Director Global Change Management

Marriott Vacations; United States; On-site; USD 140,000 - 210,000; Full time

Job summary

Marriott Vacations is seeking a Director, Global Change Management, reporting to the VP Talent & Organizational Effectiveness. You will lead the design, operationalization, and continuous improvement of the enterprise change management approach across large-scale programs, ensuring adoption and sustained outcomes.

The role provides strategic change leadership across a global portfolio of multi-year initiatives, aligning stakeholders, readiness, and value realization while prioritizing the

Job description

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 ch