Complex Chief Engineer

Description

The Chief Engineer focuses on:

• Proactive implementation and maintaining Engineering Department standards and all other policy and procedures
• Conduct walk-throughs and visually assess the safe and efficient maintenance and operation of the physical structures of the hotel, all mechanical, plumbing, electrical, HVAC system and any other related equipment on a daily basis
• Implement and maintain the Preventative Maintenance, Room Care, Landscape and Grounds programs
• Hire, train, mentor and develop the Department employees and perform reviews and feedback based upon their performance
• Coordinate all scheduling, time off requests, and proactively monitor all overtime
• Ensure property is clean, orderly, and is a safe environment for guests and associates
• Directs, administers and tracks complete and timely routine maintenance on all equipment, public spaces, guest rooms, meeting rooms, outlets, BOH spaces and grounds
• Respond in a courteous manner to guest and associate questions, complaints, or requests
• Ensure that all systems and equipment are functioning properly and efficiently
• Coordinate and direct special projects, including, but not limited to: renovations, remodeling, and painting.
• Adhere to all corporate-required purchasing policies and controls, including, but not limited to, all outside contractors bids, budgets and schedules. Follow prescribed safety procedures for personnel and equipment by the company, brand and OSHA.
• Maintain effective Energy Management and Preventative Maintenance programs and conduct special training for other operating departments on the safe and efficient use of equipment and energy in the hotel
• Monitor the level and quality of services performed by outside contractors in accordance with the agreements, service contracts, warranties, service repairs, etc.
• Respond to guest issues in a timely, courteous manner and communicate with department heads to advise of maintenance needs and ensure timely response to internal requests
• Be aware of Quality Assurance Audits and outline areas of concern with the General Manager and prepare action plans prior to audit for positive scoring
• Assist the General Manager with Annual Capital Plan Development
• Implement and Maintain the Hazardous Communication Program, Crisis Management, and participate in all Safety Programs of the hotel.
• Maintain proactive communication with the Housekeeping department to provide a superior product
• Administer and complete training on all company/brand requirements
• Must be able to participate in the hotel’s MOD program
• Be available for all emergency needs
• Positively Impact Revenue Improvement, Cost Management/Profitability, Exceeding Guest Expectations, Associate Engagement, and Outstanding Physical Product
• Must adhere to all company policies and procedures as well as the Crescent Hotels & Resorts, LLC Employee Handbook.
• Understand fire exit and extinguisher locations, and follow all hotel safety rules and procedures.
• Assists others as needed and special projects, as necessary.
• Must have a positive attitude at all times, is a team player, have exceptional time management skills and determination
• Other duties as assigned

CERTIFICATES, LICENSES, REGISTRATIONS:

• HVAC Certification Preferred
• CPR certified Preferred
• Training in refrigeration, plumbing and electrical

EDUCATION/EXPERIENCE:

High school or equivalent education required. Bachelor’s degree or related technical school degree preferred. Minimum of 5 years experience in hotel, hospital or building maintenance, including 3 years in a supervisory capacity.

SUPERVISORY RESPONSIBILITIES:

This employee manages the entire engineering and maintenance staff. This employee is responsible for the overall direction, coordination, and evaluation of the facilities of the hotel. This employee will lead by example and follow through on all tasks. The employee will carry out supervisory responsibilities in accordance with the organization's policies and applicable laws. Responsibilities include interviewing, hiring, and training employees; proactive planning, assigning, and directing work; appraising performance; rewarding and disciplining employees; addressing complaints and resolving problems.

PHYSICAL DEMANDS:

While performing the duties of this job, the employee is regularly required to stand; use hands and fingers to handle or feel; talk or hear; and taste or smell. The employee frequently is required to sit or walk. The employee is frequently required to reach with hands and arms; climb or balance; and stoop, kneel, crouch, or crawl. The employee must regularly lift and/or move up to 50 pounds and occasionally lift and/or move up to 100 pounds. Specific vision abilities required by this job include close vision, distance vision, color vision, peripheral vision, depth perception, and ability to adjust focus.

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)

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)