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Sr Director of Sales - DC

Sr Director of Sales - DC

Marriott Vacations WorldwideWashington, DC, United States
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Relocations Assistance Provided

Plan 3

DC Based.

Responsible for DC Mayflower and Manor, Williamsburg VA Sales Operations.

Up to 25% travel to VA required

Salary MRP $200,000 - $220,000

JOB SUMMARY

Establishes and executes site-level sales strategy. Responsible for on-site coordination of sales and sales administration. Provides direction to the sales management team and supports the team with resources and conflict resolution. Coordinates sales efforts with Sr. Director of Marketing to ensure coordination of marketing and sales efforts. Participates in the performance management, coaching, recruiting, and selection of the sales workforce. Oversee the customer sales experience and proactively responds to customer concerns.

CANDIDATE PROFILE

Education and Experience

  • College degree preferred
  • Minimum 2 years experience in Sales Leadership Experience
  • Minimum 5 years experience in sales with vacation ownership
  • Ability to receive DC RE License required.

Required Qualifications

  • Proficiency in reading and writing English (additional language required for certain positions)

    • Successful Candidates Will Be Willing To :

  • Work in close contact with the general public in sales and situations that require strong communication and customer service skills
  • Openness to adapt to different cultural contexts based on location
  • Must be willing to work weekends and holidays as required by business needs

    • JOB SPECIFIC TASKS

    Developing and Executing Strategy

  • Contributes to the development of long-term function and strategy of the project.
  • Develops a culture of excellence in all facets of project operation.
  • Develops and ensures sales management implements philosophy of tour efficiency, and is profit driven (rather than strictly volume driven), while building strong team values.

    • General Business Management

  • Implements and manages daily administrative procedures in compliance with company policy and practical business process.
  • Forecasts and budgets annual sales targets.
  • Addresses personnel issues in compliance with company policy.
  • Ensures proper communications are maintained with all staff personnel or others associated with project operations. Standard review process participation.
  • Ensures Sales department works with Marketing department to achieve project goals.

    • Managing the Guest Experience

  • Manages the sales floor to ensure guest tour flow experience is efficient and conducive to sales presentation discussions and purchase deliberations.
  • Resolves any unresolved guest issues that have been escalated.
  • Monitors guest experience survey data and follow up with department leaders as appropriate.
  • Ensures Sales Gallery meets or exceeds all property standards.

    • Maintaining, Analyzing, & Communicating Key Reports

  • Uses reports on individual and team production performance (e.g., Confirmations-Experiences per guest, volume-per-guest [VPG], close rate, employee satisfaction, Regional Customer Experience Report, Site Daily Flash) to evaluate overall project and team effectiveness.
  • Uses market analyses (e.g., cost per tour, development plans, and marketing cost by channel and effort) to evaluate the effectiveness of various incentives and programs in order to determine which incentives and programs should be retained.
  • Monitors Budget versus Actual Results (BUVARS) for sales department to evaluate department effectiveness.

    • Managing External Relationships

  • Negotiates contracts and work with vendors.
  • Works directly with local Marriott Hotel General Managers and Area Vice President.

    • Managing & Developing the Sales Workforce

  • Develops future sales managers while implementing company directed self-development programs.
  • Coaches, manages and leads direct reports
  • Measures the performance of the sales departments against goals and holds them accountable.
  • Rewards and recognizes manager performance (e.g., way-to-go letters, personal bests).
  • Motivates managers to increase production and performance
  • Observes and identifies direct report areas of strength and development opportunities (e.g., through ride-alongs, shadowing, monitoring).
  • Oversees the development and / or update of sales training manuals and sales process enhancements (e.g., Eagle Flight Plans, Resource Guides).
  • Conducts formal performance reviews and uses this information to create individual development plans, career paths, and promotion development plans.
  • Manages associate performance, developing performance plans for associates below expectation (progressive discipline).
  • Identifies and responds to the needs / questions / issues (both work and non-work related) brought forth by team associates.
  • Mediates conflict in and between teams (e.g., within marketing or sales teams, between marketing and sales teams).
  • Provides guidelines for empowering associates to make decisions regarding guest experience and service issues.
  • Reviews various training programs prior to implementation.
  • Reviews and approves policies and procedures pertaining to work flow, lead distribution, reward, recognition, and discipline.
  • Creates an awareness and understanding of policies and procedures for conducting business (e.g., Flight Plans, Local Standard Operating Procedures).
  • Participates in recruiting (e.g., make internal announcements to managers in order to generate referrals, monitor online and print ads, intervene in personnel selection matters if needed).
  • Ensures hiring managers follow personnel selection protocols.
  • Develops compensation plans for sales teams that maximize production.

    • Contributing to the Management of the Enterprise

  • Understands and abides by state and federal regulations around sales activity. If in a non-U.S. location, understands and abides by applicable local regulations around sales activity.
  • Updates plans and actions to prepare for management meetings.
  • Performs other duties as assigned.

    • COMPETENCIES, BASIC SKILLS, and PERSONAL CHARACTERISTICS

    Leadership

  • Professional Demeanor - Exhibiting behavioral styles that convey confidence and command respect from others; making a good first impression and representing the organization in alignment with its values.
  • Problem Solving and Decision Making - Identifying and understanding issues, problems, and opportunities; obtaining and comparing information from different sources to draw conclusions, develop and evaluate alternatives and solutions, solve problems, and choose a course of action.
  • Communication - Conveying information and ideas to others in a convincing and engaging manner through a variety of methods. Strong public presentation skills.
  • Adaptability - Maintaining performance level under pressure or when experiencing changes or challenges in the workplace.

    • Managing Execution

  • Planning and Organizing -Gathering information and resources required to set a plan of action for self and / or others; prioritizing and arranging work requirements to accomplish goals and ensure work is completed.
  • Driving for Results - Setting high standards of performance for self and / or others; assuming responsibility for work objectives; initiating, focusing, and monitoring the efforts of self and / or others toward the accomplishment goals; proactively taking action and going beyond what is required
  • Building and Contributing to Teams - Leading and participating as a member of a team to move toward the completion of common goals while fostering cohesion and collaboration among team members.

    • Building Relationships

  • Coworker Relationships - Interacting with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.
  • Customer Relationships - Developing and sustaining relationships based on an understanding of customer needs and actions.
  • Fostering Inclusion - Supporting associates with diverse styles, abilities, motivations, and / or cultural perspectives; leveraging personal differences to achieve objectives; and promoting a work environment where all associates are given the opportunity to contribute to their full potential.

    • Generating Talent and Organizational Capability

  • Talent Management - Providing guidance and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.
  • Organizational Capability - Evaluating and adapting the structure of organizational units, jobs, and work processes to best fit the needs and / or support the goals of an organizational unit.

    • Learning and Applying Personal Expertise

  • Applied Learning - Seeking and making the most of learning opportunities to improve performance of self and / or others.
  • Business Acumen - Understanding and utilizing business information (e.g., data related to Associate Engagement, Guest Satisfaction, and Property Financial Performance) to manage everyday operations and generate innovative solutions to approach business and administrative challenges
  • Basic Competencies - Fundamental competencies required for accomplishing basic work activities.
  • Job Specific Computer Skills - Using computer hardware and software specific to job (e.g., MARSHA, PMS, SFA, NGS, Delphi, Point of Sale, HR technology).
  • Reading Comprehension - Understanding written sentences and paragraphs in work related documents.
  • Writing - Communicating effectively in writing as appropriate for the needs of the audience.

    • Functional Job Family Competencies

  • Sales Coaching - Providing timely coaching, guidance, and feedback to help others excel on the job and meet key accountabilities.
  • Sales and Marketing - Knowledge of sales and marketing concepts including principles and methods for showing, promoting and selling products or services as well as marketing strategies and tactics.

    • Sales and Marketing and Operations - Ability to understand the business needs and basic concepts of Sales and Marketing and Resort Operations in order to build a positive and collaborative working relationship.

    Our Company offers healthcare benefits to eligible associates.

    Marriott Vacations Worldwide is an equal opportunity employer committed to hiring a diverse workforce and sustaining an inclusive culture.

    #J-18808-Ljbffr

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