Ben Breland
Chief Human Resources Officer and Executive Vice President, Global Operations Services at 
MARRIOTT INTERNATIONAL INC /MD/
MARRIOTT INTERNATIONAL INC /MD/Executive
About Ben Breland
Benjamin T. “Ty” Breland is Marriott International’s Chief Human Resources Officer (CHRO) and Executive Vice President, Global Operations Services, a role he assumed in early 2025 after serving as CHRO through 2024 . He joined Marriott in 2004, previously holding senior HR leadership roles including Global HR Officer for Talent Development & Organizational Capability and Regional VP of HR (Eastern U.S.); earlier, he was a research consultant at HumRRO . Company performance under Breland’s HR stewardship includes strong 2024 results—systemwide RevPAR +4.3% YoY and Adjusted EBITDA of $4.981B—and PSUs for the 2022–2024 cycle paid 180% of target (84th percentile TSR), signaling high alignment of pay with value creation .
Past Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Marriott International | CHRO (2016–2024); CHRO & EVP, Global Operations Services (2025–) | 2016–present | Led global talent, org capability, executive succession; expanded remit to Global Operations Services in 2025 . |
| Marriott International | Regional VP of HR, Eastern U.S.; senior HR roles (Sales, Marketing, Revenue Mgmt) | 2004–2016 | Built leadership pipelines; launched Emerging Leaders Program and Workforce Innovation initiatives . |
External Roles
| Organization | Role | Years | Strategic Impact |
|---|---|---|---|
| Human Resources Research Organization (HumRRO) | Research Consultant | Pre-2004 | Analytical HR research foundation supporting data-driven talent strategies . |
Fixed Compensation
| Metric | FY 2023 | FY 2024 |
|---|---|---|
| Base Salary ($) | 725,000 | 760,001 |
| Target Bonus (% of Salary) | 100% | 100% |
| Actual Annual Incentive ($) | 1,450,000 | 1,177,527 |
| All Other Compensation ($) | 125,830 | 131,264 |
Notes:
- 2024 annual incentive design paid at 155% of target for all NEOs based on above-target Adjusted EBITDA and growth metrics performance .
Performance Compensation
Annual Cash Incentive Design and Outcome (FY 2024)
| Component | Weighting | Target | Actual/Payout |
|---|---|---|---|
| Adjusted EBITDA | 60% | $4.88B for 100% payout; threshold $4.40B; max $5.20B for 200% | Company achieved ~$4.981B; component paid above target |
| Growth Metrics (Best Brands & Experiences; Most Loyal Members; Be in More Places; people foundation) | 40% | Quant/qualitative goals | Paid above target; total plan payout 155% of target for NEOs |
2024 Equity Grants (Grant date 2/15/2024)
| Award Type | Target/Units | Threshold | Maximum | Key Terms |
|---|---|---|---|---|
| PSU (2024–2026 cycle) | 5,192 shares | 1,298 (25% of target) | 10,384 (200% of target) | Metric: 2026 Adjusted EBITDA; 3-year relative TSR modifier ±20% |
| RSU | 3,894 shares | — | — | Vests per schedule; service-based |
| SAR | 9,471 underlying shares; strike $238.87 | — | — | Vests 33% annually; expires 2/15/2034 |
Vesting Schedules and Realized Values
| Event | Date | Shares Vested | Value Realized ($) |
|---|---|---|---|
| RSU/PSU vesting | 2/15/2024 | 4,628 | 1,105,490 |
| RSU/PSU vesting | 9/15/2024 | 1,668 | 390,028 |
| RSU scheduled vest tranches (as of 12/31/2024) | 2/15/2025; 8/15/2025; 2/15/2026; 2/15/2027 | 6,164; 18,560; 4,216; 1,822 | — |
Historical PSU performance: 2022 PSUs paid 150% on Adjusted EBITDA, further modified +20% for 84th percentile TSR, for 180% overall payout .
Equity Ownership & Alignment
| Item | Detail |
|---|---|
| Beneficial Ownership (as of 3/1/2025) | 30,198 shares |
| Unvested RSUs (12/31/2024) | 13,583 units; scheduled tranches 2025–2027 as above |
| PSUs (12/31/2024) | 8,012 earned (2022 grant); 13,518 (2023 grant, shown at max pending performance); 10,384 (2024 grant, shown at max pending performance) |
| SARs (12/31/2024) | 2022: 6,786 exercisable / 3,393 unexercisable @ $179.75 (exp. 2/17/2032); 2023: 4,260 / 8,520 @ $177.55 (exp. 2/16/2033); 2024: 0 / 9,471 @ $238.87 (exp. 2/15/2034) |
| Ownership Guidelines | NEOs must own 3–6× salary midpoint; must retain 50% of net shares until compliant; each NEO has met the requirement |
| Hedging/Pledging | Hedging prohibited; executive officers prohibited from margin accounts and pledging; no pledges permitted for executive officers |
Insider Trading Signals:
- 11/07/2025: Sold 1,650 shares at $286.10; post-transaction direct holdings 18,224.7107 shares; RSUs 7,688; indirect 401(k) 1,262.127 shares .
- 11/10/2025: Code G gift of 11 shares; updated totals disclosed .
Employment Terms
| Provision | Terms |
|---|---|
| Employment/Severance Agreements | Company has no employment or severance agreements with NEOs |
| Change-in-Control | No “single trigger” benefits; CIC payments contingent on termination in connection with CIC; stock awards treated per plan |
| Termination Value Snapshots (12/31/2024) | Stock plans: $9,943,913 for disability/death/CIC+termination; cash incentive: $760,000 in those cases (FY24 closing price $278.94) |
| Retirement Eligibility | Breland will meet retirement conditions (age 55 + 10 yrs service) if employed until January 12, 2031; retirement enables continued vesting subject to covenants |
| Clawbacks | Robust misconduct forfeiture in equity plans; SEC Rule 10D-1 recoupment policy for restatements |
| Non-Compete/Conduct | Retirement can be revoked for misconduct or restrictive covenant breach; forfeiture applies |
| Deferred Compensation (EDC) FY2024 | Executive contributions $132,600; Company match $82,875; Earnings $22,218; Balance $671,482 |
| Perquisites | Hotel stay benefits; ground transportation and annual safety/security allowance (NEOs other than CEO) |
Performance & Track Record
- 2024 company performance: RevPAR +4.3% YoY; Adjusted EBITDA $4.981B; strong development activity and shareholder returns; PSUs paid 180% for 2022–2024 cycle, reflecting high TSR .
- Q3 2025 momentum: Reported diluted EPS $2.67; adjusted EPS $2.47; adjusted EBITDA $1,349M; base management/franchise fees up nearly 6%; continued rooms growth and record pipeline .
Compensation Structure Analysis
- Mix shifts (2023→2024): Salary up 4.8% (market alignment); stock awards modestly higher; annual incentive down as metrics calibrated to stretch targets—overall maintaining high equity-at-risk component supporting pay-for-performance .
- Equity emphasis: Annual grants combine PSUs/RSUs/SARs with multi-year vesting and a TSR modifier; discourages short-termism and aligns with shareholder value .
- Risk controls: Caps on annual incentive, clawbacks, ownership/retention requirements, hedging/pledging prohibitions; no tax gross-ups or single-trigger CIC benefits .
Equity Ownership & Incentives Tables
Outstanding and Unvested Equity (12/31/2024)
| Category | Detail |
|---|---|
| RSUs Unvested (#) | 13,583 |
| RSU Scheduled Vests (#) | 6,164 (02/15/2025); 18,560 (08/15/2025); 4,216 (02/15/2026); 1,822 (02/15/2027) |
| PSUs Earned (#) | 8,012 (2022 grant) |
| PSUs Outstanding (#) | 13,518 (2023 grant, shown at max pending results); 10,384 (2024 grant, shown at max pending results) |
| SARs (Exercisable/Unexercisable) | 6,786/3,393 @ $179.75 (exp. 2/17/2032); 4,260/8,520 @ $177.55 (exp. 2/16/2033); 0/9,471 @ $238.87 (exp. 2/15/2034) |
Beneficial Ownership and Policy
| Metric | Value |
|---|---|
| Beneficial Ownership (shares) | 30,198 (as of 3/1/2025) |
| Ownership Guideline Compliance | Each NEO has met required multiple; retain 50% net shares until compliant |
| Pledging/Hedging | Prohibited for executive officers; no pledging allowed; hedging barred |
Performance Compensation Tables
2024 Plan-Based Awards
| Award | Grant Date | Target | Threshold | Maximum | Strike | Expiration |
|---|---|---|---|---|---|---|
| PSU (2024–2026) | 02/15/2024 | 5,192 | 1,298 | 10,384 | — | — |
| RSU | 02/15/2024 | 3,894 | — | — | — | — |
| SAR | 02/15/2024 | 9,471 | — | — | $238.87 | 02/15/2034 |
Annual Incentive Calibration (FY 2024)
| Metric | Weight | Threshold | Target | Maximum | Outcome |
|---|---|---|---|---|---|
| Adjusted EBITDA | 60% | $4.40B (25%) | $4.88B (100%) | ≥$5.20B (200%) | Above target; plan paid 155% overall |
| Growth Metrics | 40% | Qual/Quant goals | As set | As set | Above target |
Employment & Deferred Comp Details
| Item | FY 2024 |
|---|---|
| EDC Executive Contributions ($) | 132,600 |
| EDC Company Contributions ($) | 82,875 |
| EDC Earnings ($) | 22,218 |
| EDC Ending Balance ($) | 671,482 |
Investment Implications
- Alignment: Breland’s pay is heavily equity-based with multi-year PSUs tied to Adjusted EBITDA and relative TSR, supporting strong alignment with long-term shareholder returns; no single-trigger CIC or tax gross-ups reduce governance risk .
- Retention risk: Retirement eligibility not until 2031 suggests near-to-medium term retention stability; continued vesting upon retirement is subject to restrictive covenants, maintaining alignment .
- Trading signals: November 2025 sale of 1,650 shares appears modest relative to disclosed holdings and unvested equity, suggesting routine liquidity rather than material selling pressure .
- Execution indicators: 2024–2025 operating momentum and 180% PSU payout for the 2022–2024 cycle reflect strong strategy execution in HR and operations; continued rooms growth and record pipeline underpin durable fee streams .
Overall, Breland’s compensation structure emphasizes performance-linked equity and rigorous governance controls, with limited severance/CIC risk, strong ownership alignment, and manageable insider selling activity—supportive for investors focused on pay-for-performance and retention.