Hotel Manager

Description

Here is what you will be doing each day:

-Responsible for supporting all aspects of the operation including guest and employee satisfaction, People & Culture, financial performance, sales and revenue generation and delivering a return on investment.

-Assist the Area Managing Director in leading the team in the development and implementation of property-wide strategies.

-Provide guidance and leadership to the Rooms Division & Resort experience teams, including Front Office, Housekeeping, Spa and Golf operations

-Actively engage and help develop the annual strategic business plan and budget, monitor progress and drive delivery of company standards as well as approved initiatives and tactics throughout the year

-Ensure the implementation of the brand service strategy and brand initiatives with the objective of meeting or exceeding guest expectations.

-Review daily operating results and weekly forecasting and scheduling, taking immediate corrective action as needed.

-Conduct daily reviews of all divisions with department leaders. Strong focus on Rooms.

-Participate in the hiring, training and development, scheduling, reviewing, and disciplining of all staff with the support of division leaders and department managers

-Build relationships with key customers and guests

-Collaborate with leadership team in developing service elevation strategies that exceed guest expectation

-Ensure high guest service standards in keeping with a luxury resort operation

-Drive a strong culture of associate engagement

-Recommend programs for the motivation and development of staff

-Direct property operations in General Manager's absence

Here is what we are looking for in your experience and expertise:

-5 years' progressive experience in hotel/resort leadership with a significant focus in Rooms Division at a large, complexed luxury hotel or resort environment

-Full service hotel experience, Hilton preferred, including a strong understanding of the importance of brand standards

-Proven ability to coach, guide, and mentor teams to service excellence

-Influential mindset

-Proven financial & business acumen

-Ability to exercise decisiveness in problem solving, meeting deadlines and project management

-Demonstrated results-oriented management skills with a proven track record in mentoring and leading a successful team

-Ability to budget and forecast productivities and direct expenses with strong financial acumen

-Excellent technical skills; must be detail oriented, extremely organized and punctual

-Ability to communicate effectively and professionally

-Ability to work under pressure

-Ability to work independently and within a team environment

-Flexible schedule to include weekends and holidays

For applicants who will be working in Colorado, the anticipated compensation range for the position is $120,000.00 to $150,000.00. The salary offered to a successful candidate will be dependent on several factors that may include but are not limited to years of experience within the job, years of experience within the required industry, education, work location, etc. Crescent Hotels is a multi-state employer and the salary ranges indicated herein may not reflect positions that work only in other states.

Application Deadline: June 30, 2024, or until the position has been filled.

What are the Perks?

-Competitive benefits to include health, dental, life insurance, and 401K

-Exclusive team member discounts, including travel discounts!

-Paid time off, including holidays

-Extensive benefits package

-And more!

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)