MINIMUM REQUIREMENTS:

1. Must be at least 21 years old to apply.
2. At least two years experience as an Assistant Hotel/Resort controller.
3. Familiarity with GAAP and Opera PMS.
4. Strong PC skills including excel, Word and financial accounting systems.

ESSENTIAL JOB FUNCTIONS:

1. Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.
2. Monitor and approve all sales, purchases, salaries and expenses of the hotel.
3. Analyze financial data of operations, in order to advise hotel management and to assist in maintaining an efficient operation.
4. Prepare, review, and present the Monthly Report of Operations.
5. Prepare forecasts and budgets as required (Annual, Revised Annual, Monthly, and/or on Crescent/Owner's requests).
6. Oversee all contracts and legal agreements, and assist hotel management in maintaining all licenses, permits, insurance and contracts.
7. Establish and audit all internal financial controls, including purchasing, cash handling and disbursements, inventories, hotel equipment, master keys, and associates time records.
8. Communicate both verbally and in writing to provide clear direction to staff.
9. Comply with attendance rules and be available to work on a regular basis.
10. Perform any other job related duties as assigned.

REQUIRED SKILLS AND ABILITIES:

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.  Must have knowledge of departmental operations.  Must have knowledge of computers and training techniques.  Must have knowledge of business law; federal, state and local taxes; as well as Department of Labor regulations. Must have knowledge of insurance, employee benefits, insurance and workers’ compensation claims and liability.  Ability to exercise judgment in evaluating situations and in making sound decisions.

PERFORMANCE STANDARDS

Customer Satisfaction: 

Our customers are what we are about.  One of the keys to a positive guest experience is positive interaction with Crescent staff.  It is essential that you remain professional at all times, and that you treat all guests and associates with courtesy and respect, under all circumstances.  Every Crescent associate is a guest relations ambassador, every working minute of every day. 

Work Habits:

In order to maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance.  You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job and ask for help whenever you are not sure how to do something.

Safety & Security: 

The safety and security of our guests and associates is of utmost importance to Crescent.  Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.

NOTE:        

This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties.  Furthermore, the specific examples in each section are not intended to be all-inclusive.  Rather, they represent the typical elements and criteria considered necessary to perform the job successfully.  Other job-related duties may be assigned by the associate’s supervisor.

Furthermore, this description is subject to change, in the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” associate.

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)