Senior Manager, Organizational Capability

• Bachelor's degree in Human Resources, Organizational Psychology, Organizational Development, Business, Management or a related field, with at least 5 years of progressively responsible experience in organizational development, organization design, transformation, talent or a closely related discipline.
• Advanced degree or recognized professional qualification in organizational development, organization design, change management, coaching or facilitation is preferred.
• Demonstrated subject matter expertise in organizational capability, with evidence of leading multiple complex interventions from diagnosis and design through implementation and adoption.
• Experience partnering with senior leaders in a large, matrixed and geographically diverse organization. EMEA or multi-country experience is strongly preferred.
• Experience in hospitality, consumer services, retail or another operationally intensive, people-led environment is advantageous.

United Kingdom

At the time of application, applicants must have the legal right to work in the United Kingdom. Unfortunately, this role is not eligible for visa sponsorship or relocation assistance.

The Senior Manager, Organizational Capability is an EMEA subject matter expert who partners with business and Human Resources leaders to strengthen how the organization is designed, how work gets done and how critical capabilities are built. The role converts business strategy into practical organizational solutions, including operating model and organization design, role and decision clarity, capability frameworks, workforce capability planning, team effectiveness and change enablement.

This role requires a credible practitioner who can diagnose complex organizational challenges, facilitate senior-level discussions and guide implementation from concept through sustained adoption. The successful candidate will combine deep organizational capability expertise with strong business acumen and judgment, consulting discipline, stakeholder influence and a practical understanding of the hotel and service environment.

Working across EMEA and in partnership with global and continent stakeholders, the Senior Manager will establish fit-for-purpose methods, tools and standards while adapting solutions to local business realities. The role will build internal capability in leaders and HR partners so that organizational effectiveness becomes embedded in everyday planning, decision-making and execution.

• Partners with EMEA leadership and HR leaders to identify the organizational capabilities required to deliver business and talent priorities.
• Develops a clear EMEA organizational capability agenda, roadmap and portfolio of interventions aligned with enterprise direction and regional needs.
• Provides expert advice on organization design, operating model effectiveness, governance, role clarity, capability building, team effectiveness and change adoption.
• Scans external practice and emerging thinking in organizational capability, translating relevant insights into practical approaches for Marriott.
• Defines principles and success measures for organizational capability work, ensuring interventions are outcome-led, scalable and sustainable.
• Leads structured organizational assessments to clarify the business issue, test assumptions and identify the organizational conditions affecting performance.
• Converts strategy and growth priorities into organization design requirements, design criteria and options for leadership consideration.
• Facilitates decisions on structure, accountabilities, interfaces, governance, spans, layers and ways of working while recognizing local market and operational needs.
• Develops implementation roadmaps that address leadership alignment, role transitions, capability requirements, communications, change impact and adoption.
• Conducts post-implementation reviews and recommends adjustments to strengthen effectiveness and embed the intended design.
• Creates enterprise-aligned capability frameworks that describe the knowledge, skills, behaviors, processes and enabling conditions required for success.
• Works with functional and business leaders to prioritize capability gaps and shape integrated solutions across talent, learning, leadership, process and organization levers.
• Supports workforce capability planning by clarifying future work, pivotal roles, critical skills and the organizational implications of strategic priorities.
• Designs repeatable toolkits, playbooks and leader resources that enable consistent application across EMEA while allowing appropriate market adaptation.
• Partners with learning, talent, workforce planning and functional experts to ensure capability building is connected to real work and business outcomes.
• Develops the confidence and skill of HR leaders and HR partners to diagnose organizational issues and use core organizational capability methods appropriately.
• Designs and facilitates practical learning, peer clinics and case-based sessions that build applied expertise rather than theoretical knowledge alone.
• Provides coaching and quality assurance on significant organizational capability projects led by HR or business teams.
• Builds trusted partnerships with EMEA executives, discipline leaders, market leaders, HR leaders and global centers of expertise.
• Frames complex organizational issues clearly, presents evidence-based choices and makes pragmatic recommendations suited to the operating context.
• Leads senior stakeholder discussions and workshops with confidence, neutrality and disciplined follow-through.
• Manages a portfolio of concurrent initiatives, clarifying scope, outcomes, governance, resources, risks, dependencies and milestones.
• Ensures high-quality, timely outputs including diagnostic summaries, design options, decision papers, workshop materials, organization blueprints and implementation plans.
• Handles sensitive organizational information with sound judgment, discretion and respect for confidentiality

• Organization diagnosis: assesses strategy, structure, governance, work processes, leadership practices, talent and culture to identify root causes rather than symptoms.
• Operating model and organization design: translates strategy into clear accountabilities, layers, spans, interfaces, governance forums and ways of working.
• Capability strategy and architecture: defines the organizational and functional capabilities required for future success, identifies gaps and shapes practical build, buy, borrow or partner responses.
• Role, accountability and decision clarity: applies fit-for-purpose methods such as role charters, responsibility mapping, decision rights and governance design.
• Team and leadership effectiveness: designs and facilitates interventions that improve alignment, trust, collaboration, decision quality and execution across leadership and cross-functional teams.
• Facilitation and consulting: leads executive workshops, manages competing perspectives, frames choices, challenges constructively and builds commitment to action.