Director Global Change Management

Job Summary

The Director, Global Change Management, reporting to the Vice President Talent & Organizational Effectiveness, leads the design, operationalization, and continuous improvement of the company’s enterprise change management approach, ensuring large-scale change projects and transformation initiatives are strategically planned, effectively executed, adopted, and sustained. This role maintains the standards, governance, methodologies, tools, and success measures that enable consistent change execution across people, process, technology, and operating model initiatives.

The Director serves as a senior change advisor to executives, HR leaders, business leaders, and cross-functional partners, translating enterprise priorities into integrated change strategies and practical delivery plans. The role provides strategic change leadership across a global portfolio of multi-year initiatives, with emphasis on stakeholder alignment, organizational readiness, adoption, value realization, sustainment, and thoughtful consideration of the associate experience during periods of change.

Expected Contributions

Change Strategy and Portfolio Leadership

• Partners with the VP, Talent & Organizational Effectiveness to support the development of enterprise-wide change strategies for change projects and transformation initiatives, ensuring change plans are integrated into broader project plans, business objectives, HR strategies, communications, learning plans, and operational readiness activities.

• Partner with the VP, Talent & Organizational Effectiveness to define, refine, and champion the company’s enterprise change management approach, including standards, frameworks, methodologies, tools, governance practices, and success measures that enable consistent execution across global initiatives.

• Partners with the VP, Talent & Organizational Effectiveness to establish scalable change practices that can be applied across people, process, technology, and operating model changes while allowing for appropriate customization based on stakeholder impact, business complexity, and regional or functional needs.

• Build organizational change capability by equipping leaders, project teams, HR partners, and people managers with practical approaches, coaching, tools, and resources to drive adoption and sustainment.

• Partners with VP, Talent & Organizational Effectiveness to manage a global portfolio of multi-year change and transformation initiatives, balancing capacity, dependencies, risks, sequencing, visibility, resource needs, stakeholder impact, and enterprise priorities.

• Provide program management discipline to keep initiatives aligned to scope, schedule, budget, decision milestones, and intended outcomes, escalating risks, decisions, dependencies, and areas of concern as appropriate.

• Identify and surface risks related to change saturation and advise leaders on prioritization, trade-offs, mitigation strategies, sequencing, timing, and communication cadence to improve execution and adoption.

• Partner with project and functional leaders to identify impacts, interdependencies, stakeholder risks, resource constraints, and adoption barriers across the portfolio.

Consulting and Leader Enablement

• Partner with C-suite executives, HR leaders, business leaders, and cross-functional teams to align stakeholders, clarify business and associate impacts, support decision-making, and enable successful transformation.

• Consult with executives, project teams, managers, and people leaders on activities designed to support them in sponsoring change, communicating effectively, addressing resistance, reinforcing expectations, and leading teams through transition while remaining mindful of the associate experience.

• Partner with Global Communications and Learning teams to develop integrated communication, engagement, training, and enablement strategies that support readiness, adoption, and sustained behavior change.

• Translate complex transformation objectives into clear change narratives, leader talking points, stakeholder messaging, and practical guidance that help impacted audiences understand what is changing, why it matters, and what is expected of them.

• Oversee change management planning across the project lifecycle, including stakeholder analysis, impact assessment, readiness planning, communication planning, training alignment, coaching, resistance management, adoption, and sustainment.

• Develop and apply readiness assessments, adoption plans, risk mitigation approaches, feedback loops, reinforcement strategies, and sustainment plans to support successful implementation and long-term utilization.

• Measure, evaluate, and report on change effectiveness, adoption, user readiness, stakeholder engagement, value realization, and long-term sustainability, using insights to adjust strategies and improve outcomes.

• Ensure change plans address the practical implications of transformation for associates and leaders, including role impacts, process changes, technology adoption, behavior changes, and support needs.

Team and Vendor Leadership

• Lead, develop, coach, and prioritize the work of a team responsible for change management strategy, planning, execution, measurement, and sustainment.

• Set team priorities, allocate resources, manage workload, and ensure the team delivers high-quality change management support for enterprise initiatives.

• Manage external vendor relationships and partner with vendors on change, learning, communications, and transformation solutions as needed, ensuring deliverables align with business objectives and internal standards.

• Other duties as assigned.

Education

• Bachelor's degree in Business Administration, Communications, Human Resources, Organizational Development, Organizational Psychology, or related field; or an equivalent combination of education and experience required.

• Master's degree in Business Administration, Human Resources, Organizational Development, Industrial/Organizational Psychology, or related field preferred

• Change Management Certification (e.g., PROSCI) preferred

Experience

• 8+ years of experience leading organizational change management, organizational effectiveness, transformation, or related disciplines.

• 4+ years of people leadership experience, including leading as a manager of others.

• Demonstrated experience leading enterprise change strategies across complex, global organizations.

• Proven success leading large-scale, cross-functional change and transformation initiatives involving people, process, technology, and operating model changes.

• Experience leveraging and embedding change management frameworks, governance models, methodologies, tools, and measures.

• Proven ability to influence executive leaders and drive alignment across diverse stakeholder groups.

• Experience managing portfolios of concurrent initiatives, including prioritization, resource planning, risk management, and dependency management.

• Demonstrated success delivering initiatives on schedule, within budget, and aligned to strategic objectives.

• Consulting experience or experience serving as an internal enterprise advisor preferred.

• Hospitality, vacation ownership, lodging, or service-industry experience preferred.

Skills & Attributes

• Trusted advisor to executive leaders, providing strategic consultation on organizational change, transformation, adoption, and readiness.

• Exceptional consulting skills with the ability to build relationships and influence senior leaders, including executive-level stakeholders.

• Builds trusted relationships and influences effectively through ambiguity and resistance

• Demonstrates resilience and adaptability

• Ability to define and execute change management strategies for large-scale change and transformation programs

• Balances strategic priorities, organizational capacity, and change readiness across a portfolio of initiatives.

• Contributes to the development of governance, standards, methodologies, and best practices that enable consistent execution across initiatives.

• Exceptional communication, facilitation, and executive presentation skills.

• Deep expertise in organizational change management, stakeholder engagement, organizational readiness, communications, learning, adoption, and sustainment.

• Ability to anticipate risks, barriers, resistance, and change saturation issues and develop mitigation strategies.

• Proven ability to build, lead, coach, and develop high-performing teams.

• Creates an environment of accountability, engagement, continuous improvement, and professional growth.

• Strong understanding of business strategy and organizational dynamics.

• Ability to translate business objectives into actionable change strategies.

• Forward-looking thinker with a holistic enterprise perspective.

• Highly organized and able to manage multiple complex initiatives simultaneously.

• Strong problem-solving, critical-thinking, and decision-making capabilities.

• Ability to define and leverage metrics to measure adoption, readiness, effectiveness, and value realization.

• Builds trust and credibility across all levels of the organization.

• Collaborative and relationship-oriented leader.

• High degree of integrity and professionalism.

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