Pay: $112,000 + Incentive Eligible

Position Summary

As a member of the professional staff, contributes a high level of specialized knowledge and skill in a discipline (e.g. Accounting, Finance, Human Resources, Global Technology, Resort Operations, Marketing & Sales etc.) area to support department and/or function objectives. Generally, works with considerable independence, developing operating plans and related operational processes for own department in alignment with broader business objectives.

The Director, M&S Recruiting (the "Director") reports to the Vice President, Marketing & Sales Development - Americas (the "VP") and provides comprehensive recruiting guidance and leadership for management positions across their assigned Marketing and Sales division or region. As the lead subject matter expert, this position is responsible for the full lifecycle recruitment. Additionally, the Director develops and implements targeted recruiting and hiring strategies for staff field-based Marketing and Sales positions across the Americas.

This position oversees their assigned Marketing and Sales recruiting team, collaborates with recruiters and hiring managers to understand and define site-specific staffing requirements, creates sourcing strategies, and develops candidate specifications that align with business needs. Furthermore, the Director builds and maintains strategic relationships with business unit leaders and professional minority and women organizations to ensure a continuous pipeline of qualified and diverse candidates.

This position will be based at the MVW Headquarters in Orlando, or at an alternative Corporate or Regional Office or onsite at a M&S operation within their assigned division.

Expected Contributions

The Director has the following non-exhaustive responsibilities:

• Oversee recruiting processes and programs for their assigned M&S division within the Americas.
• Manage assigned M&S recruiters and the respective full lifecycle recruitment processes with their division, including auditing requisitions, obtaining posting and exception approvals, conducting intake sessions, proactive sourcing, resume reviews, applicant pre-screening, conducting behavioral interviews, processing background checks, creating offer details/letters, and ensuring a smooth transition to the onboarding coordinator.
• Works closely with the VP to provide strategic leadership for recruiting philosophies and tactics.
• Partners with HR leaders and hiring managers across the M&S Americas organization to support the overall mission of recruiting and recruitment services.
• Manages the day-to-day operations of the M&S recruiting team for their assigned region, ensuring site-specific recruiting strategies and forecasts are agreed upon with site leadership and all M&S recruiting tools (e.g., Indeed, social media etc.) are fully utilized in implementing recruiting strategies and hiring practices.
• Provides consultative leadership and drives continuous process improvement in support of M&S recruitment in the Americas.
• Designs and helps develop recruiting and staffing processes pertinent to M&S recruiting.
• Provides input to update enterprise-wide policies related to general talent acquisition/recruiting processes and programs.
• Conducts intake sessions with hiring managers and recruiters to ensure alignment among all stakeholders.
• Leverages the increasing capabilities of technology that progressively supports recruiting and staffing processes, with a specific emphasis on social media platforms (LinkedIn, X, Facebook, Instagram, etc.).
• Develop and implement diversity and inclusion strategies to ensure a diverse candidate pool and equitable hiring practices.
• Monitors and reports on key recruitment metrics to measure the effectiveness of recruiting strategies and identify areas for improvement.
• Provides training and development for the recruiting team to enhance their recruiting and staffing skills and knowledge.

Business Partnership

• Partners with Human Resources Business Partners (HRBPs) and field Compensation partners to develop competitive and equitable compensation recommendations.
• Develops and maintains critical relationships and partnerships with market and regional leadership as well as corporate Centers of Excellence (COEs).
• Works directly with M&S Workforce Planning, HR Change Management and Global Communications teams to ensure new policies, processes, tools, etc. are communicated to end users accurately and timely.
• Consults with Corporate HRBPs and AVP, Talent Acquisition when writing policies and procedures related to M&S staffing, recruitment, and assessment.
• Coordinates with HR workstreams as needed for planning, design and development of policies and practices.

Quality & Control

• Ensure compliance with all relevant employment laws and regulations throughout the recruitment process.
• Proactively audits internal SLAs for M&S recruiting.
• Reviews and analyzes customer satisfaction survey results, identifies trends in feedback, and provides follow-up for issue resolution and/or appropriate communication to the businesses.
• Stay updated on recruiting industry trends and best practices to continuously improve M&S processes.

General Department Operations

• Develops operating plans and workable business processes for own department in alignment with function strategy.
• Manages larger business processes and/or projects, setting priorities and measurable objectives, monitoring and reporting on the process, progress, and results. Typically influences work of cross-functional or extended teams.
• Responds to, solves, and makes decisions on business requests that have broader department impact and/or moderate risk. Presents alternative solutions to business issues by leveraging the broader organization.
• Works to enhance the organization's capabilities through effective staffing and development of others by:
  • anticipating staffing requirements by comparing business needs with strengths and weaknesses of existing staff.
  • using appropriate MVW interviewing tools to hire the best managers available from inside or outside.
  • setting and maintaining high standards for team and individual performance.
  • providing timely coaching and feedback.
  • making and rewarding distinctions in performance.
• Assists more senior associates in achieving business results by:
  • acting in a consultative fashion to implement programs impacting the broader organization.
  • assisting in the development and communication of broader organizational goals.
  • achieving results against budget within scope of responsibility.
  • taking calculated risks to move the department or team forward.
  • developing and using systems to organize and keep track of information.
  • balancing the interests of own group with the interests of the organization.
  • working with others to identify and remove barriers to success.
• Readily critiques own behavior to acknowledge mistakes and improve future leadership performance and acts independently to improve and increase skills and knowledge.
• Champion continuous improvement initiatives within the Resort Operations organization by analyzing processes, monitoring effectiveness, and making strategic recommendations for enhancements.
• Support and align with Sales & Marketing initiatives that drive revenue growth and Service First Marketing strategies.
• Foster and support partnerships with IRM and Owner services, ensuring alignment with organizational goals and objectives.
• Perform other duties as appropriate.

Candidate Profile

Education

• Bachelor's degree in business management, human resources or a related field required.

Experience

• Minimum of eight (8) years of progressive Recruiting/Human Resources experience required.
• Minimum of five (5) years of relevant recruiting experience, with a preference for Marketing and Sales recruitment.
• Recruiting experience within the timeshare industry is preferred.
• Knowledge of on-property resort or hotel operations is advantageous.
• Experience recruiting at all levels but especially at senior-level is preferred.
• Experience in using social media technology for recruiting (LinkedIn, X, Facebook, Instagram, etc.) required.

Travel & Availability Requirements

• Travel required within regional or division; approximately 25%.

Skills/Attributes

• Exhibits leadership presence and professional demeanor; collaborates and resolves issues effectively; influences without authority.
• Team player with credibility, capable of working independently with a high degree of autonomy.
• Results-oriented, delivers outcomes under challenging conditions and demonstrates balanced judgment under pressure; persistent in driving ideas forward.
• Develops and maintains effective relationships with a broad group of stakeholders to foster trust and influence key decisions.
• Quickly builds rapport and trust to influence stakeholders, vendors, and project teams; sells ideas persuasively, settles differences, and wins concessions without damaging relationships; can be direct and forceful while remaining diplomatic.
• Initiates, implements, and supports change within the organization; proactively removes barriers or accelerates progress.
• Strong mediation skills to facilitate constructive conflict resolution.
• Maintains a positive attitude, especially when strategy and process improvement recommendations face resistance; effectively addresses difficult issues and guides others toward achieving identified goals.
• Integrates and balances priorities, work activities, and resources for the benefit of multiple key stakeholders.
• Analyzes and assesses situations to find effective solutions; creative problem solver; engages in resolving issues; makes data-driven decisions.
• Makes timely decisions, even with incomplete information.
• Experience working in a fast-paced and matrixed environment, with capacity for high-volume recruiting to support fluctuating seasonal demands.
• Comfortable questioning organizational norms and accepted thinking to improve effectiveness.
• Develops professional presentations with the ability to present effectively at any level of the organization.
• High degree of integrity in handling sensitive information.
• Strong organizational skills and ability to manage multiple tasks efficiently.
• Excellent written and verbal communication skills.
• Proficient in the mechanics of applicant tracking systems (both hourly and management); computer literate with a sound understanding of databases and supporting systems; proficient in Microsoft Office applications (Outlook, Teams, Word, Excel, SharePoint, etc.).
• Stays current with HR trends and best practices.
• Active learner, enhances personal, professional, and business growth through new knowledge and experiences; encourages the organization to learn from other industries' standards and practices.