Hotel Manager

Duties and Responsibilities:

• Oversee the day-to-day operations and assignments of the hotel staff; assist the General Manager in the development and communication of departmental strategies and goals. Communicate and enforce policies and procedures.

• Recommend and/or initiate salary, disciplinary, or other staffing/human resources-related actions in accordance with Company rules and policies. Alert General Manager of potentially serious issues.

• Ensure all staff is properly trained and have the tools and equipment needed to effectively carry out their job functions.

• Assist General Manager in the development, implementation and monitoring of financial and operational plans for the hotel which support the overall objectives of the company. Provide regular direction and oversee hotel operations as follows:

• Front office, revenue, and reservation functions to ensure the delivery of superior guest services, the security of monies, credit card transactions and guest information, and that established goals are achieved.

• Food and beverage departments to ensure standards of operation and quality are maintained and food and beverage profit and revenue goals are achieved.

• Housekeeping and Maintenance functions to ensure compliance with quality and brand standards in all areas of the hotel as it relates to appearance, cleanliness, and levels of maintenance and repair; ensure preventative maintenance programs are in place to protect the physical assets of the hotel.

• The security function to ensure a safe and secure environment for guests, employees, and hotel assets.

• Sales functions to ensure that goals are established and achieved to meet the hotel’s overall financial objectives.

• Maintain a proactive human resources function to ensure positive employee relations, training and development, wage/benefit administration and compliance with policies and procedures and labor regulations.

• Accounting and purchasing controls and procedures are implemented and maintained.

• Develop, manage, and foster positive owner relationships if applicable and provide ongoing information and status reports.

• Make recommendations for capital improvements to enhance the assets of the company and brand loyalty.

• Interact with outside contacts:

• Guests – to ensure their total satisfaction o Owners and/or Principals – regarding operational updates and current issues o Vendors – to resolve any vendor performance issues, etc.

• Regulatory agencies – regarding safety and compliance matters

• Other contacts as needed (Professional organizations, community groups, local media)

• Perform other duties as assigned.

Accountability: This job is second in command in a regional hotel serving primarily as General Manager in the absence of the General Manager.

Qualifications and Requirements: Bachelor’s degree in Hotel Administration, Business Administration or equivalent, plus four to six years of general management experience in a high-level operations role or some prior general management experience, or an equivalent combination of education and experience. Type and level of experience required may vary slightly based on size and complexity of operation. Must speak fluent English. Other languages preferred.

The salary for this role is $105K annually, This job is also eligible for bonus pay.

We offer a comprehensive package of benefits including paid time off, medical/dental/vision insurance, 401k, and many other benefits to eligible employees.

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Important information :

• The salary range listed is the lowest to highest pay scale we, in good faith, believe we would pay for this role at the time of this posting. We may ultimately pay more or less than the posted range, and the range may be modified in the future. An employee’s pay position within the pay range will be based on several factors, including relevant education, qualifications, certifications, experience, skills, seniority, geographic location, performance, shift, travel requirements, sales or revenue-based metrics, and business or organizational needs.
• No amount of pay is considered to be wages or compensation until it is earned, vested, and determinable. The amount and availability of any bonus, commission, or other form of compensation allocable to a particular employee remain in the Company's sole discretion unless and until paid and may be modified at the Company’s sole discretion, consistent with the law.
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