Understanding how much a Vice President (VP) at Marriott International earns is a multi-faceted question, as salaries vary significantly based on the specific VP role, location, experience, and overall compensation package. This comprehensive guide will break down the various aspects of a Marriott VP's earnings, provide a step-by-step approach to understanding these figures, and offer insights into the career path and benefits.
Are you curious about the financial rewards of reaching a high-level position at a global hospitality giant like Marriott? Let's dive in and explore what it truly means to be a Vice President at Marriott International!
 |
| How Much Does A Vp At Marriott Make |
Step 1: Understanding the Base Salary Landscape
The base salary is the foundational component of a VP's compensation. It's the fixed amount you'd receive before any bonuses, stock options, or other benefits.
Sub-heading: Average and Range
-
What's the ballpark? According to recent data, the average salary for a Vice President at Marriott International in the US is approximately $126,628 per year. However, this is just an average, and the range can be quite broad.
-
The spectrum of earnings: Marriott VP salaries can typically range from $80,000 to $200,000 per year. This wide range reflects the diverse nature of VP roles within the company.
Sub-heading: Geographic Impact
Location plays a significant role in salary determination. A VP in a major metropolitan area with a high cost of living will generally earn more than someone in a smaller market.
-
Top-paying cities in the US:
-
New York, NY: Approximately $163,530 per year
-
Mountainside, NJ: Approximately $161,518 per year
-
Stamford, CT: Approximately $159,494 per year
-
Medford, MA: Approximately $159,072 per year
-
Washington, DC: Approximately $153,265 per year
-
-
International Variations: While specific data for every country isn't readily available, it's important to note that salaries for similar roles can differ significantly based on the local economy, market rates, and the company's compensation strategy for that region. For instance, in India, the average Marriott salary (across all roles) is around ₹22 lakhs per year, with higher-level positions like Director Finance reaching ₹40 lakhs.
Sub-heading: Specialized VP Roles and Their Compensation
Not all VP roles are created equal. Some specialized positions, particularly those involving high-demand skills or critical business functions, command higher compensation.
-
Examples of higher-paid VP roles within Marriott (estimated average):
-
Finance Services Director: Approximately $202,948 per year
-
Executive Vice President (overall average): Approximately $191,372 per year
-
Vice President, Corporate Development: Approximately $185,787 per year
-
Vice President, Talent Management: Approximately $180,443 per year
-
Senior Vice President, Engineering: Approximately $180,091 per year
-
Vice President, Mobile Platform Engineering: Range from $177,000 to $280,600 annually.
-
Vice President, US/CN Procurement: Range from $177,100 to $296,000 annually.
-
Step 2: Deconstructing the Total Compensation Package
Beyond the base salary, a Marriott VP's total compensation package is a robust blend of various incentives and benefits, significantly increasing their overall earnings. This is where the true value of a senior executive role becomes apparent.
Sub-heading: Incentive Plan Compensation (Bonuses)
QuickTip: Absorb ideas one at a time.
-
Performance-based rewards: A substantial portion of a VP's income comes from incentive plan compensation, commonly known as bonuses. These are tied to individual, departmental, and company performance metrics.
-
Executive examples: For Marriott's Named Executive Officers (NEOs), base salaries are augmented by significant incentive plan compensation. For instance, in 2024, the CFO and Executive Vice President, Kathleen K. Oberg, received a base salary of $975,000, but her total compensation reached $6.85 million, largely due to stock awards and incentive plan compensation. This illustrates the considerable impact of these performance-based elements.
Sub-heading: Stock Awards and Options
-
Equity in the company: Marriott frequently includes stock awards and options as a key component of executive compensation. This aligns the interests of VPs with the company's long-term success and shareholder value.
-
Long-term incentives: These awards typically vest over several years, providing a powerful incentive for VPs to contribute to sustained growth and profitability.
Sub-heading: Other Compensation
This category can encompass a variety of benefits and perks, often tailored to senior leadership roles.
-
Examples of "other compensation": This might include perquisites, deferred compensation, and other allowances that add to the overall financial package. For example, some executives might receive allowances for housing, transportation, or even memberships.
Sub-heading: Comprehensive Benefits Program
Marriott offers a comprehensive benefits package designed to attract and retain top talent. While many of these are available to all employees, senior executives often have access to enhanced versions.
-
Core Benefits:
-
Medical Care: Various plans with different deductibles and copays, including options for Health Care Spending Accounts or Health Savings Accounts (HSAs).
-
Pension/Retirement: 401(k) plans with employer matching contributions (e.g., 100% match up to 5% of weekly pay in the US). Defined Contribution Pension Plans (DCPP) and Group Registered Retirement Savings Plans (RRSP) in Canada with employer matching.
-
Life and Disability Insurance: Free basic life insurance, with options to purchase additional coverage for employees, spouses, and children. Short-term and long-term disability plans.
-
-
Health & Wellbeing:
-
Gym Memberships, Dental Cover, Health Classes, Health Screening, Cancer Screening, Virtual GP, Health and Nutrition Support, Eye Care, Mental Health Support through their "TakeCare" programs.
-
-
Lifestyle & Family:
-
Beauty Treatments: Discounts on spa treatments at Marriott properties.
-
Assisted Reproduction Support: Comprehensive fertility benefits for US-based associates.
-
Employee Assistance Program.
-
-
Financial & Flexible Allowances:
-
Savings Plans, Share Schemes, Financial Wellbeing Coaching, Debt Refinancing Loans, Discounts Portal, Legal Services, Travel Support.
-
Learning and Development opportunities: Including career advancement programs, training workshops, and tuition reimbursement.
-
-
Travel Perks: Marriott employees, especially VPs, enjoy significant travel benefits, including discounts at over 8,500 hotels and 20-30% discounts on food, spa services, retail items, and golf. This is a highly valued non-cash benefit.
Step 3: Factors Influencing a VP's Salary at Marriott
Understanding the specific figures is helpful, but it's equally important to grasp the underlying factors that determine where an individual VP falls within the compensation range.
Sub-heading: Department and Function
-
Strategic vs. Operational Roles: VPs leading critical strategic initiatives (e.g., corporate development, finance, technology, global brand leadership) often have higher earning potential compared to VPs in more operational roles, though these are still well-compensated.
-
Revenue Generation: Roles directly tied to significant revenue generation or cost savings typically command higher salaries and larger bonuses.
Sub-heading: Experience and Tenure
-
Seasoned Professionals: VPs with extensive industry experience, a proven track record of success, and longer tenure at Marriott are generally at the higher end of the salary scale.
-
Progression: As VPs gain more experience and take on larger scopes of responsibility, their compensation package will naturally increase.
Sub-heading: Performance and Impact
-
Merit-Based Increases: Individual performance reviews, achievement of key performance indicators (KPIs), and demonstrable impact on the company's bottom line directly influence annual salary adjustments and bonus payouts.
-
Leadership Effectiveness: A VP's ability to lead and develop high-performing teams, drive innovation, and successfully navigate complex challenges is highly valued and rewarded.
QuickTip: Pause before scrolling further.
 |
Sub-heading: Market Competitiveness
-
Industry Benchmarking: Marriott, like other large corporations, regularly benchmarks its executive compensation against competitors in the hospitality industry (e.g., Hilton, Hyatt, MGM Resorts) and other large companies to ensure it remains competitive in attracting and retaining top talent.
-
Supply and Demand: The availability of qualified candidates for specific VP roles can also influence compensation. High-demand, niche skill sets can lead to higher offers.
Step 4: The Path to Becoming a Vice President at Marriott
Aspiring to a VP role at Marriott is a challenging yet rewarding journey. It requires a significant commitment to professional development and a clear understanding of the company's expectations for senior leadership.
Sub-heading: Educational Background
-
Higher Education is Key: A bachelor's degree is typically a minimum requirement, often in fields like Marketing, Business Administration, Hospitality Management, Finance, or a related technical discipline.
-
Advanced Degrees: Many VPs hold an MBA or other master's degrees, which can significantly accelerate career progression and enhance leadership capabilities.
Sub-heading: Extensive Professional Experience
-
Years in the Industry: Most VP roles at Marriott require 12-15+ years of relevant professional experience, often with a significant portion of that time spent in leadership or senior management roles.
-
Hospitality Expertise: Deep understanding of the hospitality industry, including operations, guest experience, loyalty programs, and market trends, is crucial.
-
Specialized Expertise: Depending on the VP role, specific expertise might be required, such as:
-
Brand Management: Proven track record of developing and executing successful brand strategies on a global scale.
-
Digital Media/Ad Tech: Experience in digital media, advertising operations, media network strategy, or marketing technology.
-
Retail Management: Experience in managing and scaling retail platforms, including P&L responsibilities.
-
Technology Leadership: Success leading mobile technology teams, integrating GenAI tools, and managing large budgets for IT.
-
Sub-heading: Demonstrated Leadership and Strategic Acumen
-
Cross-Functional Leadership: Ability to lead and influence across various departments and functions within a matrixed organization.
-
Problem-Solving and Innovation: A strong bias towards data-based decision making, the ability to break down complex problems, and a proven track record of delivering innovative solutions.
-
Stakeholder Management: Excellent communication and relationship-building skills with both internal and external stakeholders, including senior executives, owner groups, and industry influencers.
-
Financial Acumen: Experience managing budgets, P&L responsibilities, and driving financial targets.
Sub-heading: Cultural Fit and Values Alignment
-
Marriott's Core Values: Marriott emphasizes its core values, including putting people first, pursuing excellence, embracing change, acting with integrity, and serving our world. Aspiring VPs should demonstrate these values throughout their career.
-
Growth Mindset: A commitment to continuous learning, professional development, and fostering a positive work environment.
Step 5: Negotiating Your Compensation as a Marriott VP
Once you've reached the point of being considered for a VP role, negotiation becomes a critical step in maximizing your compensation.
Sub-heading: Research and Preparation
-
Know Your Worth: Thoroughly research industry benchmarks, typical compensation for similar roles at Marriott and its competitors, and the specific market rates for your location and specialty.
-
Understand the Full Package: Don't just focus on base salary. Be prepared to negotiate all components of the compensation package, including bonus targets, stock grants, sign-on bonuses, and benefits.
QuickTip: Slowing down makes content clearer.
Sub-heading: Highlight Your Value Proposition
-
Quantify Your Achievements: Clearly articulate how your experience, skills, and past accomplishments will directly benefit Marriott and contribute to its strategic objectives. Use data and specific examples to demonstrate your impact.
-
Demonstrate Leadership Potential: Emphasize your ability to lead, innovate, and drive results.
Sub-heading: Be Prepared to Justify Your Request
-
Evidence-Based Negotiation: Present your salary expectations with clear justification, backed by research and your demonstrated value.
-
Flexibility and Priorities: Be clear about your non-negotiables and areas where you might have some flexibility. Prioritize what matters most to you in the overall compensation package.
Frequently Asked Questions (FAQs) about Marriott VP Compensation
Here are 10 related FAQ questions, all starting with "How to," with quick answers:
How to calculate total compensation for a Marriott VP?
Total compensation for a Marriott VP is calculated by combining their base salary, incentive plan compensation (bonuses), stock awards/options, and the monetary value of all other benefits and perks (e.g., enhanced healthcare, retirement contributions, travel discounts).
How to increase your base salary as a Marriott VP?
Increasing your base salary as a Marriott VP typically involves consistently exceeding performance expectations, taking on expanded responsibilities, demonstrating leadership in strategic initiatives, and potentially moving to higher-paying specialized VP roles or locations.
How to qualify for stock awards as a Marriott VP?
Qualification for stock awards as a Marriott VP is usually tied to your level within the executive hierarchy, your role's strategic importance, and your sustained high performance and contribution to the company's long-term growth and shareholder value.
How to understand the incentive plan compensation structure at Marriott?
The incentive plan compensation structure at Marriott for VPs is typically performance-based, with bonuses tied to a combination of individual performance metrics, departmental achievements, and overall company financial results (e.g., Adjusted EBITDA, Total Shareholder Return).
Tip: Don’t just glance — focus.
How to leverage travel benefits as a Marriott VP?
As a Marriott VP, you can leverage significant travel benefits, including deeply discounted room rates at Marriott properties worldwide (often 20-30% off), along with discounts on food, spa services, and retail items within Marriott hotels.
How to advance from a Senior Manager to a VP at Marriott?
Advancing from a Senior Manager to a VP at Marriott requires a proven track record of leadership, strategic thinking, managing large teams or significant projects, demonstrating financial acumen, gaining extensive industry experience, and often pursuing further education like an MBA.
How to compare Marriott VP salaries with competitors?
To compare Marriott VP salaries with competitors, research compensation data from other major hospitality chains like Hilton, Hyatt, and MGM Resorts International, using industry salary benchmarks and executive compensation reports.
How to negotiate a better compensation package for a Marriott VP role?
Negotiating a better compensation package for a Marriott VP role involves thorough research of market rates, quantifying your past achievements and value proposition, clearly articulating your salary expectations, and being prepared to discuss all components of the offer (base, bonus, stock, benefits).
How to understand the long-term incentives for a Marriott VP?
Long-term incentives for a Marriott VP primarily include stock awards (e.g., Performance Share Units or Restricted Stock Units) that vest over a period of years, aligning your financial interests with the company's sustained growth and performance.
How to demonstrate readiness for a Marriott VP position?
To demonstrate readiness for a Marriott VP position, focus on showcasing strong leadership skills, strategic problem-solving abilities, a deep understanding of the hospitality business, a history of delivering impactful results, and a commitment to Marriott's core values and culture.
 |
