Marriott Careers

Director, B2B Marketing and Events, APEC & China

Hong Kong S.A.R., Hong Kong S.A.R.
Sales and Marketing

Job Description

Check out pictures from associates at this location, and some videos too!

Posting Date Feb 07, 2018
Job Number 18000E0G
Job Category Sales and Marketing
Location Asia/Pacif/Australia Region, Hong Kong S.A.R., Hong Kong VIEW ON MAP
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 Director, Continent GSO B2B Marketing and Events sets direction, establishes goals and marketing strategies, directs/manages the marketing program development and execution of the regional B2B Marketing teams within the GSO. In this position, he/she will be responsible for the content and implementation of the B2B Marketing & Events plan across all brands. Aligning with the global B2B Marketing & Events strategic vision, the position will develop marketing strategies, manage budgets, develop and execute brand-wide programs (e.g., brand voice, marketing communications, direct marketing campaigns), as well as advance key relevant segments.  This individual will be the champion to ensure brand voice is activated at all identified B2B consumer touch points within the GSO.
Education and Experience Preferred
  • 4-year degree from an accredited university in Business Administration, Marketing, or Related
  • 8 years of relevant professional experience in marketing or related function, demonstrating progressive career growth and pattern of exceptional performance.
  • Lead a team of B2B Marketing and Event staff to develop and execute the strategy, processes and programs that are aligned with the global B2B Marketing and Sales vision including setting objectives, initiatives, processes, and standards.
  • Works in coordination with Sr. Director of GSO B2B Marketing and continental B2C Marketing leads to ensure brand communication and continental programs are fully integrated at all GSO B2B client touchpoints.
  • Manage and create an annual B2B Marketing calendar that incorporates all B2B marketing activities across digital channels.
  • Supports key continental B2B segments with targeted marketing materials to support the GSO.
  • Ensure the visual and verbal identity of Marriott B2B marketing functions is aligned globally and B2B marketing design guidelines are followed and activated
  • Works with continental sales segment leads (group, retail travel, consortia, etc.) to understand the client needs state and designs relevant B2B messaging strategies and platforms that are culturally relevant
  • Collaborate across the region with various stakeholders, including the Chief Sales and Marketing Officer and his/her  Marketing Team  to ensure brand and communication alignment.
  • Research data and interface with clients to develop a firm understanding of the client’s needs and develop connections to B2B offerings and revenue growth.
  • Align with the continents to provide the B2B customer voice and help craft the  regional internet strategy including social networking, search engine marketing, etc.
  • Align with the continents to provide the B2B customer voice and help to improve regional B2B marketing campaigns to ensure customer retention and upsell the existing customer base.
  • Oversee the creation and production all B2B marketing materials and collateral across all platforms to obtain consistent representations of brands.
  • Keep internal stakeholders informed and participating regarding media trends, press releases, events and customer engagement opportunities.
  • Align with other regional teams on key metrics related to understanding the effectiveness of marketing campaigns on client retention and acquisition and enable data driven decision making.
  • Manage budget for all B2B Marketing activities and report back to Sr. Director of GSO B2B Marketing
  • Continuously improves department, program, team, and job structures and ensures clear leadership accountabilities are in place.
  • Creates a best in class meeting and event team responsible for branding elements, management of the tradeshow booth and related marketing material, logistics, budget management, sponsorships, vendor management, and support with all visual elements. Works with the meeting or event owner to assist with content where applicable.
  • Performs other reasonable duties as required for the position.
Managing Stakeholder Relationships
  • Develops and maintains effective relationships with both internal and external stakeholders across the organization. 
  • Ensures tight connection and goal alignment with the continent Marketing teams
  • Fosters a positive climate to build effective teams that are committed to organizational goals and initiatives.
  • Updates stakeholders on key initiative wins and opportunities, responds to concerns, and solicits feedback. 
  • Engages leadership to develop and execute action plans to address gaps.
  • Assists direct reports with building and maintaining stakeholder relationships as business partnerships. 
Leading and Managing Teams
  • Creates a team environment that encourages accountability, high standards, and innovation.
  • Sets clear organizational goals and expectations for direct reports using the performance review process and holds team accountable for performance.
  • Continuously improves team and job structures and ensures clear leadership accountabilities are in place.
  • Builds teams with the appropriate mix of talent and skills to drive innovation and performance. Identifies talents of direct reports, and assists with their growth and development plans.
  • Facilitates regular, ongoing communication in department.
Building Relationships
Coworker Relationships
  • Builds credibility with others and encourages strong working relationships.
  • Creates a work environment in which others feel comfortable sharing thoughts and feedback.
  • Shows awareness of how own behavior impacts others and the work environment.
  • Encourages others to work together.
Customer Relationships
  • Models and empowers others to anticipate and respond to customer/stakeholder preferences and feedback.
  • Clearly explains policies in ways that create strong customer/stakeholder relationships.
  • Monitors customer/stakeholder satisfaction and takes appropriate action.
  • Resolves customer/stakeholder issues and concerns raised by others.
Global Mindset
  • Creates an environment where everyone is valued and included.
  • Models and coaches others on representing the Company culture of service, opportunity, respect, and fair treatment.
  • Acts when others are treated unfairly or are not valued and respected for their unique skills.
  • Looks for and uses ideas and opinions from diverse sources.
  • Attracts, develops, and retains a multicultural and multigenerational workforce.
  • Gives all associates the opportunity to achieve their full potential.
  • Organizes activities that promote inclusion.
  • Maintains an awareness of changing customer/stakeholder and associate characteristics.
Generating Talent and Organizational Capability
Organizational Capability
  • Ensures the right jobs are in place to do the work.
  • Looks for ways to better organize work and assign tasks.
  • Continuously improves work processes.
  • Brings together the appropriate mix of associate knowledge and skills to do the job.
  • Models and coaches team on scope of decision‐making authority.
  • Uses meetings and other forums to regularly communicate with team.
Talent Management
  • Reinforces an environment that supports feedback and ongoing development.
  • Models expectations for desired/required acceptable behavior, knowledge, and skill levels.
  • Develops direct reports by identifying needs and partnering on developmental plans.
  • Supports recruitment efforts and builds relationships to attract top talent.
  • Models and coaches others on making effective hiring decisions using available tools and processes.
  • Ensures successful on‐boarding of new talent.
  • Models and coaches others on staying calm and focused during stressful situations.
  • Communicates to others why change is happening and how it impacts their work.
  • Models flexibility when managing multiple demands and changing priorities.
  • Provides resources that help others deal with change and challenges.
  • Adjusts team and own priorities when experiencing change or challenges.
  • Determines how change impacts stakeholders and communicates concerns to leadership.
Communication and Professional Demeanor
  • Clearly presents complex information using different methods.
  • Adapts communication style based on the audience.
  • Demonstrates active listening to ensure understanding.
  • Models and coaches others on appropriately interpreting verbal and non‐verbal behavior.
  • Models and coaches others on displaying professionalism and gaining respect from others.
Problem Solving and Decision Making
  • Identifies issues and makes suggestions to solve complex problems affecting daily work.
  • Models and coaches others on breaking complex issues into manageable parts.
  • Looks for and shares information with others before making a decision.
  • Models and coaches others on identifying and evaluating alternatives and their implications before making decisions.
  • Involves and gains agreement from others when making key decisions.
  • Makes complex decisions and works with others to implement solutions in reasonable amount of time.
Learning and Applying Professional Expertise
Applied Learning
  • Sets own career goals and identifies developmental areas for self and others.
  • Uses resources and challenging assignments to improve performance of self and others.
  • Gathers, shares, and uses information about industry and discipline trends and best practices.
  • Budgets for training to support associate development, as applicable.
  • Coaches and holds others accountable for professional growth.
Business Acumen
  • Ensures others understand how their work impacts property and team performance.
  • Coaches others on the drivers of performance and their impact on key business and property metrics.
  • Shows an understanding of how different customer/stakeholder groups have different revenue potential.
  • Identifies innovative ways to improve, productivity, customer/stakeholder satisfaction, and profitability.
Technical Acumen
  • Maintains advanced technical knowledge and skills and models their use for others.
  • Models and promotes the appropriate use of facilities, equipment, and materials to perform the job.
  • Demonstrates and shares expertise in policies, procedures, and legal requirements.
  • Manages and completes complex technical assignments and coaches others on solving advanced technical issues.
  • Demonstrates and reinforces technical standards and processes to support work requirements.
Managing Execution
Building and Contributing to Teams
  • Promotes teamwork by explaining how each associate supports shared goals.
  • Builds commitment to team goals by explaining how they support department and property success.
  • Works with team members to solve issues and make decisions that impact them.
  • Manages disagreements among team members.
  • Recognizes department, team, and individual achievements.
Driving for Results
  • Creates a team environment that encourages accountability, high standards, and innovation.
  • Makes sure others understand performance expectations.
  • Sets and tracks goal progress for self and others.
  • Monitors the work of others to ensure it is completed on time and meets expectations.
  • Breaks down barriers so team members can accomplish their work.
Planning and Organizing
  • Prioritizes group activities based on importance, urgency, and impact to goals.
  • Manages team workload and delegates assignments appropriately.
  • Ensures team members have the equipment, materials, and other resources needed to accomplish their work.
  • Avoids conflicts when setting project timelines and communicates key milestones and deadlines to others.
Marriott International is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture. Marriott International does not discriminate on the basis of disability, veteran status or any other basis protected under federal, state or local laws.