• 五险一金
• 管理规范
• 节日礼物
• 午餐补贴
• 美女多
• 年底双薪
• 技能培训
• 岗位晋升
• 员工生日礼物
• 领导好

Job Summary
The Account Director, GSO Shanghai manages and/or provides dedicated support to a targeted portfolio of complex GSO accounts. The position builds and maintains business relationships with key buying influences in order to achieve account market share goals across all Marriott Lodging brands.  The primary focus is on opportunities to increase preference and loyalty, and improve the overall buying process by emphasizing an ‘ease of doing business with Marriott’.  In the role of Account Director, GSO Shanghai, this position has direct accountability for transactional sales activities within their assigned accounts.  
BUSINESS CONTEXT
The role of the Account Director, GSO Shanghai is to support the GSO vision and mission by leveraging Marriott’s products and services as a team leader or team member within their assigned account portfolio.  By utilizing the processes of strategic account management and team-based sales, this position will be responsible for increasing Marriott’s preference, loyalty and profitable share within their assigned accounts and contribute to overall GSO success through the direct sales efforts of Revenue Generation and Value Creation. 
This position will belocated in Shanghai, China
     CANDIDATE PROFILE                    Education and Experience Preferred     Strong preference for candidate with Starwood  experience     • 5+ years sales and  marketing experience required.  • Total Account  Management experience preferred.  • Hospitality sales  experience preferred.  • Strong preference for  candidate who speaks English and Mandarin   


CORE WORK ACTIVITIES
    
Account Management
·         Accurate qualification  of potential accounts; re-qualification of existing accounts.
·         Establishes and  maintains complete and up-to-date information on each account.  This includes a thorough understanding of  the account’s needs, history, plans, issues, organizational structure,  strategies, existing business alliances and key competitors.
·         Interprets financial  statements, e.g., P&L statements, annual reports, as appropriate, to  assist in the formulation of an “account” proposal.
·         Maintains account  information in SFA to ensure accurate and up-to-date account reporting.
·         Manages all resources  within budgeted guidelines.
·         Proactively develop  goals and objectives to support the strategic account plan.
·         Represents all brands  of Marriott Lodging.
·         Responsible for  proactive account or segment sales.
·         Supports data  gathering, reporting & tracking functions.
 
Revenue Generation
·         Identifies, develops,  initiates and manages opportunities based on their fit with broader strategic  account initiatives.
·         Identifies key purchase  points and decision-makers that influence the “buy” decision.
·         Networks account teams  to maximize coverage of key contacts and revenue streams.
·         Partners with HQ  support for annual pricing process, requests for pricing (RFPs) and related  maintenance activity.
·         Relates customer needs  to product capabilities.
·         Routinely quantifies  the business impact to both the customer and Marriott.
·         Works with Revenue  Management to support account strategy in-market.
 
Value Creation
·         Anticipates and quickly  seizes opportunities not obvious to others to build customer satisfaction.
·         Brings cross-functional  and cross-business knowledge to bear in developing business solutions.
·         Delivers value-added  products and services to create long term customer loyalty.
·         Establishes and  maintains relationships with key buying influences by developing and  delivering ‘ease of doing business’ solutions that create and provide unique  value and positioning.
·         Positions self as  “Subject Matter Expert” in terms of customer or account activity, business  segment activity or market/region activity.
·         Pursues initiatives to  capitalize on strengths and market opportunities, and to counter competitive  threats
 
Customer Preference & Loyalty
·         Conducts information-oriented  sessions at each level of influence within the account or customer base in  order to foster and maintain commitment to Marriott as a strategic  supplier/partner.
·         Counsels internal  stakeholders on optimal negotiating stance.
·         Delivers value-added  products and services to create long term customer preference and loyalty.
·         Delivers on commitments  to customers.
·         Focuses on two-way  communication to ensure win-win relationship is maintained.
·         Proactively seeks  feedback from customers using resources and tools of GSO.
·         Uses knowledge of  Marriott’s operations, its markets and competitors to promote dialogue and  enrich customer interactions.
 
Market Integration & Leadership
·         Assists people from  diverse cultures and backgrounds to effectively contribute and succeed in the  account team.
·         Demonstrates benefits  of total account management and team-based sales.
·         Ensures that account  sales strategies are communicated, implemented and updated as market  conditions fluctuate.
·         Facilitates educational  opportunities that enhance credibility and integration between GSO and  internal stakeholders.
·         Identifies and  cultivates relationships with key colleagues and stakeholders in other parts  of the organization.
·         Participates in  professional and industry organizations (e.g., SAMA, ACTE, PCMA, MPI, ASMA,  etc). 
·         Participates with  account team in market pull-through activity.
·         Provides opportunities  for communicating account needs throughout organization.
·         Supports ‘in-market’  needs of properties in a given regional area.
·         Utilizes account team  for Best Practice sharing and problem solving.
 
Other
·         Performs other duties  as assigned to meet business needs.
    
MANAGEMENT COMPETENCIES
    
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 work is  organized so it can be effectively completed.
·         Continuously improves  work processes.
·         Brings together the  appropriate mix of associate knowledge and skills to complete work.
·         Coaches others on scope  of technical decision‐making  authority.
·         Uses meetings and other  forums to regularly communicate status of work.
    
Talent Management
·         Provides, seeks, and  acts on constructive feedback.
·         Develops others by  identifying needs and providing resources in area of expertise.
·         Uses professional  networks to attract top talent in area of expertise.
·         Participates in the  hiring process and ensures successful on‐boarding of newassociates.
    
Leadership
    
Adaptability
·         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.
·         Identifies innovative  technical approaches and communicates how they can improve processes or  business functioning.
    
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.
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