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Market General Manager in Marriott's Timber Lodge at Marriott Vacations Worldwide

Date Posted: 3/13/2019

Job Snapshot

Job Description

Are you ready to grow your dream career while making others' vacation dreams come true? Marriott Vacations Worldwide is a world premier organization for Vacation Ownership with resorts at destinations around the globe. Join our team and help deliver unforgettable experiences that make vacation dreams come true.
POSITION TITLE: MARKET GENERAL MANAGER
CAREER BAND: YELLOW
 

*RELOCATION ASSISTANCE LEVEL 4 PROVIDED

JOB SUMMARY

Functions as the primary strategic business leader of a Marriott Vacation Club property and responsible for the leadership and management of designated properties within a market. As General Manager of the property, responsible for all aspects of the operation, including owner/guest and associate satisfaction, human resources, financial performance, ancillary sales and revenue generation. Leads the leadership team in the development and implementation of market-wide strategies. Ensures implementation of the brand service strategy and brand initiatives with the objective of meeting or exceeding guest expectations. Position serves as the principal interface with Condominium Owners Association (COA) boards and establishes relationships with COAs as a business partnership. Builds owner loyalty through proactive communication, setting and managing expectations and delivering solid business results. Responsible for the overall performance of properties within a market and oversees all activities associated with the pre-opening processes for new build units. Works in close partnership with the General Managers of each unit and provides leadership, resources and influence for the overall performance of the properties. Responsible for ancillary sales and revenue generation for designated properties within the market. Partners with the site process team, if applicable, to maximize site customer and associate satisfaction and profitability. Represents Marriott Vacation Club brand values in all leadership actions.

CANDIDATE PROFILE

Education and Experience

Required Minimum:

  • 2-year degree from an accredited university in Business Administration, Hotel and Restaurant Management, or related major; 8 years experience in the management operations, sales and marketing, or related professional area.

OR

  • 4-year bachelor's degree in Business Administration, Hotel and Restaurant Management, or related major; 6 years experience in the management operations, sales and marketing, or related professional area.

Preferred:

  • General Manager experience in limited or full service property or timeshare resort.
  • Ability and willingness to work flexible hours including weekends, holidays and late nights.
  • Property industry work experience, demonstrating progressive career growth and a pattern of exceptional performance.

Education and Experience

  • 2-year degree from an accredited university in Business Administration, Hotel and Restaurant Management, or related major; 8 years experience in the management operations, sales and marketing, or related professional area.

OR

  • 4-year bachelor's degree in Business Administration, Hotel and Restaurant Management, or related major; 6 years experience in the management operations, sales and marketing, or related professional area.

CORE WORK ACTIVITIES

Leading Property Strategy, Operations, and Management of Department Budgets

  • Develop a property strategy for each property in area that is aligned with the brand's business strategies.
  • Stay highly visible and interfaces with owners and guests on a regular basis to obtain feedback on quality of product, service levels and overall satisfaction.
  • Analyze business results and works with executive committee to develop an effective strategy to address needs.
  • Make key decisions and oversees execution, removes obstacles to success and ensures adequate resources are available to achieve business results.
  • Review financial reports and statements to determine how business units are performing against budget.
  • Work with executive committees to determine areas of concern and develops strategies to improve the property's financial performance.
  • Ensure capital expenditure funds are being used to address the priorities outlined in the brand business strategy.
  • Ensure service programs are in place and executed against.
  • Provide timely, real-time feedback to management and hourly associates on service and operational standards; including feedback on even the smallest of service and operational details.
  • Create and support clear lines of responsibility for management team, including coverage and oversight throughout the day
  • Review and follow-up on markety GSS scores and comments.
  • Walk the properties to ensure public spaces, grounds, work, public, and kitchen areas meet sanitation and cleanliness/maintenance standards.

Managing Owner Relationships

  • Oversee Condominium Owner's Associate (COA) management in accordance with legal requirements of the State Statue.
  • Develop a mutually beneficial relationship with the board of directors.
  • Organize, document and oversee COA meetings in accordance with Association Governance requirements of the State.
  • Work with COA(s) to establish budget and Reserve funding for capital expenditures.
  • Influence COA(s) to maintain and accept Brand Standard changes.
  • Remain current of government regulations and legislation in order to manage the associate relations program to ensure/enforce consistent and fair application and compliance of Marriott, State, and Federal regulations.
  • Maintain legally required Condominium Management license within the State of property.

Supporting Brand, Ancillary Sales, and Sales and Marketing Strategy

  • Champion change and ensure brand and market business initiatives are implemented and communicate follow-up actions to team as necessary.
  • Partner with Sales and Marketing team to support Sales and Marketing initiatives.
  • Support the ancillary sales strategies and encourage leadership teams to develop effective revenue management strategies and set aggressive goals that will help drive the properties' financial performance.
  • Stay perceptive of market conditions and communicates changes and potential revenue opportunities to leadership team.
  • Develop innovative means for capturing new streams of revenue through property amenities.

Managing Profitability

  • Strive to maintain profit margins without compromising owner/guest or associate satisfaction.
  • Identify opportunities to increase profits and create value by challenging existing processes, encouraging innovation and driving necessary change.
  • Measure, analyze, and communicate each property's performance using a variety of financial/non financial data including controllable costs, sales revenue, guest satisfaction, and associate engagement data.
  • Update and communicate profit forecasts to associates/managers.
  • Review each property's performance on period basis with Regional Leadership.

Maintaining Revenue Management Goals

  • Ensure execution of renovations and Capex projects minimize the loss of inventory to the rental pool.
  • Ensure capital expenditure funds are being used to address the priorities outlined in the brand business strategy.
  • Work with the COA to ensure Brand Standards are maintained and that there are sufficient funds in reserves to ensure the property upholds them.

Managing and Conducting Human Resources Activities

  • Conduct annual performance appraisals with direct reports according to Standard Operating Procedures.
  • Hire executive committee team members who demonstrate strong functional expertise, creativity and entrepreneurial leadership to meet the business needs of the operation.
  • Create appropriate development plans based on individual strengths, development needs, career aspirations and abilities.
  • Set goals and expectations for direct reports using the performance review process and hold staff accountable for successful performance.
  • Establish a presence with associates on property and actively solicit associate feedback.
  • Utilize an "open door" policy and reviews associate satisfaction results to identify and address associate problems or concerns.
  • Ensure associates are treated fairly and equitably.
  • Lead associates through property changes and help them transition into new property roles
  • Conduct day to day Human Resource transactions to support needs of each property (e.g., compensation actions, initiation and approval of hiring requisitions, movement of subordinates through phases of performance management cycle).
  • Facilitate cross training to support associate professional growth and operational excellence.
  • Ensure ongoing development of managers (e.g., one on one coaching, providing stretch assignments, etc.).
  • Monitor local hiring and compensation trends for like positions; ensure that the organization understands any change in fundamental labor market issues.
  • Conduct performance review process for associates (including LPP, career plan form, development plans, associate information form, mid-year check-ins, 90-day check-ins for new associates, etc.).
  • Support recruitment efforts from various sourcing channels (e.g., local job fairs, Internet, referrals) to target associates with skill sets (e.g., food and beverage, rooms operations) compatible for operational needs.

Additional Responsibilities

  • Manages e-mail.
  • Manages daily paper mail.
  • Participates in conference calls (e.g., Q&A, property performance, etc.).
  • Prepare for and host regional/corporate leadersip visits.

MANAGEMENT COMPETENCIES

Leadership

  • Professional Demeanor - Exhibiting behavioral styles that convey confidence and command respect from others; making a good first impression and representing Marriott in alignment with its values.
  • Problem Solving and Decision Making - Identifying and understanding issues, problems, and opportunities; obtaining and comparing information from different sources to draw conclusions, develop and evaluate alternatives and solutions, solve problems, and choose a course of action.
  • Communication - Conveying information and ideas to others in a convincing and engaging manner through a variety of methods. Strong public presentation skills.
  • Adaptability - Maintaining performance level under pressure or when experiencing changes or challenges in the workplace.
   

Managing Execution

  • Planning and Organizing - Gathering information and resources required to set a plan of action for self and/or others; prioritizing and arranging work requirements to accomplish goals and ensure work is completed.
  • Driving for Results - Setting high standards of performance for self and/or others; assuming responsibility for work objectives; initiating, focusing, and monitoring the efforts of self and/or others toward the accomplishment goals; proactively taking action and going beyond what is required
  • Building and Contributing to Teams - Leading and participating as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.
  

Building Relationships

  • Coworker Relationships - Interacting with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.
  • Customer Relationships - Developing and sustaining relationships based on an understanding of customer needs and actions consistent with Marriott's Spirit to Serve.
  • Fostering Inclusion - Supporting associates with diverse styles, abilities, motivations, and/or cultural perspectives; leveraging personal differences to achieve objectives; and promoting a work environment where all associates are given the opportunity to contribute to their full potential.
  • Locally Engaged - Personally connected with local community, venues, special events, history, and culture; able to build networks with local public officials, corporate executives, and companies or organizations and leverage those connections to further business interests; effectively represents the property and Marriott brand to media and in public forums.
   

Generating Talent and Organizational Capability

  • Talent Management - Providing guidance and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.
  • Organizational Capability - Understanding and leveraging associate talent and capabilities to meet work needs; supporting the attraction, selection, and/or retention of associates in order to achieve department and business objectives.
 

Learning and Applying Personal Expertise

  • Applied Learning - Seeking and making the most of learning opportunities to improve performance of self and/or others.
  • Technical Acumen- Understanding and utilizing professional skills and knowledge in a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges
    • Detail Orientation - The ability to attend to and verify the accuracy and completeness of details in work activities. This includes focusing on the small details of work activities and taking the necessary time to ensure that all the details of completed work are correct and of high quality.
    • Owner Service - Skill in anticipating and assessing needs, actively looking for ways to help, exceeding expectations for service, and evaluating satisfaction for owners.
    • Brand Engagement: Knowledge of Marriott Vacation Club brand strategies, business plans, brand positioning, owner/customer psychographics; shares value system and can personally relate with target guest profile.
    • General Property Operations - Knowledge of the operating principles and practices of all brand/property-specific functions to support successful operations of the overall property (e.g., Engineering/Maintenance, Finance and Accounting, Human Resources, Legal/Contracting, Food and Beverage, Guest Services/Front Desk, Security/Loss Prevention, and Recreation/Activity).
  • Business Acumen- Understanding and utilizing business information (e.g., data used in the Marriott Balanced Scorecard related to Associate Engagement, Guest Satisfaction, and Property Financial Performance) to manage everyday operations and generate innovative solutions to approach business and administrative challenges
    • Applied Business Knowledge - Evaluates market conditions, organizational objectives, and important aspects of the business to accurately diagnose market opportunities and threats; anticipates opportunities and threats, identify issues, and develop strategies and plans. Aligning individual and team actions with strategies and plans to drive business results.
    • Management of Capital Resources - Determines the appropriate allocation of money used to accomplish work goals, and submits expenses according to guidelines; appropriately utilizes and maintains equipment, facilities, and materials needed to perform work activities.
    • Administration and Management - Understands and applies the business and management information involved in strategic planning, resource allocation, human resources modeling, leadership techniques, production methods, and coordination of people and resources.
  • Basic Competencies- Fundamental competencies required for accomplishing basic work activities.
    • Basic Computer Skills - Using basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).
    • Mathematical Reasoning - The ability to add, subtract, multiply, or divide quickly, correctly, and in a way that allows one to solve work-related issues.
    • Oral Comprehension - The ability to listen to and understand information and ideas presented through spoken words and sentences.
    • Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
    • Writing - Communicating effectively in writing as appropriate for the needs of the audience.
 

Marriott Vacations Worldwide is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.

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