L.a. Team Lead Vacancy In Marriott International, Inc

Hiring Organization / Company: Marriott International, Inc
Basic Salary: To Be Discussed
Employement Type: Full-Time



Job Details:

Posting Date May 03, 2021
Job Number 21036892
Job Category Rooms & Guest Services Operations
Location Los Angeles Bridges Office, 1150 S. Olive Street 9th Floor, Los Angeles, California, United States VIEW ON MAP
Brand Corporate
Schedule Full-Time
Relocation? N
Position Type Management
Located Remotely? N
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?



JOB SUMMARY


The Bridges Team Leader is responsible for leading and guiding the Bridges team members to achieve their overall placement and retention outcomes. The Team Leader provides coaching and training to assist the team members (i.e., Employer Representatives (ER) in all aspects of the ER responsibilities. The key focus areas include:


  • Assisting and guiding ERs in proactively soliciting new employers, identifying neighborhood targets, and re‐soliciting past employers to achieve and/or exceed targeted job development, job placement and job retention objectives;
  • Partnering with the Senior Director or Director to provide leadership and daily oversight to the Bridges team to ensure the team achieves and/or exceeds its business functional goals, as outlined in the LPP; and
  • Monitoring the interactions with HQ, other Bridges offices, and stakeholder groups, including funders, school district representatives (including faculty and administrators).

CANDIDATE PROFILE


Education and Experience


A four‐year degree in in business, human services, social sciences, or education; at least three years of proven experience achieving successful employment outcomes for persons with employment barriers; previous experience in proactive lead generation and leading teams; knowledge of one or more of the following: special education, disabilities, counseling, workforce development, overcoming employment barriers.


CORE WORK ACTIVITIES


Program Management

  • Provide training, development, and coaching to help ERs proactively solicit new business from potential employer accounts and re‐solicit former, non‐active employers in order to achieve their goals.
  • Working with the Director, identify, communicate, and achieve the employer outreach efforts and new employer development goals.
  • Lead site‐wide efforts to expand job development outreach that lead to new or former businesses who hire Bridges youth.
  • While leading efforts to optimize site‐wide placement and retention outcomes, manage a Bridges caseload of enrollments, placements, and retentions, based on goals established each year during the LPP process.
  • Reach out to new and current employers to continue to build and maintain rapport, trust and good faith with employers and businesses.
  • Work closely with Director to establish individual performance objectives for team members based on the group’s goals and track progress regularly against these objectives.
  • Direct the day‐to‐day operations of the Bridges team and ensure the team achieves and/or exceeds targeted individual and site performance outcomes.

Staff Management

  • Partner with Human Resources and Director to attract, develop, and retain the right people in order to support the strategic priorities of the team. Ensure effective structures, processes, and performance management systems are in place. Set goals and expectations for direct reports using the LPP, align performance with rewards, and with guidance from the director and HR, appropriately address performance issues and hold staff accountable for performance expectations.Stakeholder Relationships
  • Engage with Stakeholder groups to understand the market’s unique needs related to work force trends, process‐ oriented constraints, youth skills, abilities, and deficits.
  • Maintain and cultivate relations with funding organizations to ensure continued compliance with grant requirements and expectations.

MANAGEMENT COMPETENCIES


Leadership

  • Adaptability – Model and coach others on staying calm and focused during stressful situations; communicate to others why change is happening and how it impacts their work; model flexibility when managing multiple demands and changing priorities; provide resources that help others deal with change and challenges; adjust team and own priorities when experiencing change or challenges; determine how change impacts stakeholders and communicate concerns to leadership.
  • Communication – Clearly present complex information using different methods; adapt communication style based on the audience; demonstrate active listening to ensure understanding.
  • Problem Solving and Decision Making ‐ Identify issues and make suggestions to solve complex problems affecting daily work; model and coach others on breaking complex issues into actionable next steps; look for and share information with others before making a decision; model and coach others on identifying and evaluating alternatives and their implications before making decisions; involve and gain agreement from others when making key decisions; make complex decisions and work with others to implement solutions in a reasonable amount of time.
  • Professional Demeanor – Model and coach others on appropriately interpreting verbal and non‐verbal behavior; model and coach others in displaying professionalism and gaining respect from others.

Managing Execution

  • Building and Contributing to Teams – Promote teamwork by explaining how each associate supports shared goals; build commitment to team goals by explaining how they support organization success; work with team members to solve issues and make decisions that impact them; manage disagreements among team members; recognize and celebrate organization, team and individual achievements.
  • Driving for Results – Create a team environment that encourages accountability, high standards, and innovation; make sure others understand performance expectations; set and track goal progress for self and others; monitor the work of others to ensure it is completed on time and meets expectations; break down barriers so team members can accomplish their work.
  • Planning and Organizing – Prioritize group activities based on importance, urgency, and impact to goals; manage team workload and delegate assignments appropriately; ensure team members have the equipment, materials, and other resources needed to accomplish their work; avoid conflicts when setting project timelines and communicate key milestones and deadlines to others.

Building Relationships

  • Coworker Relationships – Build credibility with others and encourage strong working relationships; create a work environment in which others feel comfortable sharing thoughts and feedback; show awareness of how own behavior impacts others and the work environment; encourage others to work together.
  • Stakeholder Relationships – Model and empowers other to anticipate and respond to stakeholder preferences and feedback; clearly explain policies in ways that create strong stakeholder relationships; monitor stakeholder satisfaction and take appropriate action; resolve stakeholder issues and concerns raised by others.
  • Global Mindset – Create an environment where everyone is valued and included; model and coach others on representing the Company culture of service, opportunity, respect, and fair treatment; act when others are treated unfairly or are not valued and respected for their unique skills; look for and use ideas and opinions from diverse sources; attract, develop, and retain a multicultural and multigenerational workforce; give all associates the opportunity to achieve their full potential; organize activities that promote inclusion; maintain an awareness of changing stakeholder and associate characteristics.

Generating Talent and Organizational Capability

  • Talent Management – Reinforce an environment that supports feedback and ongoing development; model expectations for desired/required acceptable behavior, knowledge, and skill levels; develop direct reports by identifying needs and partnering on developmental plans; support recruitment efforts and building relationships to attract top talent; model and coach others on making effective hiring decisions using available tools and processes; ensure successful on‐boarding of new staff.
  • Organizational Capability – Ensure the right people are in place to do the work; look for ways to better organize work and assign tasks; continuously improve work processes; bring together the appropriate mix of associate knowledge and skills to do the job; model and coach team in scope of decision‐making authority; facilitate regular meetings and other forums to regularly communicate with team.

Learning and Applying Professional Expertise

  • Applied Learning – Set own career goals and identify developmental areas for staff and others; use resources and challenging assignments to improve performance of self and others; gathers, share and use information about industry and discipline trends and best practices; work with director to budget for training to support associates’ development, as applicable; coach and hold others accountable for professional growth.
  • Business Acumen – Understand and utilize business information to manage everyday operations and generate innovative solutions to approach business and administrative challenges.
  • Technical Acumen ‐ Understand and utilize 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.
  • Monitor grant funding to ensure eligibility and reporting requirements are met.
  • Basic Competencies ‐ Fundamental competencies required for accomplishing basic work activities.
  • Proficient Business Computer Skills ‐ Use basic computer hardware and software (e.g., personal computers, word processing software, Internet browsers, etc.).
  • Presentation Skills – Effectively present Bridges benefits, features, philosophy, and programmatic model based on audience need or interest.
  • Communication – Excellent verbal and written communication skills; adept at using all forms of communication including Microsoft Office projects and email to communicate, achieve objectives, and move projects along.

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. Marriott International considers for employment qualified applicants with criminal histories consistent with applicable federal, state and local law.




Job Location Information:
City: Los Angeles
State: Ca
Country: Us
Location: Los Angeles, Ca 90015

Date Posted: 2021-05-04
Job Listing No# : 42545


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