Sr. Director, Org Capability, HR Strategy Planning & Optimization, Greater China

POSITION SUMMARY

The role is focused broadly on helping the organization deliver on long-term plans by strengthening the alignment of strategy, structure, processes, people, and culture, ensuring a high return on human capital investments through a high performing organization.  This role is responsible for deploying the methodology and framework for organizational assessment, organizational design, and organizational health monitoring throughout the GC organization and building business capabilities in the areas of organizational, process and job design, talent activation, team effectiveness and change/deployment management.  This position partners with Senior HR Generalists and Senior Business Leaders across the divisions.

This leader supports the divisions capabilities in planning, designing, and facilitating organizational optimization through:

• Expansive knowledge of strategies and operating models that will support the client discipline being served.
• Deployment of expert skills, knowledge and abilities in organization design and effectiveness technical content domains (organization and job design, business process re-engineering, performance management systems, business culture alignment; change management and learning).
• Design and development of organizational capability tools, templates, and methods to implement initiatives as well as educate business leaders on organizational capability concepts and approaches.
• Strong business acumen and deep understanding of wide range of business functions and their interdependencies.

This role also leads HR planning, strategy development, deployment and optimization for the HR division, partnering with the continent HR COEs and HRBPs on initiatives to build new capabilities, improvements and innovations in human resources.  

In this position you will report directly to our Chief HR Officer, GC. To be successful, you need to be a self-starter, work independently, with demonstrated ability to develop a vision and strategy, who can drive change and garner support throughout the organization. 

EXPECTED CONTRIBUTIONS

Organizational Design/Effectiveness Leadership

• Partner with CHRO, HR Generalists and HR COEs to assess and address organizational effectiveness priorities, risks, and issues for projects/initiatives.
• Partner with GC Executives and HR leaders to develop an organizational strategy (including structure, process & jobs) to align with the continent strategy and functional priorities. 
• Consult with clients/stakeholders to translate business needs into organizational capability implications. Educate, advise, and influence leaders on business transformation topics including organizational design, organizational effectiveness, and change management. 
• Evaluate and develop organizational models on property and above property to support the evolution of how work is done, the optimization of new technologies, and the evolving needs of the future workforce. 
• Support large scale transformation and reorganization projects. 
• Support business needs as an organizational subject matter expert including developing and implementing high quality, cost-effective organizational effectiveness products, programs and services.
• Seek opportunities to leverage knowledge, resources and work activities across the Global OC COE and other Marriott departments/divisions. Build and scale enterprise approach, methodology and framework for organization effectiveness.
• Develop and implement organizational capability tools, templates and methods to implement initiatives, drive adoption and enablement of performance and development processes.
• Recommend and partner with the HRBP to introduce talent and performance practices and tools to support a high performing organization. Partner with Talent Management team to develop solutions to facilitate organization behavior change in current and future operating models. 

Organizational Capability Consultation

• Provide consultation, diagnostics, planning and implementation (e.g., project proposals, work plans, etc.), and evaluation.
• Develop data-based insights to influence organizational outcomes. Access and synthesize data from a variety of sources to formulate informed viewpoints on organizational issues.
• Provide end-to-end client management, administrative activities (e.g., budgets, meeting logistics), and resource management (e.g., leading project teams) of these assigned projects.
• Lead development of scope and cost proposals for projects to be executed by either him/herself or other members of the team.
• Formally or informally lead other members of the HR team and cross-functional resources as necessary as projects deployment require.
• Align change management activities to facilitate understanding and adoption of new roles and processes.
• Coordinate activities of outside consultants, as required.

Change Management

• Serve as the subject matter expert on change management. Lead the development of change strategies in the continent in the context of organizational capability and transformation efforts. Partners with change management practitioners in the Strategy & Planning team on broader change efforts to ensure alignment and connectivity.
• Manage execution and apply a structured approach and methodology to change management efforts; ensuring implementations are consistent in process, tools, and services (note leverage existing materials and evaluate opportunities for value-add improvements).
• Maintain a comprehensive HR Change Management plan on an annual basis, working with HR leadership to understand broad business needs that will require CM support.
• Conduct impact analysis and stakeholder assessments in order to determine change management needs and implications.
• Identify potential people-side risks and anticipate points of resistance.
• Develop limited communication materials as required in support of projects; partner with the internal communication team for communications planning and execution.

Strategy, Planning & Optimization

• Lead HR strategy development and planning efforts for Greater China. Work closely with the CHRO and rest of the continent HR leadership team to develop integrated HR strategies for the division, translate strategy into actionable plans, partners with market and above property leaders on deployment, adoption and ongoing improvement.
• Work with HR analytics team to manages HR scorecard, monitoring leading and lagging indicators to measure impact, identify areas of opportunities and drive on going optimization efforts. 
• Support ongoing improvement and innovation efforts across HR, working with rest of the HR team identify opportunity areas and bring in new capabilities to position the discipline for future success.
• Works with the GC HR leadership team and internal communications to develop and deploy an integrated internal HR communications strategy designed to support and drive alignment around HR priorities, strengthen engagement/loyalty and reinforce culture. 
• Evaluation and ongoing optimization of HR processes.

CANDIDATE PROFILE - KEY TALENTS AND EXPERIENCE DESIRED 

Education or Certification

• Bachelor’s degree required; Graduate degree, MS/MBA (or equivalent) in Business Administration/Management, Organizational Development, Human Resources, Psychology, or Related Field preferred.

Experience:

• Minimum of 10 years of experience supporting and leading organizational effectiveness, process design and change management efforts.
• Proven track record partnering with business leaders to design and execute high impact organizational solutions in large, complex organizations.
• Comfort managing multiple projects simultaneously.
• HR Consulting experience working with large multi-national clients and teams.
• Hospitality/Lodging industry experience, a plus.
• Experience working with and influencing a wide range of cross-functional teams and leaders in a matrix environment.
• Experience working with a diverse workforce and previous exposure to international multi-cultural environment.

Skills & Attributes

Organizational Capability Skills

• Expert in organizational diagnostics and needs assessments.
• Knowledgeable in organizational capability principles and methodologies.
• Skilled in qualitative data collection, analysis, and root cause identification.
• Strategic thinker with a systems theory approach.
• Proactive change initiator and supporter, comfortable challenging norms for effectiveness.

Leadership and Team Management

• Independent worker, capable of leading small teams.
• Strong leader, able to influence without authority.
• Credible leadership presence.

Communication and Consulting Skills

• Exceptional bilingual communication skills (English and Chinese).
• Strong consulting skills, able to identify gaps and solutions.
• Skilled facilitator, negotiator, and influencer.
• Capable of managing conflicts and gaining sponsorship for solutions.

Analytical and Problem-Solving Skills

• Analytical thinker, uses metrics and data analytics for decision making.
• Sharp business acumen.
• Effective problem-solver, open to innovative solutions.

Project Management

• Strong project management skills, including budget and resource management.
• Capable of working independently under deadlines.
• Organized, able to manage multiple priorities and resources.

Interpersonal Skills and Professionalism

• Skilled in developing and maintaining interpersonal relationships.
• Trustworthy, able to handle sensitive information.
• Positive and professional, persistent in driving ideas.
• Understands and manages cultural diversity.

Learning and Adaptability

• Organizational and self-aware, politically savvy.
• Open to new ideas and practices, pushes for learning from other industries.
• Innovative and agile learner, applies past learnings to new situations.