Learning Coordinator – JW Marriott Hotel Singapore South Beach – Singapore

APPLY HERE

Job Number 1800350W
Job Category Human Resources
Location JW Marriott Hotel Singapore South Beach| Singapore| Singapore
VIEW ON MAP
Brand Marriott Hotels Resorts /JW Marriott
Schedule Full-time
Position Type Non-Management/Hourly

Start Your Journey With Us
Marriott International portfolio of brands includes both JW Marriott and
Marriott Hotels.
Marriott Hotels | Marriott International’s flagship brand with more than
500 global locations| is advancing the art of hosting so that our guests can
travel brilliantly. As a host with Marriott Hotels| you will help keep this
promise by delivering premium choices| sophisticated style| and well-crafted
details. With your skills and imagination| together we will innovate and
reinvent the future of travel.

JW Marriott is part of Marriott International|s luxury portfolio and
consists of more than 80 beautiful properties in gateway cities and
distinctive resort locations around the world. JW believes our associates come
first. Because if you’re happy| our guests will be happy. It’s as simple as
that. Our hotels offer a work experience unlike any other| where you’ll be
part of a community and enjoy a true camaraderie with a diverse group of co-
workers. JW creates opportunities for training| development| recognition and
most importantly| a place where you can really pursue your passions in a
luxury environment. Treating guests exceptionally starts with the way we take
care of our associates. That’s The JW Treatment™.

Job Summary

Responsibilities

Conduct stand-up training to groups of associates.
Assist with orientation of new employees.
Schedule and coordinate internship interviews with appropriate hiring manager and/or interviewer.
Conduct applicant interviews for internship positions.
Ensure company grooming standards are communicated effectively to all new employees.
Conduct new hire orientation training including completing all new hire paperwork.
Assist with design and development of training programs.
Develop training aids and multi-media tools to present training material.
Order and manage inventory of training materials and supplies.
Prepare for training classes (e.g.| materials| setup classes| breakdown classes).
Update and maintain all training records.
Assist with all government fundings

Follow all company policies and procedures; ensure uniform and personal
appearance are clean and professional; maintain confidentiality of proprietary
information; protect company assets. Report accidents| injuries| and unsafe
work conditions to manager. Welcome and acknowledge all guests according to
company standards. Speak with others using clear and professional language;
prepare and review written documents accurately and completely; answer
telephones using appropriate etiquette. Develop and maintain positive working
relationships with others; support team to reach common goals; listen and
respond appropriately to the concerns of other employees. Ensure adherence to
quality expectations and standards. Enter and locate work-related information
using computers and/or point of sale systems. Move| lift| carry| push| pull|
and place objects weighing less than or equal to 10 pounds without assistance.
Perform other reasonable job duties as requested by Supervisors.

_

Learning Coordinator – JW Marriott Hotel Singapore South Beach – Singapore

APPLY HERE

Job Number 1800350W
Job Category Human Resources
Location JW Marriott Hotel Singapore South Beach| Singapore| Singapore
VIEW ON MAP
Brand Marriott Hotels Resorts /JW Marriott
Schedule Full-time
Position Type Non-Management/Hourly

Start Your Journey With Us
Marriott International portfolio of brands includes both JW Marriott and
Marriott Hotels.
Marriott Hotels | Marriott International’s flagship brand with more than
500 global locations| is advancing the art of hosting so that our guests can
travel brilliantly. As a host with Marriott Hotels| you will help keep this
promise by delivering premium choices| sophisticated style| and well-crafted
details. With your skills and imagination| together we will innovate and
reinvent the future of travel.

JW Marriott is part of Marriott International|s luxury portfolio and
consists of more than 80 beautiful properties in gateway cities and
distinctive resort locations around the world. JW believes our associates come
first. Because if you’re happy| our guests will be happy. It’s as simple as
that. Our hotels offer a work experience unlike any other| where you’ll be
part of a community and enjoy a true camaraderie with a diverse group of co-
workers. JW creates opportunities for training| development| recognition and
most importantly| a place where you can really pursue your passions in a
luxury environment. Treating guests exceptionally starts with the way we take
care of our associates. That’s The JW Treatment™.

Job Summary

Responsibilities

Conduct stand-up training to groups of associates.
Assist with orientation of new employees.
Schedule and coordinate internship interviews with appropriate hiring manager and/or interviewer.
Conduct applicant interviews for internship positions.
Ensure company grooming standards are communicated effectively to all new employees.
Conduct new hire orientation training including completing all new hire paperwork.
Assist with design and development of training programs.
Develop training aids and multi-media tools to present training material.
Order and manage inventory of training materials and supplies.
Prepare for training classes (e.g.| materials| setup classes| breakdown classes).
Update and maintain all training records.
Assist with all government fundings

Follow all company policies and procedures; ensure uniform and personal
appearance are clean and professional; maintain confidentiality of proprietary
information; protect company assets. Report accidents| injuries| and unsafe
work conditions to manager. Welcome and acknowledge all guests according to
company standards. Speak with others using clear and professional language;
prepare and review written documents accurately and completely; answer
telephones using appropriate etiquette. Develop and maintain positive working
relationships with others; support team to reach common goals; listen and
respond appropriately to the concerns of other employees. Ensure adherence to
quality expectations and standards. Enter and locate work-related information
using computers and/or point of sale systems. Move| lift| carry| push| pull|
and place objects weighing less than or equal to 10 pounds without assistance.
Perform other reasonable job duties as requested by Supervisors.

_

Regional Director| Learning + Development APEC (Based in Singapore) – Singapore Regional Office – Singapore

APPLY HERE

marriott hotel logo
marriott hotel logo
Job Number 18003468
Job Category Human Resources
Location Singapore Regional Office| Singapore| Singapore VIEW ON MAP
Brand Corporate
Schedule Full-time
Relocation? No
Position Type Management

Start Your Journey With Us
POSITION SUMMARY This role is responsible for the oversight of all Learning + Development (L+D)
Delivery responsibilities in the Asia Pacific (excluding China) Region|
otherwise known as APEC. This position is part of the L&D Senior Leadership
team and is expected to be able to provide strategic input on all areas
pertaining to L+D initiatives and issues for the Continent. . A key component
of this role includes being a Training Business Partner for key stakeholders
within the Region including but not limited to the COO and VP| HR.

The Regional Director is accountable for leading a team of L+D professionals
to deliver extraordinary learning experiences. As an ambassador for Marriott
International| this position will be responsible for building trusted and
engaging relationships at all levels of continent| area and market leadership
and across all disciplines| whilst always acting in accordance with Marriott
International’s Guidelines for Leaders| demonstrating our company culture and
values through all interactions| with all business decisions and with all
stakeholders.

EXPECTED CONTRIBUTIONS

Oversee the schedules of all markets within APEC to ensure efficient productivity and identify opportunities to create effective capacity.

Overall responsibility for the Delivery team engagement

Partner with Director of L+D Operations for ongoing review of Delivery analytics| communications and financial reporting. In terms of Delivery analytics review and discussion the information must be used to fine tune and implement a delivery strategy that best meets the market’s needs while optimizing our resources.

Drive innovation within the Delivery area including partnering with Ops and PADDD to look at ways to improve the Delivery processes (e.g. certification process of new programs and scheduling).

Partner with Sr. Director of Performance Advisory| Design| Development and Deployment (PADDD) providing program feedback and sharing market needs on a regular basis.

Partner with Sr. Director Talent Development and Brand Initiatives (TDBI) to ensure the delivery of all programs| both iLT and vILT are of the highest standards and in accordance with all brand requirements.

Schedule quarterly meetings with all Area Vice Presidents/Area Directors of HR to share information| gather feedback and strategically plan development initiatives.

Schedule at least quarterly meetings with the VP Human Resources APEC to discuss year to date results| current market challenges/trends and future planning of development strategies.

Schedule as a minimum 6-monthly reviews with COO APEC and VP Human Resources APEC to share results and discuss next 6-month strategies

In conjunction with Performance Advisory conduct an annual in-depth Training Needs Analysis using appropriate tools| gathering information from stakeholders within their Region with a focus on property level requirements.

Partner with the Delivery Directors to build a strong network of L+D professional trainers to support delivery of programs within APEC. Champion their development| ensure their certification is approved only when the standards are consistently met.

Manage the APEC training budget and provide accurate billing and expense information for processing

Ensure that onboarding of new team members is executed effectively and efficiently based on individual needs.

Identify development opportunities for direct reports that provide them with stretch goals and new challenges to ensure engagement.

Review LPA for all Delivery Team members to ensure goal alignment and ongoing discussions over the 12-month operating period.

Support the creation of a strong talent pipeline for L+D both at property and above property level.

Work with the Directors to develop IMTN (International Management Trainers Network) members and monitor performance on a regular basis.

Monitor the integrity of program facilitation for all team members including IMTNs

Monitor all IMTN Assessments and provide feedback to facilitators to ensure consistency of program delivery.

Provides consistent| relevant and timely information to senior leaders| ensuring all reporting requirements are achieved within designated time frames

Use consultative and influencing skills with area teams| general managers| executive committee members and training managers to ensure commitment to all training initiatives.

Develop proactive partnerships with Area and On-Property HR and Training Leaders| providing information and support as required for their development strategies.

Update all training personnel on the latest developments| create effective networks to leveraging cluster resources & best practices.

Support in the orientation and development of property L+D managers/officers by providing assistance to HR leaders on the Onboarding process for all the new hired training personnel.

Work closely with the property Training / HR leaders to ensure all on property training programs are being delivered effectively and support business needs

Serve as champion of Marriott culture instilling the core values and principles of Marriott| demonstrated in all behaviors and conversations

Initiative and sustain a recognition program for Delivery Team in consultation with the Regional Director Greater China that provides appropriate and timely recognition of work performed| goals achieved and/or stakeholder feedback received

Provide support| guidance and resources to support other discipline initiatives where appropriate and in consultation with VP L+D.

Partner with ADHR members to support area specific training programs and initiatives as these arise.

Perform other duties as assigned to meet business needs.

CANDIDATE PROFILE

Experience

Minimum 3 years in a senior training management role is essential

Proven experience in leading a team; working effectively with a remote team will be highly advantageous

An operations background will be an added advantage.

Minimum 4 years Leadership experience (highly preferred Executive Committee level or equivalent)

Skills and Knowledge

Adult Learning – is knowledgeable and has hands-on experience in understanding and facilitating adult learning

Facilitation and Training – has mastered skills in facilitation| training and presentation including delivery of vILT

Human Resources – thinks strategically and demonstrates connectivity with training strategy and overall human resources goals

Business Acumen – demonstrates a solid understanding of the business based on own experience

Knowledge of overall hotel operations is a benefit but not essential

Ability to use standard software applications including Word| Excel| Power Point and use of audiovisual equipment

Planning skills

Self-Motivated and ability to take initiative action without relying on directions from others all the time| whilst keeping

Direct manager informed

Ability to network and build relationships by various communication means

Ability to exercise flexibility rather than rigid adherence to procedures to accomplish goals

Strong problem-solving skills; encourages new innovative solutions when appropriate

Strong communication skills (verbal| listening| writing)

Effective conflict management skills| respecting a diverse| multi-cultural environment

Education or Certification

University degree in Hotel or Business Management preferred

High School Diploma or equivalent minimum requirement in conjunction with a minimum of 5 years industry experience RMANCE CONTRIBUTIONS| COMPETENCIES & BEHAVIOURS

BUILDING RELATIONSHIPS

Co-worker Relationships

|

Builds strong working relationships across departments.
Models and coach’s others on creating an open| trusting| and supportive work environment.
Coaches others on how their behavior impacts coworkers and the work environment.
Coaches direct reports to work together to set expectations for achieving shared goals

Customer Relationships

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.

Global Mindset

Creates and coach’s 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

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.

Talent Management

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.

LEADERSHIP

Adaptability

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

Applied Learning

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.

Business Acumen

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.

Technical Acumen

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.

MANAGING EXECUTION

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

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 coach’s others on processes for monitoring work quality and project milestones.

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?

_

Human Resources Coordinator – Le Méridien Singapore – Singapore

APPLY HERE

Le meridien hotel SingaporeJob Number 18003DWW
Job Category Human Resources
Location Le Méridien Singapore| Sentosa| Singapore| Singapore VIEW ON MAP
Brand Le Meridien
Schedule Full-time
Relocation? No
Position Type Non-Management/Hourly

Start Your Journey With Us
 
At Le Méridien| we believe in helping guests unlock the unexpected and
engaging experiences each destination has to offer. Our guests are curious and
creative| cosmopolitan| culture seekers that appreciate sophisticated|
timeless service. We provide original| chic and memorable service and
experiences that inspire guests to unlock the destination. We’re looking for
curious| creative and well-informed people to join our team. If you appreciate
connecting with like-minded guests and have a deep desire to create unexpected
experiences| we invite you to explore career opportunities with Le Méridien.

Job Summary

Create and maintain filing systems. Create and type office correspondence
using a computer. Distribute and route mail. Order and track Human Resources
office supplies and forms. Answer phone calls and record messages. Create new
employee personnel file. Assist walk-in candidates with application
procedures. Maintain space designated for completing applications and ensure
it is clean| well maintained| and accessible to individuals with disabilities.
Respond to questions| requests| and concerns from employees and management
regarding company and Human Resources programs| policies and guidelines.
Inform Human Resources management of issues related to employee relations
within the division or property. Maintain confidentiality and security of
employee and property records| files| and information. Ensure accurate
maintenance of all employee records and files (e.g.| interview documents|
I-9’s).

Follow all company policies and procedures; ensure uniform and personal
appearance are clean and professional; maintain confidentiality of proprietary
information; protect company assets. Report accidents| injuries| and unsafe
work conditions to manager. Welcome and acknowledge all guests according to
company standards. Speak with others using clear and professional language;
prepare and review written documents accurately and completely; answer
telephones using appropriate etiquette. Develop and maintain positive working
relationships with others; support team to reach common goals; listen and
respond appropriately to the concerns of other employees. Ensure adherence to
quality expectations and standards. Enter and locate work-related information
using computers and/or point of sale systems. Move| lift| carry| push| pull|
and place objects weighing less than or equal to 10 pounds without assistance.
Perform other reasonable job duties as requested by Supervisors.

_

Regional Director| Learning + Development APEC (Based in Singapore) – Singapore Regional Office – Singapore

APPLY HERE

marriott hotel logo
marriott hotel logo
Job Number 18003468
Job Category Human Resources
Location Singapore Regional Office| Singapore| Singapore VIEW ON MAP
Brand Corporate
Schedule Full-time
Relocation? No
Position Type Management
 
Start Your Journey With Us

POSITION SUMMARY
This role is responsible for the oversight of all Learning + Development (L+D)
Delivery responsibilities in the Asia Pacific (excluding China) Region|
otherwise known as APEC. This position is part of the L&D Senior Leadership
team and is expected to be able to provide strategic input on all areas
pertaining to L+D initiatives and issues for the Continent. . A key component
of this role includes being a Training Business Partner for key stakeholders
within the Region including but not limited to the COO and VP| HR.

The Regional Director is accountable for leading a team of L+D professionals
to deliver extraordinary learning experiences. As an ambassador for Marriott
International| this position will be responsible for building trusted and
engaging relationships at all levels of continent| area and market leadership
and across all disciplines| whilst always acting in accordance with Marriott
International’s Guidelines for Leaders| demonstrating our company culture and
values through all interactions| with all business decisions and with all
stakeholders.

EXPECTED CONTRIBUTIONS

Oversee the schedules of all markets within APEC to ensure efficient productivity and identify opportunities to create effective capacity.

Overall responsibility for the Delivery team engagement

Partner with Director of L+D Operations for ongoing review of Delivery analytics| communications and financial reporting. In terms of Delivery analytics review and discussion the information must be used to fine tune and implement a delivery strategy that best meets the market’s needs while optimizing our resources.

Drive innovation within the Delivery area including partnering with Ops and PADDD to look at ways to improve the Delivery processes (e.g. certification process of new programs and scheduling).

Partner with Sr. Director of Performance Advisory| Design| Development and Deployment (PADDD) providing program feedback and sharing market needs on a regular basis.

Partner with Sr. Director Talent Development and Brand Initiatives (TDBI) to ensure the delivery of all programs| both iLT and vILT are of the highest standards and in accordance with all brand requirements.

Schedule quarterly meetings with all Area Vice Presidents/Area Directors of HR to share information| gather feedback and strategically plan development initiatives.

Schedule at least quarterly meetings with the VP Human Resources APEC to discuss year to date results| current market challenges/trends and future planning of development strategies.

Schedule as a minimum 6-monthly reviews with COO APEC and VP Human Resources APEC to share results and discuss next 6-month strategies

In conjunction with Performance Advisory conduct an annual in-depth Training Needs Analysis using appropriate tools| gathering information from stakeholders within their Region with a focus on property level requirements.

Partner with the Delivery Directors to build a strong network of L+D professional trainers to support delivery of programs within APEC. Champion their development| ensure their certification is approved only when the standards are consistently met.

Manage the APEC training budget and provide accurate billing and expense information for processing

Ensure that onboarding of new team members is executed effectively and efficiently based on individual needs.

Identify development opportunities for direct reports that provide them with stretch goals and new challenges to ensure engagement.

Review LPA for all Delivery Team members to ensure goal alignment and ongoing discussions over the 12-month operating period.

Support the creation of a strong talent pipeline for L+D both at property and above property level.

Work with the Directors to develop IMTN (International Management Trainers Network) members and monitor performance on a regular basis.

Monitor the integrity of program facilitation for all team members including IMTNs

Monitor all IMTN Assessments and provide feedback to facilitators to ensure consistency of program delivery.

Provides consistent| relevant and timely information to senior leaders| ensuring all reporting requirements are achieved within designated time frames

Use consultative and influencing skills with area teams| general managers| executive committee members and training managers to ensure commitment to all training initiatives.

Develop proactive partnerships with Area and On-Property HR and Training Leaders| providing information and support as required for their development strategies.

Update all training personnel on the latest developments| create effective networks to leveraging cluster resources & best practices.

Support in the orientation and development of property L+D managers/officers by providing assistance to HR leaders on the Onboarding process for all the new hired training personnel.

Work closely with the property Training / HR leaders to ensure all on property training programs are being delivered effectively and support business needs

Serve as champion of Marriott culture instilling the core values and principles of Marriott| demonstrated in all behaviors and conversations

Initiative and sustain a recognition program for Delivery Team in consultation with the Regional Director Greater China that provides appropriate and timely recognition of work performed| goals achieved and/or stakeholder feedback received

Provide support| guidance and resources to support other discipline initiatives where appropriate and in consultation with VP L+D.

Partner with ADHR members to support area specific training programs and initiatives as these arise.

Perform other duties as assigned to meet business needs.

CANDIDATE PROFILE

Experience

Minimum 3 years in a senior training management role is essential

Proven experience in leading a team; working effectively with a remote team will be highly advantageous

An operations background will be an added advantage.

Minimum 4 years Leadership experience (highly preferred Executive Committee level or equivalent)

Skills and Knowledge

Adult Learning – is knowledgeable and has hands-on experience in understanding and facilitating adult learning

Facilitation and Training – has mastered skills in facilitation| training and presentation including delivery of vILT

Human Resources – thinks strategically and demonstrates connectivity with training strategy and overall human resources goals

Business Acumen – demonstrates a solid understanding of the business based on own experience

Knowledge of overall hotel operations is a benefit but not essential

Ability to use standard software applications including Word| Excel| Power Point and use of audiovisual equipment

Planning skills

Self-Motivated and ability to take initiative action without relying on directions from others all the time| whilst keeping

Direct manager informed

Ability to network and build relationships by various communication means

Ability to exercise flexibility rather than rigid adherence to procedures to accomplish goals

Strong problem-solving skills; encourages new innovative solutions when appropriate

Strong communication skills (verbal| listening| writing)

Effective conflict management skills| respecting a diverse| multi-cultural environment

Education or Certification

University degree in Hotel or Business Management preferred

High School Diploma or equivalent minimum requirement in conjunction with a minimum of 5 years industry experience RMANCE CONTRIBUTIONS| COMPETENCIES & BEHAVIOURS

BUILDING RELATIONSHIPS

Co-worker Relationships

|

Builds strong working relationships across departments.
Models and coach’s others on creating an open| trusting| and supportive work environment.
Coaches others on how their behavior impacts coworkers and the work environment.
Coaches direct reports to work together to set expectations for achieving shared goals

Customer Relationships

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.

Global Mindset

Creates and coach’s 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

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.

Talent Management

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.

LEADERSHIP

Adaptability

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

Applied Learning

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.

Business Acumen

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.

Technical Acumen

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.

MANAGING EXECUTION

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

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 coach’s others on processes for monitoring work quality and project milestones.

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?

_