Parking Hiring For Vice President, Development & Account Management (us + Canada) at Bethesda, MD, United States Full Time

Job Description

Job Summary

The VP, Development & Account Management functions as the business leader of US + Canada who is responsible for domestic market growth, including: development of units/homes, acquiring and optimizing Home Management Company (HMC) contracts, and expanding connectivity provider to enable more HMC and homes to be onboarded onto HVMI. This role is also responsible serves as the business leader for the HVMI technology roadmap, partner with Owner and Franchisee services related to the expansion of the business and HMC ITR program. To accomplish this, the VP will partner with the VP, Homes and Villas and CSMO – US and Canada to review, approve, and finalize contracts for new business opportunities as well as make strategic decisions on growth markets, key partnerships and any cross-brand growth opportunities. The VP is accountable for delivering on the continent’s growth goals in support of the overall corporate strategy. Success in the position demands a driving focus on creation of shareholder value and earnings, as well as a passion to champion new business opportunities in support of building brand equity and driving customer preference

Candidate Profile

Education And Experience

• 4-year degree from an accredited university in Business Administration, Hotel and Restaurant Management (or equivalent international degree)
• 12 years of experience in the hospitality industry or real estate/home rental business, demonstrating a pattern of exceptional performance
• 4 years of team leadership experience
• Experience managing and defining transformational strategies for business units
• Demonstrated ability to deliver results under difficult conditions, particularly when faced with complexity and ambiguity
• Entrepreneurial mindset
• Analytical thinker with strong interpersonal skills
• Willingness to travel up to 25% to evaluate property management companies, meet with owner representation, and evaluate market opportunities

Core Work Activities

Development

• Lead teams of developers in the US + Canada to ensure growth goals are achieved.
• Oversight of all aspects of the development process, including partner due diligence, market management and technical services representatives, requesting feasibility studies and pro forma valuations, and presenting the opportunity for approval by the appropriate Marriott committees.
• Lead, negotiations of high-profile partnership agreements with owner/owner’s representatives. Ensure that agreement terms and conditions are acceptable to Marriott operating and staff executives.
• Share leads for other Marriott brand or product opportunities with appropriate personnel.
• Serve as primary point of contact with our Owner Franchise Services team, including, developing communication plans, managing hotel owners interested in expanding into HVMI

Account Management

• Oversee account management teams to ensure relationships with key HMCs are optimized.
• Partner with continent Operations leads to ensure on-going adherence to operating standards.
• Participate in Quarterly Business Reviews with top accounts.
• Resolve any escalated issues with existing HMC partners.
• Provide oversight of HMC ITR program – design, develop, implement and monitor HMC satisfaction and industry competitiveness

Hvmi Technology Business Leadership

• Represent business for technical platform development, including prioritization of technical roadmap, defining business requirements, QA and test of new features and functionality
• Identify tools, technology (Salesforce, HVMI Portal) and resources to automate processes and scale.
• Partner with key technology partners (e.g., Publicis) to define business requirements and ensure technology and systems developed meet business needs.
• Make and execute the necessary decisions to keep department moving forward toward achievement of goals.

Managing Revenue Goals

• Monitors performance against goal.
• Reviews reports and financial statements to determine operations’ performance against budget.
• Coaches and supports team to manage expenses, wages and controllable expenses.
• Compares budgeted wages to actual wages, coaching direct reports to address problem areas and hold team accountable for results.

Managing And Conducting Human Resources Activities

• Interviews and hires employees.
• Promotes the fair and equitable treatment of employees.
• Facilitates regular, ongoing communication in department (e.g., staff meetings).
• Fosters employee commitment to providing excellent service, participates in daily stand-up meetings and models desired service behaviors in all interactions with customer and employees.
• Incorporates customer satisfaction as a component of staff/operations meetings with an emphasis on generating innovative ways to continually improve results.
• Sets goals and expectations for direct reports using the performance review process and holds staff accountable for performance goals.
• Solicits employee feedback.
• Utilizes an “open door policy” and reviews employee satisfaction results to identify and address employee problems or concerns.
• Promotes adherence to policies consistently, follows disciplinary procedures and documents items according to Standard and Local Operating Procedures (SOPs and LSOPs) and supports the Peer Review Process.
• Conducts annual performance appraisal with direct reports according to Standard Operating Procedures.
• Champions change ensures brand and regional business initiatives are implemented and communicates follow-up actions to team as necessary.
• Identifies talents of direct reports and their teams and assists with their growth and development plans.

At Marriott, we are committed to putting our associates first and their health and safety are our highest priorities. This position requires associates to be fully vaccinated for COVID-19 per current CDC standards or approved for a medical or religious accommodation.

Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law.