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 team and/or department business objectives. Generally, works under limited supervision, but within established guidelines, producing and analyzing more complex business information to assist in the decision-making process.

The Manager II, M&S Recruiting (the "Manager II") reports to the Director, M&S Recruiting (the "Director") and is the primary recruiter for all M&S positions located within their assigned Americas division with high-volume and recruiting needs. The Manager acts as a business partner to site Marketing & Sales hiring managers, which operate under a high-pressure incentive-based, target-driven atmosphere, to develop recruiting strategies to generate a strong pipeline of qualified candidates for posted positions. The Manager will work with the hiring managers at locations within their assigned division / region across the Americas to understand and define their staffing requirements, create sourcing strategies, and provide subject matter expertise to develop candidate specifications that will meet business needs as appropriate. As different regions provide different challenges, a varied approach to Talent Acquisition will be required. The ability to deliver on-time and under pressure is a critical ability for the role.

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. The Manager II will be expected to be onsite at their base location or onsite at a M&S location within their assigned division five days per week.

Expected Contributions

This position has the following non-exhaustive responsibilities:

• Works closely with their division's Director, M&S Recruiting to implement M&S recruiting philosophies and tactics.
• Partners with regional M&S leaders and onsite M&S management to tailor the recruiting processes and programs to the specific market, circumstances or business needs of the M&S business.
• Oversee the recruiting tactics used by hiring managers to attract candidates within their division; share proven best practices and ensure compliance to recruiting principles in place for Marriott International and within the timeshare industry - including non-compete agreements in place.
• Provides consultative leadership and drives continuous process improvement in support of M&S recruitment in the Americas.
• Manages the full lifecycle recruitment process including intake, sourcing, screening, and interviewing applicants.
• Partners with Human Resources Business Partners (HRBPs) and field Compensation partners to develop competitive and equitable compensation recommendations.
• 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.
• Designs and helps to develop and present recruiting and staffing processes pertinent to M&S recruiting.
• Constantly appraises the effectiveness of the M&S hiring model (Compensatory vs. multiple hurdle).
• Works to harness 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.).

General Department Operations

• Performs more complex quantitative and qualitative analysis for business processes and/or projects. Often manages small projects, business processes or parts of larger ones.
• Responds to, solves, and makes decisions on more complex/non-routine business requests with limited to moderate risk.
• Responsible for own work and contributing to team, department and/or business results. May direct work of non-management staff.
• Assists more senior associates in achieving business results by:
  • identifying opportunities to enhance the effectiveness of business processes.
  • providing training and technical guidance to less senior staff, where appropriate, and serving as point-of-contact for problem resolution.
  • participating in setting department operating plans.
  • recognizing and celebrating team successes.
  • achieving results against budget within scope of responsibility.
• Demonstrates an awareness of personal strengths and areas for improvement and acts independently to improve and increase skills and knowledge.
• Performs other duties as appropriate.

Candidate Profile

Education

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

Experience

• Minimum of five (5) years of progressive Recruiting/Human Resources experience required.
• Minimum of four (4) 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

• Must be able to meet deadlines.
• Must have excellent people skills.
• Is a team player with credibility who works with a high degree of independence
• Excellent written and verbal communication skills
• 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
• Strong mediation skills to facilitate a constructive approach to deal with conflict
• Always 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.
• Knows "mechanics" of applicant tracking system(s) (both hourly and management); computer literate (sound understanding of databases and supporting systems)
• Stays current with HR trends and best practices.
• High degree of integrity in dealing with sensitive information.
• 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.