As the Front Desk Manager, you will assist the General Manager in leading the guest service team and managing the daily operations of the hotel's continuing effort to deliver outstanding guest service and financial profitability. Specifically, you will be responsible for performing the following tasks to the highest standards:

• Directly oversee the front office operation including, but not limited to: guest services, night audit, and breakfast.
• Assist in supporting the overall hotel operation including, but not limited to: housekeeping and maintenance.
• Assist in recruiting, hiring, supervising, training, assessing and evaluating, coaching and counseling and recognizing and rewarding department heads.
• Oversee service quality, operational efficiency, guest satisfaction, standards compliance and service and financial measurement.
• Assist in identifying operational performance, productivity and efficiency gaps and implementing measures to correct those deficiencies.
• Ensure guest and team member satisfaction.
• Serve and act as General Manager in his or her absence.

We are looking for a strong leader who is upbeat and approachable and who consistently demonstrates a natural ability to engage with guests and the general public. You will need a positive, collaborative style to work well with Team Members in all areas of hotel operations. You must be attentive to details, good at solving problems, and able to promote a passion for quality and service.

This job is ideal for someone who is: Dependable -- more reliable than spontaneous, People-oriented -- enjoys interacting with people and working on group projects, High stress tolerance -- thrives in a high-pressure environment.

The hotel is open 24 hours per day, 7 days per week.

Flexible availability to work days, nights, weekends and holidays is required.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)