Manager - Compensation & Benefits

Job Summary

The Compensation Manager reports to the VP, Compensation and supports compensation strategy and project execution across Headquarters, U.S. and Canada. This role provides expert consulting on job evaluations, salary benchmarking, and incentive design. It manages compensation programs including base pay, short- and long-term incentives, and sales compensation. The manager ensures alignment with Marriott’s compensation philosophy and legal compliance. Responsibilities include market analysis, survey participation, and bonus cycle support. The role also leads and supports compensation-related projects from planning through implementation. Collaboration with HR, Legal, Finance, and external vendors is key. Strong analytical and project management skills are essential. This position plays a critical role in driving fair, competitive, and data-informed pay practices.

BUSINESS CONTEXT: EXPECTED CONTRIBUTIONS

Core Work Activities

• Provides on-going and timely compensation consulting expertise regarding management and non-management compensation related tasks in working with designated clients (disciplines, geographies, businesses). This includes job leveling, Exempt/Non-Exempt FLSA testing, salary analysis, survey participation, incentive design, project participation and aiding business partners in making informed compensation decisions in compliance with corporate policies and procedures and applicable Federal, State and Local laws.  
• Research, compiles and analyzes market data, salary surveys, compensation trends and relevant internal data to effectively make recommendations for customer groups to support informed, data driven compensation decisions. Independently builds data models and spreadsheets to support decisions related to the effectiveness, accuracy, and efficiency of compensation programs including providing alternatives to consider and recommendations for action. 
• Conducts job evaluations using market data and internal leveling practices as needed for new and revised positions. Tracks and maintains survey matches and final leveling in an internal tracking system. 
• Participates in a variety of assigned compensation projects through the development and implementation process. Manages the attainment of milestones of the project plans by working and coordinating with team members and key stakeholders. Partners with manager to analyze, solution, and resolve complex project issues. 
• Participates as needed in efforts related to the design of incentives plans to support the compensation team. This includes incentive plan and supporting resource creation, plan posting and related job code maintenance. Responsibilities include interfacing with our HR vendor for plan document creation, systems requirements and support for incentive cycle execution. 
• Participate in quarterly and annual bonus process for the assigned disciplines to ensure bonuses are processed timely and accurately.  Provides the Compensation Operations team support in fielding questions and determining appropriateness of adjustments and exceptions throughout the cycles for assigned disciplines. 
• Identifies issues which may evolve to be broader projects, such as those with an enterprise-wide scope. Partners with manager to analyze, solution and resolve complex issues. 
• Prepares recommendations/options and presents to manager for support and direction. 
• Works on cross-functional teams with members from a variety of disciplines including Human Resource, Legal, Talent Acquisition, Talent Management, Data Management, etc. 
• Reporting and Analytics and Finance to solve business and process issues in an effective and timely manner. 
• Responsible for own work and assists in contributing to team, department and/or business results.  

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Candidate Profile

Education/Certification

 Bachelor’s Degree, preferably in Human Resources or a related professional area, from an accredited university. 

Experience

• 4 + years of progressive compensation analysis, incentive design and compensation administration experience including compliance with relevant state and federal laws   
• Lodging/hospitality industry knowledge preferred.
• Familiarity operating at Region/ Continent level is desired.

Attributes/Skills

• Advanced Microsoft Office application knowledge; highly developed communication skills.
• Strong process skills – must be able to establish, convey, and systematically administer work processes across a diverse group of internal stakeholders.
• Demonstrated initiative and ability to work independently and be a strong team player on the broader team.
• Collaborative in role as a team player; delivers results and balances priorities under pressure.
• Comfortable with complexity, ambiguity and change.
• High analytical ability to convert soft HR measurement in area of expertise to hard business metrics; make decisions using data and business knowledge.
• Trustworthy with strong business integrity and ability to hold sensitive information in confidence. 

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.