Job Number 18003J6E
Job Category Human Resources
Location Singapore Regional Office| Singapore| Singapore VIEW ON MAP
Position Type Management
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As a member of the Asia Pacific Learning & Development Team| the Director|
L+D| Operations contributes leadership and a high level of specialized
knowledge and skills in the area of Learning Technology| Analytics| L+D
logistics| governance processes| communication and Project Management. The
role is responsible for ensuring L+D maximizes and leverages the use of
learning technology and analytics and oversees the L+D governance process
within the Continent. They are accountable for leading a diverse team of L+D
professionals. Overall| the incumbent is expected to drive outcomes in the
critical areas of learning technology plus work on strategic projects.
Responsible for selection| supervision and development of L&D professionals
reporting to this position. In partnership with the VP| Learning and
Development and other key senior L+D leaders| is responsible for identifying
Continent training and development needs that are aligned with the business
strategy and supports the strategic planning process to ensure we run an
effective and efficient organization. In conjunction with the other key
stakeholders oversees the financial management of the team including budgeting
and forecasting. Strong liaison and partnership with relevant partners is
essential including overall vendor management.
Oversees the L+D Continent program deployment process from a strategic perspective
Sets the governance process and guidelines for materials management including vendor management
In partnership with the Regional Directors| L&D develops the Training Delivery Scheduling process to ensure the team operates effectively and efficiently while ensuring work life balance
Supports the various L+D functions in their productivity analysis and make recommendations for optimal use of their resources to achieve business goals effectively and efficiently
In conjunction with Global L+D team ensures that we have a strong governance process in place which includes developing and implementing a process for training program review and evaluation within the Continent
Monitors the Global and develops the Continents project pipeline and makes recommendations based on capacity and priorities
Reviews the Global Heatmap and creates the Continent Heatmap and ensures all key stakeholders are looped in
Develops and aligns the Continent Governance Process with the Global process
Educate and update relevant stakeholders on what and how the Governance Process works
Take full responsibility for the Governance Process in the Continent including the formation and stewardship of a Governance Committee
In partnership with finance manages the overall P+L for the department. Hosts the monthly P&L meeting with Finance and the Regional Directors| L&D. Ensure that the VP L&D is in attendance as the Ops Director will be required to provide a high-level summary to the VP. Reviews monthly revenue forecasts and ensures that all programs at least break even.
Establishes partnerships with Continent and Global L+D Ops/Finance stakeholders and educates key Continent stakeholders on all funding matters.
Maintains and shares with the relevant parties an accurate list of no go hotels.
Drives the budgeting process utilizing business modelling.
LEARNING TECHNOLGY AND ANALYTICS
Leads the area of learning technology and analytics to drive L+D capability and business impacts of L+D programs.
Ensures that the companys Learning Management System and Development systems are learner-centric and fully utilized across the Continent
Works with the LT+A Manager to ensure that training initiatives in the Continent have measurable outcomes that are tied to key business strategies.
Partner with other L+D SLT in defining what needs to be measured to enable meaningful analytics to be provided for strategic decision making
Ensure that all relevant stakeholders are provided with L+D analytics that enable strategic decision making.
Coordinates the roll out of major projects or L+D initiatives within the Continent
Ensures effective planning and resourcing
Responsible for guiding any change management processes if required
Chairs project management meeting and keeps all stakeholders informed.
Provides strategic direction on the L&D communication strategy and positioning of AP L+D. Works with the L+D Communications Manager to review and ensure that the communications strategy is aligned with the overall teams and Continents directions.
Approves the L+D training calendar
Implements an L+D marketing process that ensures that all L+D programs are well publicized to driven participant numbers
Reviews and approves the content of JAM groups etc.
Partners the Regional L+D Director and Senior Director| Performance Advisory| Design| Development and Deployment to evaluate material translation requirements for the Continent and makes recommendations on how to ensure the end users are provided with accurate and timely translations.
Serves as champion of Marriott culture instilling the core values and principles of Marriott| demonstrated in all behaviors and conversations
Completes all project work in partnership with L+D Leaders within budgetary requirements and time frames.
Performs other duties as assigned to meet business needs.
Minimum of 10 years experience in the areas of logistic management| communications| analytics| project management and/or Learning Technology.
Previous on-property senior HR Management or L&D specialist experience.
Previous experience working in an organization with globally dispersed operations and implementing program across different countries required. Knowledge of the Asia Pacific region preferred.
Experience with both global and continent projects.
Skills and Knowledge
Prior success in the creation and implementation of L&D strategies.
Demonstrated ability to consult with HR colleagues and business leaders on complex business issues.
Ability to deal effectively with ambiguity.
Ability to influence and engage global business partners and gain support for solutions to talent challenges.
Effective negotiation| influencing and conflict management skills
Proven ability to use metrics and data analysis to identify and resolve process efficiency issues.
Excellent English verbal and written communication skills.
Knowledge of overall hotel operations as they affect department working and business success.
Financial management skills e.g.| ability to analyze P&L statements| develop operating budgets
Ability to use standard software applications particularly word| excel| power point
Strategic planning and analytics skills
Ability to evaluate business trends| determine applicability to Marriott and modify business strategies accordingly
Ability to creatively execute against the strategy and drive results; can originate and invent new ways to create a high performing work environment and maximize the return on talent
Ability to work independently and take constructive action without relying on directions from others
Ability to network and build relationships to grow the business
Ability to exercise flexibility in order to accomplish goals
Effective problem-solving and decision-making skills; can choose a course of action amongst options involving uncertainty or risk; encourages new innovative solutions when appropriate
Strong communication and presentation skills (verbal| listening| writing)
Education or Certification
University Degree in Hotel or Business Management preferred
PERFORMANCE CONTRIBUTIONS| COMPETENCIES & BEHAVIOURS
Shows an understanding of the needs of different customer segments and develops appropriate service strategies.
Creates a service-oriented environment and empowers others to build strong customer relationships.
Monitors customer feedback and service metrics to improve service delivery.
Uses appropriate risk management resources when serious customer situations occur.
Creates and coaches others on promoting an environment where everyone is valued and included.
Models and holds others accountable for promoting the Company culture of service| opportunity| respect| and fair treatment.
Acts when others are treated unfairly or are not valued and respected for their unique skills.
Looks for and uses ideas and opinions from diverse sources.
Promotes the attraction| development| and retention of a multicultural and multigenerational workforce.
Ensures that all associates have the opportunity to achieve their full potential.
Sponsors programs that promote inclusion and engagement.
Maintains an awareness of changing customer and associate expectations.
GENERATING TALENT AND ORGANIZATIONAL CAPABILITY
Continuously improves department| team| and job structures.
Puts systems and work processes in place to manage department performance.
Brings together the appropriate mix of team and associate knowledge and skills to do the job and drive innovation.
Establishes and ensures understanding of the scope of decision-making authority for team members.
Models and holds direct reports accountable for using meetings and other forums to regularly communicate with team.
Models and coaches others on building an environment that supports feedback and ongoing development.
Sets department expectations for desired behavior| knowledge| and skill levels.
Coaches others by providing constructive feedback.
Helps others identify developmental needs and monitor progress.
Builds relationships to attract talent and actively recruits candidates with skills in high demand.
Models and holds others accountable for using recruiting and hiring tools to select top talent.
Creates on-boarding plans and helps new hires become comfortable in their new role.
Models and coaches others on staying calm and focused during stressful situations.
Communicates the need for change in a positive way that encourages commitment.
Holds others accountable for identifying ways to implement desired changes.
Models flexibility and adjusts others and own priorities when managing multiple demands.
Develops strategies and identifies resources to implement and manage change.
Takes steps to minimize the stress others feel when change occurs.
Communication & Professional Demeanor
Actively listens and uses appropriate communication styles to deliver information in a clear and concise way.
Influences others to accept a point of view| gain consensus| or take action.
Keeps leaders informed about key issues.
Displays a leadership style that conveys confidence and encourages respect from others.
Problem Solving & Decision Making
Models and sets expectations for solving complex problems related to daily operations.
Collects and compares information from different sources to evaluate alternatives| consider their potential impact| and make decisions.
Involves area/market and property leaders to gain agreement and support before making high-impact decisions.
Makes complex decisions and guides others to implement solutions in a reasonable amount of time.
LEARNING & APPLYING PROFESSIONAL EXPERTISE
Models and holds others accountable for evaluating own strengths and developmental needs.
Models and holds others accountable for participating in stretch assignments and other professional development activities.
Stays current on industry and discipline trends and holds others accountable for using relevant best practices.
Establishes training requirements for the department and holds direct reports accountable for meeting training goals.
Uses an understanding of market dynamics and the business environment to identify opportunities for improvement.
Sets the department performance standards for key business metrics.
Models and coaches others on making business decisions based on data from a variety of sources.
Evaluates profit and loss statements| develops operating budgets| and conducts forecasting for the department.
Demonstrates sound business judgment when addressing resource needs and improving efficiencies while balancing guest| associate| and financial results.
Implements innovative programs to maximize the revenue potential of different customer groups.
Models and stays current in area of expertise.
Ensures compliance with applicable laws and regulations across departments.
Builds partnerships across departments to solve complex issues and improve performance.
Analyzes unique technical issues| systems| or problems that have broad impact.
Establishes technical standards and processes to support work requirements.
Building & Contributing to Teams
Coordinates with other departments and helps clarify the responsibilities of each group.
Communicates clear expectations about how departments| teams| and individuals contribute to property success.
Considers associates strengths and team dynamics when assigning work.
Coaches and holds others accountable for establishing team-building strategies and encouraging cooperation.
Involves team members in making decisions that impact them.
Recognizes achievements that support department success. Driving for Results
Driving for Results
Reinforces a team environment that encourages accountability| high standards| innovation| and strong business performance.
Works with direct reports to establish shared and individual goals.
Monitors department| team| and individual performance.
Makes sure associates are clear on expectations| timelines| and budget requirements.
Identifies and focuses on business opportunities that have the highest value for the property.
Planning & Organizing
Helps others understand work requirements by explaining why the work is important and by breaking down projects into manageable tasks.
Analyzes department| team| and individual workload to prioritize tasks and delegate appropriately.
Identifies and obtains the equipment| materials| personnel| and other resources departments and teams need to accomplish their work.
Establishes and coaches others on processes for monitoring work quality and project milestones.
_Marriott International is the worlds 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?_