Position Summary

As a member of the professional staff, contributes general knowledge and skill in a discipline area (e.g. Accounting, Finance, Human Resources, Global Technology, Resort Operations, Sales & Marketing, etc.) to support team and/or department objectives.  Generally, works under close supervision, or within well-established guidelines to complete routine tasks. 

Under general supervision, assists in the planning, development, implementation, maintenance, and administration of compensation programs following established standards and policies at Marriott Vacations Worldwide (MVW). The scope of compensation programs supported includes base wages/salaries, short term incentives, and long-term incentive programs for management and non-management positions. In support of achieving internal equity policies, conducts job analysis and writes job descriptions and creates job families in support of creating career paths. Conducts job evaluations and recommends job grades. Conducts internal equity analyses by position and by department, makes wage/salary recommendations for conformance to budget and policy. Audits evaluation of positions and application of existing classifications to individual associates in position. Prepares reports and advises HR Business Partners in making compensation related decisions. In support of achieving external equity policies, conducts, participates in, and analyzes compensation market surveys. Creates wage and salary compensation structures with relevant HR data. This role will provide direct compensation support for the Corporate aligned disciplines within the U.S. and internationally including MVW Expat Compensation and Benefits policies.

Expected Contributions

Market Pricing

• Conduct market pricing of jobs and determines job grades using existing wage/salary structures and job codes for new jobs in alignment with HRIS data systems and compensation management software needs.
• Determine job matches to wage/salary survey benchmark jobs.
• Prepares drafts of wage/salary structures by country and location in line with job pricing policy.
• Determine wage/salary structures based on pay zone analyses based on geographic pay differentials, site classifications, and external compensation planning reports, etc.
• In support of completing competitive market analyses of benchmark MVW jobs with external vendor, supporting with the job matching process.
• Assists with analysis of external compensation market trends, regulations, and practices for the purpose of designing or modifying compensation strategies and programs across all disciplines within the U.S. and internationally.
• Prepares job evaluation requests by facilitating preparation of necessary documentation, including organization charts, job evaluation forms, FLSA assessments, and other relevant information for purposes of market pricing jobs.
• Assists in selection of wage/salary surveys for purchase and participation.

Business Partnership

• Prepares reports in response to requests for associate job and compensation data related to the support of discipline compensation needs or departmental projects.
• Serves as a compensation subject matter expert and consultant to Human Resources staff at corporate and across region.
• Educates managers/associates on compensation management software programs by various methods.
• Assists HR and business managers with compensation related issues.
• Utilizes qualitative and quantitative methods and tools for analysis, interpretation, and to support the decision-making process with respect to compensation questions

Compensation Program Execution

• Comp analysis
• Recommends compensation plan revisions and new compensation plan proposals that are cost effective and consistent with compensation trends.
• Prepares job offer compensation recommendations in support of wage or salary increases and in light of individual associate performance.
• Prepares merit increase and equity adjustment recommendations for departments/locations in support of formal wage or salary increases in recognition of individual and group performance.
• Develops and documents procedures to streamline compensation program processes and to ensure compliance with regulatory requirements.
• Maintain compliance protocols and executives according to company policies and international, federal, state, and local compensation, and tax laws and regulations.
• Audits compensation data and information to validate compliance with company policies and international, federal, state, and local compensation, and tax laws and regulations.
• Evaluate and analyzes compensation programs and presents findings to the Director, Corporate Compensation for review within the Compensation department for purposes of changing compensation programs
• Assist with the review and update of compensation program/process procedures and support with developing appropriate program task aids.
• Escalate concerns identified during ongoing reviews.
• Prepares and reviews written content for the Compensation Intranet site.
• Shares in the preparation of content for associates via webinars and in person.
• Acts as a liaison with non-U.S. associates with the business, host country Finance and Accounting staff, external accounting firms for determining compensation and benefit tax treatment, and Payroll staff in support of administering the international assignments.
• Supports with both Site Class and Geo Tiers analysis.
• Performs other similar duties as requested.

General Operations

• Performs more complex quantitative and qualitative analysis for business processes and/or projects. Often manages small projects, business processes or parts of larger ones.
• Responds to, solves and makes decisions on more complex/non-routine business requests with limited to moderate risk.
• Responsible for own work and contributing to team, department and/or business results. May direct work of non-management staff.
• Assists more senior associates in achieving business results by:
  • identifying opportunities to enhance the effectiveness of business processes.
  • providing training and technical guidance to less senior staff, where appropriate, and serving as point-of-contact for problem resolution.
  • participating in setting department operating plans.
  • recognizing and celebrating team successes.
  • achieving results against budget within scope of responsibility.
• Demonstrates an awareness of personal strengths and areas for improvement and acts independently to improve and increase skills and knowledge.
• Performs other duties as appropriate.

Candidate Profile

Education

• Bachelor’s degree in Human Resources/ related field or equivalent practical experience.

Experience

• 3-5 years of progressive experience in compensation program analysis and support including compliance with relevant, federal, state, and local laws and regulations.
• International an advantage

Skills and Attributes

• Proven mathematical aptitude and data analysis skills.
• Experience leading change and communicating effectively across multiple levels of management with divergent and conflicting agendas.
• Project management competence and skill with ability to manage multiple tasks/projects.
• Strong analytical skills for planning, estimating, budgeting, and monitoring program/project work.
• Excellent written and verbal communication skills required.
• Strong problem solving, communication and presentation skills. The ideal candidate is organized and confident to work independently and is a strong team player able to work interdependently.
• Ability to be culturally sensitive and to collaborate effectively with Human Resources colleagues from different countries and cultures.
• Displays the necessary professional integrity and discretion for dealing with sensitive compensation data.
• Demonstrated experience interacting effectively as an internal consultant with all levels of associates
• Intermediate level of ability with MS Office with advanced working knowledge of Excel required; familiarity with Power BI and Visio a plus.

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