Job Description

JOB SUMMARY

The Director - L&D Operations & Franchise Learning EMEA sets the strategic direction for continent learning operations and enables consistent, scalable and measurable learning across managed and franchised hotels. The role leads the operating model for learning platforms, reporting and analytics, operations for foundational and virtual learning and franchise learning engagement.

The Director is the EMEA learning lead for Power of M and owns the regional learning strategy, governance and readiness approach for this enterprise digital and technology transformation. The role aligns global strategy with regional execution, ensuring communities are prepared for cutover, learning risks are managed, adoption is measured and new ways of working are sustained.

The role also leads the EMEA AI Learning & Adoption strategy, working through cross-functional governance and external learning partnerships to build practical AI capability, coordinate adoption activity and integrate AI learning into the regional portfolio. The role leads a culturally diverse virtual team, advises senior stakeholders and uses insight to focus resources where they will have the greatest business impact.

SCOPE AND STRATEGIC ACCOUNTABILITIES

• Own the EMEA strategy for learning operations, franchise learning, AI capability and enablement, translating enterprise priorities into clear regional plans, governance and measurable outcomes.
• Provide senior learning leadership for both Power of M and EMEA AI enablement, ensuring readiness, adoption, sustainment and business-as-usual integration.
• Lead the regional L&D operations function, setting priorities, service standards, ways of working and performance expectations for the team and its partners.
• Act as an adviser to EMEA L&D leadership, business leaders, franchise stakeholders and global partners on capability, adoption, learning technology, data intelligence and operational readiness.

CORE WORK ACTIVITIES

1. Power of M Learning Strategy, Governance and Adoption

• Define and lead the EMEA Power of M learning strategy, roadmap, governance and success measures, aligning global programme direction with regional and community requirements.
• Represent EMEA L&D in transformation governance and deployment forums, ensuring learning implications, dependencies, decisions and risks are visible and addressed.
• Oversee learning readiness for each community and deployment wave, including role-based assignments, resources, workshops, webinars, office hours, completion tracking and post-cutover sustainment.
• Partner with Global Learning, EMEA DTT Team, Change and Communications, deployment leads, Learning Technology, discipline SMEs and End User Councils to coordinate learning and change activity.
• Identify and resolve continent-specific needs, including content, communications, deployment tools, non-systems learning and localisation considerations.
• Provide executive-level reporting on readiness, adoption, risks, dependencies and decisions, intervening early where business readiness is at risk.
• Embed Power of M content, behaviours and resources into existing EMEA learning offerings and business-as-usual operations.

1. AI Learning and Adoption Strategy

• Lead the EMEA AI Learning & Adoption strategy, aligning regional capability-building and adoption priorities with the EMEA AI enablement governance and wider business agenda.
• Partner with HRSP, AI Steering Committee and orchestration stakeholders to shape priorities, coordinate activity and maintain alignment across workstreams.
• Build and govern a coherent AI learning portfolio for relevant EMEA audiences, including strategic AI and automation apprenticeship programmes, practical capability-building and targeted pilot learning.
• Identify, assess and manage external learning partners and pilots, ensuring solutions are relevant, scalable and aligned to Marriott standards and business needs.
• Integrate approved AI learning offerings into the EMEA L&D catalogue and communication channels so that access, positioning and learner journeys are clear.
• Establish measures for participation, completion, adoption and impact, using insight and feedback to refine the strategy and inform investment decisions.
• Champion responsible, practical and role-relevant AI learning that supports confidence, productivity and new ways of working.

1. Learning Operations and Digital Learning Ecosystem

• Set the strategic direction and governance for Marriott learning platforms and digital learning operations across EMEA, ensuring a consistent user experience and effective support model.
• Act as senior continent escalation point for learning technology, DLZ engagement, virtual learning delivery and learning-related operational issues.
• Oversee foundational and non-foundational programme set-up, registration, delivery coordination and related controls, accountabilities and service standards.

1. Franchise Learning Strategy and Engagement

• Own the EMEA franchise learning strategy and serve as the point of contact for franchise learning operations, partnering with above-property franchise operations and franchise stakeholders.
• Represent L&D in strategic franchise forums and advisory networks, bringing the franchise voice into learning priorities and enabling joined-up regional action.
• Drive equitable access, engagement and adoption across the franchise portfolio while recognising differences in operating model, funding, capability and local context.
• Build a strong Learning Coordinator network through communications, communities, office hours, webinars and practical resources that enable local action.
• Use stakeholder insight and data to identify capability gaps, shape interventions and improve the franchise learning experience.

1. Data Intelligence, Impact and Executive Insight

• Establish the EMEA learning measurement strategy and reporting framework, with indicators for readiness, participation, completion, adoption, effectiveness and operational impact.
• Drive dashboards and analysis that provide learning data into actionable insight for leaders, discipline, area teams and hotels.
• Oversee compliance and required-learning reporting, ensuring risks, gaps and accountabilities are visible and followed through against agreed deadlines.
• Measure learning effectiveness and application, using evaluation findings and stakeholder feedback to improve design, deployment and investment decisions.
• Promote disciplined use of data to prioritise resources, demonstrate value and inform strategy.

1. Stakeholder Leadership, Change and Communications

• Build trusted relationships with leaders and partners across L&D, HR, Talent, Operations, Finance, Technology, Legal, Communications, DTT and franchise operations.
• Influence without authority across global, continent, area and property stakeholders, creating alignment around priorities, decisions, risks and accountabilities.
• Lead change through sponsorship, stakeholder engagement, communication, capability building, performance support and reinforcement of new behaviours.
• Ensure EMEA learning communications and digital channels provide current, practical and consistent information for hotels and above-property teams.

1. People Leadership and Functional Excellence

• Lead, coach and develop a culturally diverse, virtual L&D operations team, setting clear expectations, building capability and creating accountability for outcomes.
• Create an inclusive, collaborative and high-performing environment in which team members contribute expertise, challenge constructively and grow.
• Clarify roles, decision rights and ways of working across the team and delivery partners to reduce duplication and improve pace and quality.
• Plan capacity across business-as-usual operations, AI learning and transformation initiatives, escalating constraints and making deliberate trade-offs.
• Role-model continuous learning, sound judgement, business acumen and a strong service mindset.

CANDIDATE PROFILE

Education and Experience

• Experience in Learning and Development, Human Resources, Hospitality, or a related field preferred.
• Significant progressive experience in learning strategy, learning operations, talent development or organisational capability within a complex, matrixed and geographically dispersed organisation.
• Demonstrated leadership of large-scale digital, technology or business transformation learning, including readiness, adoption, change and sustainment.
• Experience shaping AI, digital or emerging-technology capability-building strategies and working with cross-functional governance and external partners is advantageous.
• Experience leading culturally diverse teams and influencing senior stakeholders in a virtual, cross-functional environment.
• Experience with LMS, LXP, digital learning tools, virtual learning and enterprise learning operations.
• Strong understanding of hotel or service operations and franchise business models preferred.
• Fluent written and spoken English; additional EMEA language capability is advantageous.

ROLE REQUIREMENTS

• Regular travel across EMEA to support stakeholder engagement, learning delivery, property activation and transformation milestones.
• Ability to work flexibly across time zones and respond to critical programme or operational priorities.
• Comfort operating in a fast-paced, project-led environment with multiple concurrent priorities and senior stakeholders.

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.

WHY JOIN MARRIOTT INTERNATIONAL?

Marriott International has been recognized as one of Fortune’s 100 Best Companies to Work For™ in 2026 by Great Place to Work®. This is a reflection of our people-first culture, commitment to wellbeing, and collaborative workplace. This accolade joins a growing list of regional honors, reinforcing our dedication to creating an exceptional environment where associates thrive.

At Marriott International, we are dedicated to being an equal opportunity employer, welcoming all and providing access to opportunity. We actively foster an environment where the unique backgrounds of our associates are valued and celebrated. Our greatest strength lies in the rich blend of culture, talent, and experiences of our associates.  We are committed to non-discrimination on any protected basis, including disability, veteran status, or other basis protected by applicable law.

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