver results.