VP Compensation & Benefits| EMEA - Europe Office - London

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POSITION SUMMARY

As a member of the EMEA Human Resources leadership team| the Vice President
Compensation and Benefits contributes a high level of specialized knowledge
and expertise in total rewards| and provides consultative leadership and
direction to the design| deployment and administration of the division’s total
rewards strategies| programs| policies and processes| including compensation|
benefits| retirement| leave| recognition| and other programs.
In conjunction with the continent leadership team this leader designs and
deploys total rewards programs that support the continent business strategy
and partners with the global compensation COE to ensure alignment with global
comp and ben framework and standards. He/she works with the HR leadership team
to design and deploy total rewards strategies and programs for all markets|
brands and disciplines| ensuring that they are supportive of business
priorities and company culture| and integrated with the region’s talent
management strategies to attract and retain talent while ensuring compliance
with local legal regulations.
The incumbent partners| influences| and coordinates with the Global
Compensation and Benefits COE to ensure that all strategies| programs and
resources are aligned to the overall COE strategy and platforms| represent
EMEA’s needs and localization requirements| and execute Global COE priorities
within the Continent.
This position collaborates with business leaders at levels across the
organization| as well as vendor partners and owners. As such| the incumbent
must demonstrate excellent communication skills| strategic thinking and
planning| strong business acumen| and the ability to function in a highly
dynamic| fast paced environment.

SCOPE

Lead the Compensation and Benefits function in support of the full portfolio
of hotels across Europe| Middle East & Africa.

Location: London or Dubai

EXPECTED CONTRIBUTIONS

Compensation and Benefits Leadership

Provide strategic and operational leadership in the design| development| implementation| administration| and communication of EMEA’s Total Rewards programs| including base pay| incentive programs| equity plans| health & wellness| retirement| and other perquisites.
Analyze existing base and incentive pay| health and welfare benefits| rewards and recognition programs and retirement benefits to ensure they align with business strategy| the company’s total rewards philosophy and market practices to optimize our ability to attract| reward| and retain top talent and support career progression.
Monitor the travel and other relevant industry segments and employment markets for best practices in Total Rewards philosophy| approach| and delivery methods. Stay abreast of competitive compensation through survey| networking and relationships with peers| and remains abreast of legislation pertaining to total rewards| including wage and hour laws| pay equity and relevant tax regulations.
Serve as an influential thought leader both internally and externally; advise business and executive leadership on compensation related business decisions| current and proposed practices| potential value added| and relative status within the competitive market.
Partners with other EMEA HR business partner and COEs to align total rewards strategy and process within the talent management efforts. Coordinates with other HR work streams| as needed| for planning| design and development of policies and practices.

Compensation and benefits administration

Support continent’s job architecture efforts intended to clarify and harmonize job titles| pay grades| career paths| and differentiated compensation structures.
Supervises job analysis and evaluation by reviewing job information| analyzing data and recommending appropriate pay rate and grade.
Participate in local market surveys| collect and analyze local market data to design and recommend pay structures and pay recommendations
Lead annual merit review process| tracking country rates of inflation and providing country recommendations. Lead annual bonus and incentive plan design and administration process.
Provide consultation and approval on all senior level offers.
Consult on the various formalized expatriate policies and administer such expatriate programs in the continent| working closely with global compensation team.
Administer Marriott’s global equity program in the continent| working closely with the senior HR leadership team and the global executive compensation team.
Manage budgets in accordance to company goals and business profitability targets.

Compensation & Benefits operations oversight and governance

Responsible for ensuring robust compensation and benefits process and practices are in place and are properly executed across EMEA. Ensure comp and benefits related policies| roles and responsibilities are clearly understood and users have the right tools and skills to play their part. Monitors compliance with applicable policies/processes| identifies and address gaps.
Conducts salary reviews to ensure relevant market benchmarking and consistency of application. This may require liaising with 3rd party suppliers
Communicate compensation strategies and programs by developing communication materials| conducting presentations and/or training sessions as appropriate.
Monitors total rewards practices and programs administration in the continent ensuring compliance and alignment with philosophy and design principles.
Provide support to the EMEA HR community on related compensation and benefits issues and educate property and above property business leaders and HR teams on compensation & benefits philosophies| programs and changes in regulations ensuring compliance with company standards and local requirements.
Evaluates the effectiveness and business impact of existing total rewards strategies and delivery models| making adjustments as needed to improve effectiveness| drive efficiencies and enhance business impact.
Monitors and reports on key comp and benefits analytics to measure the effectiveness of programs| processes and solutions. Ensures ADHR and HR partners receive timely reports and accurate data from which to monitor performance.
Partners with continent HR leadership and Global COE to review processes| policies and identify any opportunities for continuous improvement. Drives continuous process improvement in all aspects of the comp cycles and benefit administration.

Partnership with the Global Center of Expertise (COE)

Proactively partners with the global COEs for Compensation and Benefits to help define global agenda and priorities to address global and local market needs. Uses continent need analysis| local market trends and business dynamics to inform the global Comp and Ben COE priorities and influence the design| development and deployment of compensation and benefits systems and solutions that meet the needs of the organization and end users.
Partners with the global COEs on the development/upgrades of compensation and benefits policies| procedures| systems and programs. Leads the development and roll out of continent specific procedures. Keeps up to date knowledge of relevant employment laws| ensuring global and continent specific policies are in compliance with local laws in countries where Marriott operates.
Contributes to the development of compensation and benefits metrics and reporting to meet local data analytics needs.

Team Leadership

This leader manages a team of direct reports across EMEA and indirectly works through others that do not directly report into him/her.
Establishes a strong community of practice around compensation and benefits investing in the training of property and above property human resources generalists who are responsible for executing compensation and benefits programs for the groups they support.
Develops operating plans and related operational processes for own department in alignment with broader business objectives.
Manage the compensation and benefits budgets for the division.

Other Responsibilities

Manage large and complex projects such as bonus plan redesign| total rewards harmonization| global comp and benefits policies and technology changes.
Other additional responsibilities as business needs arise and the company/team evolves.

CANDIDATE PROFILE

Education

University degree required| and advanced degree preferred.

Experience

Minimum 12+ years of experience in compensation and benefits or related experience business administration| HR or finance background with a multi-national company. 6+ years| in a managerial role. Prior experience in consulting is a plus.
Previous experience in hospitality| service or retail| or industry with globally dispersed operations across multiple countries preferred
Experience with both global projects and vendor relationship management.
Experience in the design| development and administration of base and variable pay programs and benefit and leave programs.
Experience managing self-insured medical plans| and retirement and/or pensions plan governance and administration.
Previous experience in Europe and/or Middle East and Africa preferred. Must be willing to travel throughout Europe| Middle East & Africa.

Skills and Attributes

Proven success creating and implementing compensation and benefit strategies for global organizations.
In-depth knowledge of global and EMEA pay practices| expatriate programs| immigration| expatriate taxation and mobility practices
Highly commercial and able to align reward policy to business objectives
Strong analytical skills and demonstrated strength in critical analytical thinking. Proven ability to use metrics and data analysis to identify issues| develop practical solutions and evaluate business impact.
Prior success in the creation and implementation of total rewards strategies for global organizations with a focus on EMEA.Possesses strong consulting skills and the ability to quickly assess situations| identify gaps and possible solutions. Proven record consulting with HR colleagues and business leaders on complex business issues.
Possesses strong leadership ability; can quickly analyze situations| clearly articulates what needs to be done| and mobilizes others in the right direction; is able to influence without authority in a matrix organization.
Demonstrates strong project management skills including needs analysis| budget and resource management and project planning.
Develops and maintains effective relationships with a broad group of stakeholders in order to foster trust and influence key decisions| vendors and project teams; sells ideas persuasively| collaborates and addresses conflict resolving issues on a timely and effective manner without damaging relationships; can be direct and forceful while remaining diplomatic.
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. Engages in fixing the problem; makes decisions using data.
Is results oriented and works with a high degree of independence; delivers results under difficult conditions and demonstrates balanced judgment under pressure.
Initiates| implements and supports change within the organization; proactively removes barriers and accelerates its pace. Comfortable challenging organizational norms and accepted thinking to drive effectiveness.
Possesses strong knowledge of talent acquisition processes and systems and overall talent management practices. Stays current with HR and business trends and best practices.
Effective negotiation| influencing and conflict management skills to engage internal stakeholders as well as global business partners and gain sponsorship for solutions to business challenges.
Proven ability to use metrics and data analysis to identify and resolve process efficiency issues. Ability to evaluate business trends| determine applicability to Marriott and modify business strategies accordingly
Financial management skills e.g.| ability to analyze P&L statements| develop operating budgets
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
Strong communication and presentation skills (verbal| listening| writing)
Actively seeks learning and exposure to new ideas and practices. Enhances personal| professional and business growth through new learning and experiences; pushes the organization to learn from other industries’ practices.
Maintains a positive attitude and professional demeanor at all times| especially if ideas or recommendations are met with resistance; is persistent at driving ideas and effective at addressing difficult issues and guiding others toward the accomplishment of identified goals.
Makes decisions in a timely manner and is comfortable making decisions with limited information. Possesses strong organizational skills and ability to manage multiple priorities and resources
Demonstrates a high degree of integrity in dealing with sensitive information.
Understands how to manage in a culturally diverse work environment and is a champion for diversity effectiveness in the organization.
Strong management skills with excellent coaching and mentoring skills
Embraces technology and other innovative solutions to increase work flow efficiency and quality.