Assisting the Operational and Financial Management of the Property

• Ensures that all brand standards are being maintained in each area of the property.
• Ensures all team members meet or exceed all brand requirements.
• Oversees the operation of the all property departments.
• Promotes both Guarantee of Fair Treatment and Open Door policies.
• Ensures a viable key control program is in place.
• Maintains current licenses and permits as prescribed by local, state and federal agencies.  Provides a safe working environment in compliance with OSHA/SDS.
• Oversees all finance and accounting functions, including, but not limited to, accounts payable, accounts receivable, petty cash, payroll and ordering procedures, end of period, banking procedures
• Review financial statements, sales and activity reports, and other performance data to measure productivity and goal achievement and to determine areas needing cost reduction and program improvement.
• Complies with all corporate accounting procedures.
• Performs required annual Quality audit with GM and RD

Supporting the Management and Development of Departmental Teams

• Stays readily available/approachable for all employees.
• Extends professionalism and courtesy to employees at all times.
• Leads by example demonstrating self-confidence, energy and enthusiasm.
• Assists/teaches team managers scheduling (using Scheduling Tool) against guest and hours/occupied room goals.
• Makes sure that staffing levels are appropriate to exceed guest expectations.
• Sets clear performance expectations with the General Manager.
• Assists team supervisors with constructive coaching and counseling.
• Solicits feedback for continuous improvement.
• Managing the Guest Experience
• Extends professionalism and courtesy to guests at all times.
• Motivates and encourages staff to solve guest and employee related concerns.
• Provides excellent customer service by being readily available/approachable for all guests.
• Takes proactive approaches when dealing with guest concerns.
• Assists employees in understanding guests ever-changing needs and expectations, and how to exceed them.
• Conducting Human Resource Activities
• Ensures orientations for new team members are thorough and completed in a timely fashion.
• Takes proactive approaches when dealing with employee concerns.
• Ensures property hiring practices comply with I-9, ADA and EEO requirements and strives for a culturally diverse work place.
• Performs other duties as assigned and needed.

MANAGEMENT COMPETENCIES

• Adaptability - Determines how change impacts self and others; displays flexibility in adjusting priorities; and communicates both the reasons for change and how it impacts the workplace.
• Communication - Customizes approach to conveying complex information and ideas to others in a convincing and engaging manner; appropriately interprets verbal and non-verbal behavior; and models active listening to ensure understanding..
• Problem Solving and Decision Making - Models and coaches others on breaking complex issues into manageable parts,

  identifying and evaluating alternatives and their implications before making decisions, and involving and gaining agreement from others when making key decisions.

• Professional Demeanor - Exhibits behavioral styles that convey confidence and command respect from others; makes a good first impression and represents the company in alignment with its values.

Managing Execution

• Building and Contributing to Teams - Leads and participates as a member of a team to move the team toward the completion of common goals while fostering cohesion and collaboration among team members.
• Driving for Results - Sets high standards of performance for self and/or others; assumes responsibility for work objectives; initiates, focuses, and monitors the efforts of self and/or others toward the accomplishment goals; proactively takes action and goes beyond what is required.
• Planning and Organizing - Gathers information and resources required to set a plan of action for self and/or others; prioritizes and arranges work requirements for self and/or others to accomplish goals and ensure work is completed.

Building Relationships

• Coworker Relationships - Interacts with others in a way that builds openness, trust, and confidence in the pursuit of organizational goals and lasting relationships.
• Customer Relationships - Develops and sustains relationships based on an understanding of customer needs and actions

  consistent with the company’s service standards.

• Global Mindset - Supports employees and business partners with diverse styles, abilities, motivations, and/or cultural perspectives; utilizes differences to drive innovation, engagement and enhance business results; and ensures employees are given the opportunity to contribute to their full potential.

Generating Talent and Organizational Capability

• Organizational Capability - Evaluates and adapts the structure of team assignments and work processes to best fit the needs and/or support the goals of an organizational unit.

  Talent Management - Provides guidance and feedback to help individuals develop and strengthen skills and abilities needed to accomplish work objectives.

Learning and Applying Professional Expertise

• Applied Learning - Seeks and makes the most of learning opportunities to improve performance of self and/or others.

  Business Acumen - Understands and utilizes business information to manage everyday operations and generate innovative

  solutions to approach team, business, and administrative challenges.

• Technical Acumen - Understands and utilizes professional skills and knowledge in a specific functional area to conduct and manage everyday business operations and generate innovative solutions to approach function-specific work challenges
• Detail Orientation - The ability to attend to and verify the accuracy and completeness of details in work activities. This

  includes focusing on the small details of work activities and taking the necessary time to ensure that all the details of

  completed work are correct and of high quality.

• General Hotel Operations - Knowledge of the operating principles and practices of all brand/hotel-specific functions to

  support successful operations of the overall property (e.g., Engineering/Maintenance, Event Management, Finance and

• Accounting, Human Resources, Legal/Contracting, Food and Beverage, Guest Services/Front Desk, Sales & Marketing,

  Security/Loss Prevention, Retail/Gift Shops, Spa, and Recreation/Health Club).

• Basic Competencies - Fundamental competencies required for accomplishing basic work activities.
• Basic Computer Skills - Uses basic computer hardware and software (e.g., personal computers, word processing

  software, Internet browsers, etc.).

• Mathematical Reasoning - Demonstrates ability to add, subtract, multiply, or divide quickly, correctly, and in a way that

  allows one to solve work-related issues.

• Oral Comprehension - Demonstrates ability to listen to and understand information and ideas presented through spoken

  words and sentences.

• Reading Comprehension - Demonstrates understanding of written sentences and paragraphs in work-related

  documents.

• Writing - Communicates effectively in writing as appropriate for the needs of the audience.

REQUIRED SKILLS AND ABILITIES:

Previous Hotel Management experience required.  Must be available to work a flexible schedule to include nights, holidays and weekends.  Brand experience strongly preferred.  Must have the ability to communicate in English.  Self-starting personality with an even disposition.  Maintain a professional appearance and manner at all times. Can communicate well with guests.  Must be willing to “pitch-in” and help co- workers with their job duties and be a team player.  Climbing, reading, standing, walking and routinely lifting 25 lbs to 50 lbs.  Must be able to receive instructions and communicate progress of work assignments.

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)