Senior Manager, Talent Management Analytics

The Sr. Manager Talent Management Analytics will serve as a strategic partner to Talent, HR and business teams, driving data-driven decision-making by leveraging Talent analytics to influence organizational change. As part of a team of talent leaders that work to deliver best-in-class selection tools, performance management, job infrastructure, and engagement survey solutions for a diverse global workforce in an innovative, dynamic, and complex organization. This role involves building strong, cross-functional relationships with HR Partners (HRPs) and business leaders to provide analytical support and insight that aligns with key business objectives. This role will play a key part in leading job architecture design efforts in partnership with HR, business leaders and other stakeholders to define job families, sub-families, career levels, and role progression criteria. The individual will utilize technology to design, implement, and scale innovative reporting and analytics capabilities, ensuring that both current and future state insights are actionable and impactful.

CANDIDATE PROFILE

Required

BS/MS in analytics, data science, industrial/organizational psychology, or other related field

3+ years of on-the-job analytics experience

Strong experience & proficiency with analytics software and office applications, e.g. PowerPoint, Excel and Power BI, as well as reporting tools such as Power Query

Preferred

PhD in I/O psychology, or other related field

Experience in specific areas such as personnel selection, job analysis techniques, competency modeling, change management, performance appraisal, survey design, and/or statistical analysis

Experience in creating, updating, or managing a job architecture

Demonstrated experience telling stories with data to influence key stakeholders and drive change

CORE WORK ACTIVITIES

Build influential relationships across the organization and partner with Talent team to solve complex problems and provide analytical support to effectively impact change, via data-driven solutions like talent selection/assessments, job analysis, and other performance tools.

Serve as a trusted COE advisor to HRPs and business teams and act as the voice of Talent analytics to drive interests and alignment with cross functional business partners.

Lead improvements and automation in job infrastructure by creating, implementing, and maintaining an effective framework throughout the organization. This includes developing job architecture, refining job descriptions, and simplifying job codes.

Lead job architecture design efforts by partnering with HR, compensation, talent acquisition, learning and development, business leaders and other stakeholders to define job families, sub-families, career levels, and role progression criteria.

Develop and maintain standardized job profiles, including responsibilities, qualifications, skills, competencies, and career pathing indicators.

Support governance processes for job architecture, including intake, review, approval, and ongoing maintenance of job changes, new roles, and job code updates.

Translate job architecture concepts into clear stakeholder communications, training materials, and change management resources.

Use talent analytics to connect job architecture to broader talent processes, including workforce planning, performance management, succession planning, learning pathways, and internal mobility.

Utilize technology, build and implement innovative and scalable analytics and reporting capabilities to identify both current and future state insights.

Develop a deep understanding of the key priorities across Talent needs, to ensure analytics provide actionable insights in the highest impact areas.

Perform ad hoc analyses to support Talent and HR leadership decision making and planning.

At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity.