Senior Talent Acquisition Team Manager at Marriott International

JOB SUMMARY 

• The Senior Team Manager will lead a team of Talent Acquisition professionals delivering consistent, high-quality hiring outcomes that support business performance and Marriott's service culture. Your focus is on building leadership capability, driving operational excellence, and ensuring scalable and consistent recruitment delivery across multiple markets.
• This roles plays a critical role in leading Talent Acquisition Team Leads, Coordinators, and Administrators supporting non-management hiring across EMEA. You are responsible for creating a high-performing delivery function that balances service quality, productivity, stakeholder satisfaction, and team engagement.
• You will ensure delivery performance across your assigned markets, ensuring recruitment operations meet agreed service levels, workforce plans, and business priorities. You will use data, operational insight, and stakeholder feedback to identify opportunities, mitigate risks, and drive continuous improvement.
• This role requires a proven people leader with experience managing large teams, developing future leaders, and operating within a complex, multi-country environment. You will partner closely with HR leaders, Talent Acquisition leaders, and business stakeholders to ensure successful hiring outcomes while supporting the continued evolution of Marriott's Talent Acquisition operating model.

CANDIDATE PROFILE

Education

• 3-year degree from an accredited university in Human Resources, Business Administration, or a related field, or equivalent work experience.

Experience

• 5+ years of Talent Acquisition or HR experience, including 3+ years of people leadership experience. 
• Proven experience leading managers, supervisors, or senior recruiters within a service-driven environment. 
• Strong track record of building high-performing teams and developing future leaders. 
• Experience leading recruitment delivery across multiple countries or regions. 
• Demonstrated experience managing operational performance through KPIs, SLAs, and workforce planning. 
• Proven ability to use data and insight to drive performance improvements and business outcomes. 
• Experience working with senior HR and business stakeholders. 
• Experience supporting organisational change, transformation, or process improvement initiatives. 
• Hospitality, shared services, RPO, BPO, or multi-site industry experience preferred. 
• Strong business English communication skills, both written and verbal. 
• Additional language capability aligned to supported regions preferred.

CORE WORK ACTIVITIES

Primary Responsibilities

• Lead and develop a team of Team Leads, Talent Acquisition Coordinators, and Administrators across assigned markets.
• Build leadership capability within the team through coaching, succession planning, and structured development.
• Own hiring delivery performance across the assigned geography, ensuring achievement of service levels, quality standards, and productivity targets.
• Monitor regional recruitment trends, operational risks, and workforce demands, proactively implementing solutions.
• Manage resource allocation, workforce planning, and capacity balancing across teams.
• Review performance metrics and operational data to drive continuous improvement initiatives.
• Partner with HR leaders, Talent Acquisition Business Partners, and business stakeholders to align priorities and delivery outcomes.
• Serve as an escalation point for complex operational issues and stakeholder concerns.
• Ensure compliance with recruitment processes, governance standards, and employment requirements across supported markets.
• Lead implementation of new tools, processes, and operating model enhancements within the team.
• Support broader Talent Acquisition transformation initiatives and continuous improvement programs.

Operational Leadership & Governance

• Drive performance against agreed service levels, productivity measures, quality standards, and stakeholder experience goals.
• Establish clear operating rhythms including weekly performance reviews, capacity planning sessions, and talent discussions.
• Identify operational risks and implement mitigation plans to maintain service continuity.
• Promote consistency and standardization across markets while allowing for local business requirements.
• Ensure accurate reporting and visibility of performance trends, hiring outcomes, and resource utilization.
• Champion operational excellence and continuous improvement across all recruitment activities.

Additional Responsibilities

• Maintain strict confidentiality of sensitive information.
• Provide clear and timely communication to stakeholders, team members, and candidates.
• Participate in key meetings to remain aligned with hiring priorities and business needs.
• Follow company policies, processes, and compliance requirements in all recruitment activities.
• Contribute to process improvements that increase efficiency, quality, and team effectiveness.

Leadership & Talent Development

• Proven ability to lead leaders and develop future management talent.
• Creates accountability while fostering engagement and team performance.
• Strong coaching and performance management capability.

Strategic & Operational Thinking

• Balances short-term delivery demands with long-term capability building.
• Uses workforce trends, business insights, and operational data to inform decisions.
• Comfortable operating in ambiguity and managing competing priorities.

Change & Transformation

• Leads teams through organisational change with minimal disruption to service delivery.
• Supports implementation of new operating models, technologies, and ways of working.
• Identifies opportunities to streamline and improve recruitment operations.

Success Measures

• Achievement of agreed service level and hiring performance targets.
• High levels of stakeholder satisfaction across assigned markets.
• Improvement in productivity, quality, and operational efficiency.
• Strong engagement, retention, and development of team members.
• Demonstrated succession strength and leadership pipeline development.
• Successful implementation of process improvements and transformation initiatives.
• Consistent compliance with recruitment processes, standards, and governance requirements.