Compensation Manager

Posting Date Mar 19, 2018
Job Number 18000P1M
Job Category Human Resources
Location CALA Regional Office, Plantation, Florida
Brand Corporate
Schedule Full-time
Relocation? Yes
Position Type Management

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Marriott International is the world’s largest hotel company, with more brands, more hotels and more opportunities for associates to grow and succeed.  We believe a great career is a journey of discovery and exploration.  So, we ask, where will your journey take you?

The Compensation Manager will report directly to the Director of Compensation and Benefits for the region. As a member of the regional Human Resources organization, he/she will be responsible for supporting the project management and implementation planning of compensation projects HR projects. Designs, implements, and administers employee and executive compensation programs including job evaluation, base pay delivery, short- and long-term incentive programs, sales compensation and other reward and recognition programs.  Ensures compensation programs are aligned with Marriott’s compensation philosophy and overall talent strategy.   Oversees alignment of employee pay levels with the external and internal value of the job as well as employee performance.  Maintains compliance with all legal requirements of various pay programs. He/she will be involved in key activities from project planning; managing design, development, implementation, and sustainability planning of assigned projects for the region.

BUSINESS CONTEXT:  EXPECTED CONTRIBUTIONS

Total Compensation

• Track and ensure compliance with total compensation systems, tools, programs, policies, etc.
• Analyze and monitor ongoing compensation programs
• Monitor compliance against requirements for annual merit, bonus and stock review process as applicable.
• Prepares and proposes job offers for Executive Committee level employees in region.
• Evaluates feasability and applicability of in country Compensation and benefits initiatives
• Prepares merit budgets and develops salary ranges
• Drive annual compensation processes for merit, bonus and stock
• Assists in the administration of merit rating programs; reviews proposed changes in pay for conformance to policy
• Assist with Merit Process for Regional Office
• Assist with calculation of short term variable incentive for Executive Committee in the Region
• Participates in compensation surveys.   Prepares data submision and analyzes survey results for development of compensation strategies.
• Consults with management in the field to assess competitive labor market trends and specific business needs as they relate to compensation. 
• May develop, recommend, and implement Compensation process and policy changes, and may participate in design and analysis of executive compensation programs and external reporting requirements. 
• Develops report queries and creates customized Compensation reports.  Analyses metrics results for region level presentations and decision making.
• Ocassionally leads HR projects, develop processes, procedures or systems for use within departments or Company wide
• Partner with the Director of Compensation, VPHR Operations and ADHRs in analyzing wage strategies for management and hourly compensation.
• Facilitate and work with Compensation and Benefits to analyze and administer market and internally competitive compensation/benefit/reward practices to attract and retain talent across the region. 

Functional HR Leader Leadership

• Contribute to the execution of business priorities as set forth by the Director of Compensation and Benefits of the region and Chief HR Officer of the continent.
• Develop and execute continental human resource initiatives, strategies, policies and practices across the region, as required.
• Deliver sound results by coordinating implementations, tracking results, problem solving and leveraging efforts across the region.
• Lead projects at the direction of the CHRO and/or Director of Compensation and benefits including planning, defining deliverables, measuring outcomes, developing metrics, timelines, communications and key milestones.

Performance Management

• Triage issues by providing transparent leadership needs to successfully manage problems and make informed decisions.
• Support the design and development of the HR processes for the region and its properties.
• Monitor success of initiatives/projects and existing programs/products/services.
• Establish and implement measurement processes to gauge project success.
• Elevate alternatives and make judgment calls on a range of regional HR projects.

Work Environment

• Gain alignment among functional stakeholders, senior management, and the properties.
• Negotiate and influence project direction to achieve results.
• Provide processes and communications that create accountability with project team and drive results.
• Operate in a matrix organization, partnering with resources to achieve results through others – leveraging influence without authority.

Organizational Capability

• Monitor key metrics and communicate trends to regional HR leaders.
• Serve as a key change leader and communication expert for initiatives that have high associate impact.
• Create value through proactive approaches and processes that will affect performance outcome or control cost.
• Provide data analysis (e.g. report generation and interpretation, trends and key metrics) to the CHRO, AVPs, Director of Compensation, VPHR, and ADHRs.
• Manage the distribution of data and/or communications related to special projects to property HR Leaders and the Regional Team. 

CANDIDATE PROFILE

• Bachelor’s degree required.
• PHR or SPHR certification is preferred.

• Experience in Compensation and benefits and /or Project Specialist/Management preferred.
• Lodging/hospitality industry knowledge preferred.
• Familiarity operating at the regional level is desired.

• Advanced Microsoft Office application knowledge; highly developed communication skills.
• Strong process skills – must be able to establish, convey, and systematically administer work processes across a diverse group of internal stakeholders.
• Demonstrated initiative and ability to work independently and be a strong team player on the broader team.
• Collaborative in role as a team player; delivers results and balances priorities under pressure.
• Comfortable with complexity, ambiguity and change.
• High analytical ability to convert soft HR measurement in area of expertise to hard business metrics; make decisions using data and business knowledge.
• Trustworthy with strong business integrity and ability to hold sensitive information in confidence.