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Area Human Resource Director III Marketing & Sales - Florida Region job in Orlando at Marriott Vacations Worldwide

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Area Human Resource Director III Marketing & Sales - Florida Region at Marriott Vacations Worldwide

Area Human Resource Director III Marketing & Sales - Florida Region

Marriott Vacations Worldwide Orlando, FL Full Time
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 Benefits Available

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

The Area Director, Human Resources III (Area Director) provides strategic Human Resources (HR) generalist support to all field locations, leaders, and associates within their designated area. The Area Director provides proactive support, advice, and solutions to business leaders on all people-related matters, with a focus on Associate Relations. The Area Director reports to the Vice President, Human Resources and receives guidance from the HR Centers of Excellence (COE) teams.  Within their area, the Area Director will work closely with field and regional leaders to facilitate the implementation and management of HR programs, plans, and policies as appropriate.  The Area Director will assist the Vice President Human Resources in building people and business strategies that improve organizational effectiveness and drive business performance, integrating HR capabilities and business needs to enable successful execution of business and people strategies and ensuring consistency and compliance across all locations within their designated area.  The Area Director is the HR Generalist supporting a large geographic area – typically across multiple cities and/or states.  The Area Director will be expected to travel up to 40% of the time as needed.

Generic 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

May include but not limited to:

Team Leadership

  • Oversee, lead, manage, develop, and coach field HR leaders to support the day-to-day HR needs of our clients, people-related matters and critical HR initiatives.
  • Evaluate the HR team for continual improvement in efficiency and effectiveness as well as provide. personal and professional growth with emphasis on development opportunities when available. 

Strategic HR Support

  • Provides strategic and generalist Human Resources support to Regional and site teams.
  • Proactively identifies Human Resources Management needs, develops, and implements strategies for addressing and resolving associate and business needs.
  • Acts as an HR Business Partner and internal consultant to managers and associates at all levels by providing a full range of human resources support, guidance, and direction.
  • Fosters continuous improvements in the HR and field organizations by analyzing processes, monitoring effectiveness, and make recommendations for changes and enhancements.
  • Assists with division Human Resources projects and initiatives from inception to completion.

Talent Acquisition

  • In partnership with Talent Acquisition team, reviews and ensures appropriate staffing plans and programs are designed to best identify talent within and outside the Company are executed in the market/region to meet the need of the business.
  • Champions the associate on-boarding process for newly hired associates to ensure a smooth transition and introduction to the company.

Talent Management

  • Partners with the Talent Management team as needed as it relates to associate training and education programs, to include identifying Leadership training needs.
  • Provides consultation and assistance as needed to manage the Engagement Survey across each discipline.
  • Is accountable for leading the execution of the Human Capital Review process within his/her area in partnership with the Talent Manager.
  • Partners with Vice President Human Resources and Talent Manager in talent development, performance and career coaching and succession management among the associates within his/her designated market/region.
  • Drives execution of the Leadership Performance Process among the managers and their direct reports.
  • Manages job elimination and the mutually agreed-upon separation process including development of business justification, risk assessment, and obtaining necessary approvals.  Makes recommendations and ensures that decisions do not expose the Company to undue risk.
  • Assists HR COEs in the design, development, and implementation of division and discipline specific initiatives.
  • Works in partnership with the Talent Manager and discipline specific strategic training representatives to identify, plan and implement training and development needs and activities for management and hourly associates.


  • Collaborates with Compensation team to ensure appropriate internal and external pay equity.
  • Supports the Vice President, HR, site leadership, and COEs in implementing compensation programs, benefits and incentive programs.
  • Partners with the Compensation COEs in market strategic planning, analysis, and implementation of compensation programs, benefits, and incentive programs.
  • Understand and respond to concerns regarding employment agreements, contracts, commission schedules and compensation plans.
  • Partners with the Compensation COEs for the implementation of annual compensation programs, e.g., merit, stock, and bonus.
  • Partners with the Compensation COE for the implementation of annual compensation programs.
  • Partners with the Compensation COE for the implementation of annual Management compensation programs.
  • Partners with the Compensation COE for the implementation of annual hourly compensation evaluation/analysis/planning process.
  • Proactively monitors the area/region for compensation trending, providing feedback to CoE and site leadership.

Associate Relations

  • Partners with site/resort leadership for associate relations service delivery.
  • Engages leadership and promotes the desired workplace culture.
  • Advises and coaches leaders on mitigation of organizational people risk.
  • Provides consultation to site/resort leadership in support of creating and maintaining a positive work environment for associates, in collaboration with field HR managers.
  • Acts as Subject Matter Expert (SME) as well as regional escalation point for high risk/complex associate relations issues.
  • Manages associate relations issues/investigations working with specialized corporate departments (Legal, Internal Investigations) to ensure related issues are assessed for risk and provide effective organizational resolutions. 
  • Responds to third party complaints with advice of Vice President of Human Resources and Legal.  Represents the company’s position as required.
  • Monitors and communicates Engagement Survey (ES) scores and assists with implementing plans and actions.
  • Coordinates efforts with the Senior Director, HR to analyze ES results for trends and to identify ‘need’ areas.

Locations with Union Representation

  • Interprets CBA and ensures site leadership is well educated on all CBA procedures.
  • Adheres to guidelines as required under local CBA.
  • Consults with Vice President on all Union matters.

Policies & Procedures

  • Interprets and effectively communicates HR policies and procedures to all levels of the organization.
  • Provide systemic approach to ensure compliance to HR policies as required by federal, state and Marriott Vacations Worldwide regulations (audits, tracking systems, data review, etc.).
  • Develops, reviews, and monitors systems, procedures, and processes within departments to ensure compliance and/or proper application of company policies and governmental regulations including but not limited to Title VII, FLSA, FMLA, and ADA.
  • Anticipates, provides guidance on, and assesses risk on complex associate relations decisions and actions ensuring consistency, fairness, and limited exposure to the Company.

Generic 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


  • Four-year Bachelor’s degree in Human Resources/related field or equivalent practical experience.
  • Master’s degree in Industrial/Organization Psychology, Business Administration, or Human Resources Management preferred.


  • At least ten (10) years of progressive Generalist experience in a management role.
  • Experience in a multi-unit and/or multi-state environment preferred.
  • Experience as a generalist in all aspects of Human Resources including Associate Relations, Compensation and Benefits, Talent Acquisition, Training, Organizational Development, and Diversity or experience as a specialist in one of these HR functional areas.
  • Experience in Vacation Ownership, Hospitality or Vacation Ownership Sales and Marketing preferred.
  • PHR/SPHR or SHRM – CP/SCP certification preferred.

Skills & Attributes

  • Strong leadership, management, and communication skills providing an environment where associates are empowered and led to an aligned action or purpose.
  • Exceptional skills at building and nurturing relationships at all levels of the organization through collaboration, negotiation, and mentoring.
  • Strong ability to proactively influence and shape the thinking of leadership that drives the right type of decision making to garner positive business results. 
  • Strong knowledge of human resources policies, practices, and procedures.
  • Strong knowledge of labor laws and governmental regulatory compliance.
  • Strong knowledge of assessment tools and incentive programs.
  • Knowledge of training methodologies.
  • High level of facilitation, oral presentation, and training skills.
  • Outstanding written and verbal communications skills.
  • Skilled in decision-making and conflict resolution in a fast paced, continuously changing, customer focused environment.
  • Passion for strategic involvement in the creation and execution of departmental and division-wide goals and objectives.
  • Knowledge of HR trends and practices within the industry and geographical location(s).
  • High level of skill in managing confidential and sensitive information and data.
  • Computer literacy on Microsoft Office products.
  • Experience with database systems.
  • Ability to travel up to 40% as needed.

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

Recommended Skills

  • Identify Talent
  • Leadership
  • Training
  • Organization Development
  • Negotiation
  • Human Resources
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