Housekeeping Supervisor

Description

Responsibilities

• Assists Director in leading the housekeeping staff and laundry to fulfil project assignments within budget, quality and on schedule.
• Takes the lead and manages team when Director is off.
• Schedule shifts with use of labor reports’
• Evaluates safe work practices in job performance reviews and on a daily basis.
• Maintains the care and use of supplies, equipment, etc. and the appearance of housekeeping areas, and performs regular inspections of common areas and guest and storage rooms for sanitation, order, safety and proper performance of assigned duties.
• Assures that housekeeping staff follows established safety regulations in the use of equipment and supplies at all times.
• Develops and maintains written policy and procedures for housekeeping and laundry services and activities with other related units.

• Communicates with other departments to plan and coordinate Housekeeping/Laundry services for activities/events.
• Steps in to support the housekeeping team when needed to help clean rooms, laundry, and general housekeeping.

• Seeks out new methods and principles to incorporates into existing Housekeeping practices.

Qualifications and Skills

2+ years experience with housekeeping and laundry

1+ year experience in a supervisory role

Knowledge with Microsoft programs

Bilingual

Organized

Analytical

Team Oriented

Time Management

This is a full – time non-exempt position that reports directly to the Director of Housekeeping.

Hours and days will be on a needed basis, including evenings, weekends and holidays.

The employee will be required to sit, stand, climb, balance, stoop, kneel, crouch or crawl at any given time and lift, move up to 25 pounds.

Must be eligible to work in USA.

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)