Job Information
Crescent Hotels and Resorts Guest Service Manager in Austin, Texas
Description
The Responsibility of the Guest Service Manager includes but not limited to:
Oversee the entire Front Office operation to maintain high standards
Evaluate levels of Guest satisfaction and monitor trends, with a focus on continuous improvement
Ensure regular and VIP Guests are recognized and that the Front Office department operates with a sales attitude and promotes the hotel brand's loyalty scheme
Maximize room occupancy at best rates and use up-selling techniques to promote hotel services and facilities
Assist the Assistant General Manager with setting departmental objectives, work schedule, policies, and procedures
Monitor the appearance, standards, and performance of the Front Office Team Members with an emphasis on training and teamwork
Ensure Team Members have current knowledge of hotel products, services, pricing and policies, as well as knowledge of the local area, and are continuously trained to learn and understand policies and practices
Maintain good communication and working relationships with all hotel departments
Monitor staffing levels to meet cover business demands
Conduct monthly communication meeting, and produce minutes
Manage staff performance issues in compliance with company policies and procedures
Recruit, manage, train and develop the Front Office team.
Act in accordance with policies and procedures when working with front of house equipment and property management systems
Ideal candidates must have a minimum of two (2) years of current Hotel experience. Only candidates located within the continental United States will be considered. Local candidates are preferred.
Hotel Indigo & Holiday Inn Express has determined our core set of values as: Quality, Teamwork, Competency, Professionalism, Candor, Efficiency, Fair Play, Fun, and Integrity. These values are considered and applied in all aspects of our performance and relationships with others. Everything we do has our guests, associates and ownership in mind. EOE/M/F/D/V
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)
