Manager, Talent Management Analytics & Solutions (I/O Psychology PhD or ABD a must)


Marriott International offers you the opportunity to find the hospitality job and career journey that’s right for you. With more than 4400 properties and 19 brands you’ll find us in your neighborhood and in more than 87 countries across the globe. Find Your World™ at Marriott.



The qualified applicant will: support the ongoing development and implementation of Global Talent Management programs, lead and conduct analytic projects associated with hiring programs and tools, be involved in attitudinal and job analytic surveys for all of our brands, perform statistical analyses using SPSS, and be able to provide thought leadership for project and change management efforts in support of all projects and programs falling under the team’s responsibility.  The scope of this work crosses Marriott brands and Continent organizations and will manage significant projects for Marriott’s TMAS team, with a specific emphasis on selection related work.  


Education and Experience

  • A PhD degree in Industrial/Organizational Psychology. 
  • Experience in areas such as personnel selection, job analysis techniques, competency modeling, change management, performance appraisal, survey design, statistical analysis using SPSS and employment law relevant to personnel selection and performance evaluation preferred.
  • Skilled with MS Office and statistical software packages (e.g., SPSS, Excel).


  • Leads internal team members and manages external vendor(s) to develop, implement, and sustain non-management and management talent selection tools, including assessments and interview guides, that support the company’s objectives and identify best talent in a timely, effective and efficient manner.
  • Participates in the design, development, and deployment of new non-management and management selection processes and assessment tools that align with job analysis results and identify best talent for the company.   
  • Participates in all technology development, testing, and system evaluation.
  • Coordinates data collection and analysis, development of recommendations and action plans, and provides support for implementation and ongoing evaluation.
  • Provides ongoing support and thought leadership to measure impact and drive sustainability of practices.
  • Facilitates the completion of job analysis and transportability studies to inform the design of new non-management and management talent assessment and development tools.
  • Supports cross-functional teams to include members from HR Centers of Expertise (COEs), brand organizations, and operational disciplines to continuously improve the approach to talent selection and development practices.
  • Provides direction for the development and execution of robust communication, change management and sustainability plans spanning the full project life cycle to support the effective deployment of new initiatives, processes and tools and ensure organizational endorsement, user adoption and optimization throughout the organization
  • Works with others to identify and remove barriers to success; and tracks and shares critical information with others.
  • Serves as a key analyst for selection tool evaluation and reporting.
  • Educates HR COE and market leaders on how to maximize hiring tool reporting capabilities to evaluate trends and translate into information to support decision making.
  • Provides analytic and project management support to other talent initiatives, such as the field employment organization optimization.



  • Adaptability – Maintains performance level under pressure or when experiencing changes or challenges in the workplace.

  • Communication – Conveys information and ideas to others in a convincing and engaging manner through a variety of methods.

  • Problem Solving and Decision Making - Identifies and understands issues, problems, and opportunities; obtains and compares information from different sources to draw conclusions, develops and evaluates alternatives and solutions, solves problems, and chooses a course of action.

  • Professional Demeanor - Exhibits behavioral styles that convey confidence and command respect from others; makes a good first impression and represents the company in alignment with its values.

  • Strategy Development - Develops business plans by exploring and systematically evaluating opportunities with the greatest potential for producing positive results; ensures successful preparation and execution of business plans through effective planning, organizing, and on-going evaluation processes.

Managing Execution

  • Building and Contributing to Teams - Participates as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.

  • Strategy Execution – Ensures successful execution across of business plans designed to maximize customer satisfaction, profitability, and market share through effective planning, organizing, and on-going evaluation processes.

  • Driving for Results - Sets high standards of performance for self and/or others; assumes responsibility for work objectives; initiates, focuses, and monitors the efforts of self and/or others toward the accomplishment goals; proactively takes action and goes beyond what is required.

  • Planning and Organizing - Gathers information and resources required to set a plan of action for self and/or others; prioritizes and arranges work requirements to accomplish goals and ensure work is completed.

Building Relationships

  • Customer Relationships - Develops and sustains relationships based on an understanding of customer/stakeholder needs and actions consistent with the company’s service standards.

  • Coworker Relationships - Interacts with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships. 

  • Global Mindset - Supports employees and business partners with diverse styles, abilities, motivations, and/or cultural perspectives; utilizes differences to drive innovation, engagement and enhance business results; and ensures employees are given the opportunity to contribute to their full potential.

Generating Talent and Organizational Capability

  • Organizational Capability - Evaluates and adapts the structure of assignments and work processes to best fit the needs and/or support the goals of an organizational unit.

  • Talent Management - Provides support and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.

Learning and Applying Professional Expertise

  • Applied Learning - Seeks and makes the most of learning opportunities to improve performance of self and/or others.

  • Business Acumen - Understands and utilizes business information to manage everyday operations and generate innovative solutions to approach business and administrative challenges.

  • Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges.

  • Industrial/Organizational Psychology - Applies knowledge of the principles, standards, codes of conduct, and application of Industrial/Organizational to workforce effectiveness through the design of processes and tools that help organizations hire, develop, manage, and engage employees.

  • Human Resources Reporting and Analytics - Uses Human Resources systems and data to generate reports and analyses that inform, evaluate or otherwise provide value to the business.

  • Organizational Capability - Creates and executes a strategy to evaluate and adapt the structure of organizational units or jobs, as well as business processes that best fit the needs and/or support the goals of an organizational unit.

  • Personnel and Human Resources - Knowledge of principles and procedures for personnel recruitment, selection, training and development, compensation and benefits, labor relations and negotiation, and personnel information systems.

  • Human Resources Systems and Tools - Uses Human Resources systems and tools (e.g., web applications, software, surveys) in accordance with company standards and policies as well as industry best practices.

  • Basic Competencies - Fundamental competencies required for accomplishing basic work activities.

  • Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).

  • Mathematical Reasoning - Adds, subtracts, multiplies, or divides quickly, correctly, and in a way that allows one to solve work-related issues.

  • Oral Comprehension - Listens to and understands information and ideas presented through spoken words and sentences.

  • Reading Comprehension – Understands written sentences and paragraphs in work related documents.

  • Writing - Communicates effectively in writing as appropriate for the needs of the audience.

Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.

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