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Sr Director Compensation in Westwood Corporate Headquarters at Marriott Vacations Worldwide

Date Posted: 12/26/2018

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.

*Relocation Assistance Provided

System Job Title: SR Dir, Compensation

Leadership Role: MANAGER OF OTHERS

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, Information Technology, Operations Planning & Support, Sales & Marketing) area to support department and/or function objectives. Generally, works with considerable independence, developing operating plans and related operational processes for own department and monitoring the flow of work between own department and others in alignment with broader business objectives, selecting and developing effective managers and work teams, and managing own organization through reliable systems and processes.

Specific Job Summary

Reporting to the Senior Vice President, Global Rewards & HRIS ("SVP"), the Senior Director, Compensation manages the design, development, and evaluation of new and existing compensation programs, policies, procedures that support the achievement of Marriott Vacations Worldwide's ("MVW") business strategic goals, objectives, and values at U.S. and international locations. The scope of compensation programs will include base wages, commissions, merit pay, incentive pay, bonuses, stock awards, and similar forms of recognition cash awards for executives, managers, and non-managers at MVW locations worldwide, collaborating with regional Human Resources colleagues where appropriate across multiple countries. The Sr. Director assists the SVP in the management of the Executive Compensation Program. The Sr. Director ensures that all compensation programs are compliant with company policies and applicable international, federal, state, and local laws, regulations, and practices.

Expected Contributions

  • Develops operating plans and workable business processes for own department in alignment with function strategy.
  • Manages larger business processes and/or projects, setting priorities and measurable objectives, monitoring and reporting on the process, progress and results. Typically influences work of cross-functional or extended teams.
  • Responds to, solves and makes decisions on business requests that have broader department impact and/or moderate risk. Presents alternative solutions to business issues by leveraging the broader organization.
  • Works to enhance the organization's capabilities through effective staffing and development of others by:
    • anticipating staffing requirements by comparing business needs with strengths and weaknesses of existing staff.
    • using appropriate MVW interviewing tools to hire the best managers available from inside or outside.
    • setting and maintaining high standards for team and individual performance.
    • providing timely coaching and feedback.
    • making and rewarding distinctions in performance.
  • Assists more senior associates in achieving business results by:
    • acting in a consultative fashion to implement programs impacting the broader organization.
    • assisting in the development and communication of broader organizational goals.
    • achieving results against budget within scope of responsibility.
    • taking calculated risks to move the department or team forward.
    • developing and using systems to organize and keep track of information.
    • balancing the interests of own group with the interests of the organization.
    • working with others to identify and remove barriers to success.
  • Readily critiques own behavior to acknowledge mistakes and improve future leadership performance and acts independently to improve and increase skills and knowledge.
  • Performs other duties as appropriate.

Specific Expected Contributions

  • Manages the Compensation function within the corporate Global Rewards Center of Expertise (COE) and is responsible for ensuring the effective and efficient department operations.
  • Advises, consults, and serves as a member of the corporate Human Resources Management Team in the development and execution of short- and long-term Human Resources strategies, plans, and budgets in support of MVW business strategies, goals, and values.
  • Serves as a global compensation subject matter expert and consultant to business leaders and Human Resources Business Partners across continents, disciplines, and brands.
  • Monitors changes in external labor market conditions and economic factors that influence compensation programs. Utilizes qualitative and quantitative methods and tools for analysis, interpretation, and to support the decision-making process. Evaluates and analyzes compensation programs and presents formal findings to the senior business leaders and Human Resources Business Partners. Recommends plan revisions and new plan proposals that are cost effective and consistent with compensation trends and business strategic goals.
  • Leads Compensation team and partners with external consultants and vendors to conduct internal needs assessments and to analyze external compensation market trends, regulations, and practices for the purpose of designing or modifying compensation coverage strategies to support associate recruitment and retention strategies across all disciplines, both U.S and International.
  • Partners with Marketing & Sales leaders and Sr. Director HR, Marketing & Sales to design global sales incentive and compensation plans that support the Sales strategy and ensure compliance with federal & local compensation regulations.
  • Leads the development and evaluation of compensation programs, policies, and pay structures based on internal equity and external market equity data that support the MVW's strategic goals, objectives, and values.
  • Leads the Compensation Team in managing all existing compensation programs and processes. Serves as a project manager to develop plans, coordinate resources, and implement changes in accordance with project plans.
  • Oversees the job evaluation process including the processing, recording and reporting of job compensation related decisions in alignment with established pay structures.
  • Oversees the administration of direct compensation, e.g., executive, exempt and nonexempt cash compensation programs, etc., for corporate and field staff.
  • Supports design of compensation program information systems and implementation of new and existing systems upgrades in partnership with external vendors -- ensuring the technologies are appropriately designed.
  • Oversees exempt and nonexempt salary surveys to ensure corporate compensation objectives are achieved.
  • Leads communication, education, and training of associates on compensation programs and policies.
  • Prepares written and verbal information to inform employees of compensation programs and changes as appropriate.
  • Manages design and administration of the non-cash award and perquisite programs.
  • Builds and maintains framework and processes to maintain compliance with all company policies and international, federal, state, and local compensation, and tax laws and regulations.
  • Establishes and maintains long term professional networking relationships through active involvement in related business, Human Resources, or compensation associations.
  • Provides oversight on the effort to maintain job structure in country.
  • Supports the SVP in the management of the Executive Compensation Program.
  • Leads and manages the compensation department team members. Carries out supervisory responsibilities in accordance with MVW's policies. Core responsibilities include interviewing, hiring, and training employees; planning, assigning, and directing work; appraising performance; rewarding and disciplining employees as appropriate; addressing associate complaints and resolving problems as appropriate.
  • Performs other duties as appropriate in response to changing business conditions.

Candidate Profile

Successful candidates should possess knowledge and experience and demonstrate strong leadership and relationship skills as follows:

Generally, a professional position requiring significant knowledge and experience in one or more disciplines and/or business operations as well as associate management experience. College degree and/or relevant experience generally required.

Specific Candidate Profile


  • Bachelors' Degree in Human Resources, Accounting, Business or related field or equivalent practical experience.


  • Ten to twelve years of human resources management or compensation work experience in progressively more responsible roles.
  • Certification in Compensation preferred.

Skills and Attributes

  • Proven success in leading change and communicating effectively across multiple levels of management with divergent and conflicting agendas.
  • Exceptional project/program management competence and skill with proven ability to manage multiple tasks/projects.
  • Strong analytical skills for planning, estimating, budgeting, and monitoring program/project work.
  • Proven mathematical aptitude and data analysis skills.
Marriott Vacations Worldwide is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.


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