Senior Director| Design Development Operations| Hotel Conversions – Asia/Pacif/Australia Region – Suite 1108 11th Floor Cityplaza One


Job Number 19111585
Job Category Rooms and Guest Services Operations
Location Asia/Pacif/Australia Region| Suite 1108 11th Floor Cityplaza
One| Hong Kong S.A.R.| Hong Kong| Hong Kong S.A.R.
Brand Corporate
Schedule Full-time
Relocation? No
Position Type Management

Start Your Journey With Us
Marriott International is the world’s largest hotel company| with more brands|
more hotels and more opportunities for associates to grow and succeed. We
believe a great career is a journey of discovery and exploration. So| we ask|
where will your journey take you?


The Senior Director| Design Development Operations| Hotel Conversions is
responsible to drive one of Marriott APAC’s top priorities: accelerating the
pace of conversions and short-term openings. The key component of the role is
visiting conversion candidates together with GDAP to conduct property
inspections and prepare the Property Improvement Plan required for conversion
to the Marriott brand under consideration. However| it is critical to
emphasize that| unlike GDAP| the role of the Senior Director| Design
Development Operations| Hotel Conversions| is not to produce a brand-standard
deviation checklist for these conversion candidates. Rather| this role will
use his/her experience| brand understanding| local competitive knowledge|
reasonable discretion and business judgement to adapt a conversion mindset
allowing him/her to make decisions| on the spot and during the inspection|
regarding what aspects of the hotel can be accepted as is| and which areas
need renovation or improvement and| if so| by when. Clear guidelines will be
given to the Senior Director| Design Development Operations| Hotel
Conversions| regarding certain brand standards where on-the-spot decisions may
not be appropriate and further dialogue is required including such areas as
life-safety and systems among others.

Other related responsibilities include coordination where necessary between
the regional operations teams and hotel owners for various items and issues
related to takeover| rebranding| the PIP and the overall conversion process.
Incentive plan will be tied to set goal linked to the number of projects
signed during the year.


President & Managing Director| Asia Pacific

Executive Vice President| Hotel Development| Asia-Pacific

Chief Operating Officer| Asia Pacific (excluding Greater China)

Chief Operations Officer & Managing Director| Greater China

Senior Continent Head| Design & Project Management| Global Design| Asia Pacific

Senior Vice President| Hotel Development| Asia Pacific

Regional Vice President – Hotel Development

Senior Vice President| Development


Education and Experience

10 years of experience in hotel operations either as a general manager| Area Director of Operations| Excom level and/or in an above property position

Background in Food and Beverage| with in depth F&B concept experience| brand management & strategy exposure

Very familiar with MI’s various hotel brands and their respective positioning in the Asia-Pacific market.

Confidence and conviction to assess situations and make decisions on the spot and defend them if necessary later

Understanding of hotel renovation dynamics (time required| magnitude of costs involved| impact on guest satisfaction| etc.)

Understanding of the different mindsets involved in evaluating new-build and conversion projects| and the level of compromise that is

necessary| reasonable and inherent in the conversion process.

Understanding of hotel market dynamics

Good sense of urgency

Strong communication skills – verbal and written

Relationship building| e.g. owner relations

Business acumen and business analytics

Negotiation skills

Influencing skills – with both internal and external stakeholders



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

· Leading Through Vision and Values – Keeps the organization|s vision and
values at the forefront of decision making and action.

· Managing Change – Initiates and/or manages the change process and
energizes it on an ongoing basis| taking steps to remove barriers or
accelerate its pace; serves as role model for how to handle change by
maintaining composure and performance level under pressure or when
experiencing challenges.

· 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

Managing Execution

· Building a Successful Team – Uses an effective interpersonal style
to build a cohesive team; inspires and sustains team cohesion and engagement
by focusing the team on its mission and importance to the organization.

· 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

· 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.

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.

· 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

· Strategic Partnerships – Develops collaborative relationships with
fellow employees and business partners by making them feel valued|
appreciated| and included; explores partnership opportunities with other
people in and outside the organization; influences and leverages corporate and
continental shared services and/or discipline leaders (e.g.| HR| Sales &
Marketing| Finance| Revenue Management) to achieve objectives; maintains
effective external relations with government| business and industry in
respective countries; performs effectively as a liaison between locations|
disciplines| and corporate to ensure needed resources are received and
corporate strategies are understood and executed.

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 guidance and feedback to help individuals
develop and strengthen skills and abilities needed to accomplish work

Learning and Applying Professional Expertise

· 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.

· Basic Competencies – Fundamental competencies required for
accomplishing basic work activities.

o Basic Computer Skills – Uses basic computer hardware and software
(e.g.| personal computers| word processing software| Internet browsers| etc.).

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

o Oral Comprehension – Listens to and understands information and ideas
presented through spoken words and sentences.

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

o Writing – Communicates effectively in writing as appropriate for the
needs of the audience.