Company: Marriott Vacations Worldwide, Orlando, FL
Company Description: In November 2011, Marriott Vacations Worldwide was established as a leading public company with primary focus on vacation ownership. In 2012, we generated more than $1.6B in total revenue and our overall associate engagement was 82% when measured by Aon Hewitt, 2 percentage points higher than its “Best Employer” benchmark. Our nearly 10,000 associates serve more than 420,000 Owners and Members.
Nomination Category: Human Resources Categories
Nomination Sub Category: Human Resources Department of the Year

Nomination Title: Marriott Vacations Worldwide HR Department

Tell the story about what this nominated organization/department achieved since January 1 2013 (up to 525 words). Focus on specific accomplishments, and relate these accomplishments to past performance or industry norms. Be sure to mention obstacles overcome, innovations or discoveries made, and outcomes:

In 2013, Marriott Vacations Worldwide Corporation’s HR Department launched an organizational and technology transformation, resulting in significant changes in HR processes, technology and its North American organizational model, transitioning from site-centric HR management to regional teams and centralized services. One of the company’s top business imperatives, the successful transformation has led to a 30% reduction in HR annual operating expense.

With the transformation, new HR teams, technology and more consistent HR processes took life throughout our company.

The HR Department led the comprehensive global change management plan to support the transformation which included nearly 200 customized learning resources, plus webinars, instructor-led training sessions, “help lines” and frequent communications.

Despite significant change, the HR Department remained dedicated to providing exceptional support for the daily business of HR, from payroll management to talent acquisition, learning and annual Engagement Survey leadership.

Payroll management in 2013 included new technology, processes and a centralized team. The new payroll organization delivered 98.82% payroll accuracy and timeliness for full year 2013.

Attracting top talent is a critical function for our company. Thanks to HR’s leadership in management recruiting and support for hiring managers of hourly associates in the U.S. in 2013, applicant flow-through was 75,000 for 4,000 open positions, more than a 40% improvement in flow-through over 2012 for a comparable number of requisitions. “Days to fill” open management positions improved by more than 40% over 2012. More than 95% of clients state they would hire the manager again.

Given the transformation’s magnitude, other companies might have tabled learning program development. Our company and our HR Department, however, made a determined commitment to new learning resources, while also transitioning approximately 3,000 learning assets to new technology.

To support management development, HR created and deployed the company’s proprietary Leadership Development Program (LDP), consisting of 11 modules that include a blend of mini courses, instructor-led training, e Learning and practices.

Resort Operations managers enrolled in more than 800 LDP “seats” and completed more than 15,000 related training hours. They rated the program an average of 4.8 on a 5.0 scale for value. To quote two managers: “… long-term staying power and value”. “I am now able to do my job better.”

The financial benefits of the HR transformation are significant. But financial success would be meaningless if there had been adverse impact to our company’s culture.

The HR Department assumed leadership for the company’s annual Engagement Survey in 2013 (which is administered by Aon Hewitt), and drove 95% participation. Eighty-three percent of our associates are engaged, and our company, once again, has earned “world class” employer status. Within global HR, our 2013 engagement scores improved 11 percentage points over 2012.

The transformation is the most consequential change our HR Department has ever deployed. In a single year, the HR Department introduced new technology, processes and organizational structure, continued to expertly lead the daily business of HR, and met the business imperative put before the HR Department at the time of our Spin-Off from Marriott International in late 2011.

Thank you so much for providing us this opportunity to share our story of our HR Department’s teamwork and success in 2013.

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Provide a brief (up to 125 words) biography about the leader(s) of the nominated organization/department:

Michael E. Yonker is the executive vice president and chief human resources officer for Marriott Vacations Worldwide Corporation since 2011, and he is responsible for enterprise-wide human resources strategies, programs and performance. Yonker also serves on the company’s executive committee.

Yonker’s most recent role was vice president, human resources supporting global operations for the organization. He began his career with Marriott International in 1983 and served in management-level positions in both finance and human resources, including multiple regional human resources leadership positions across various divisions.

Yonker has a bachelor's degree in marketing and business administration from Oral Roberts University in Tulsa, Oklahoma and a Master of Business Administration in international management from the Thunderbird School of Global Management in Glendale, Ariz.

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