Director of Sales and Marketing

Description

Join Our Team as Director of Sales and Marketing!

Location: Tapatio Springs Hill Country Resort, Texas Hill Country (20 minutes west of San Antonio)

About Us: At Crescent Hotels and Resorts, we believe in the power of our people. Our associates’ energy, passion, and unique abilities make our hotels exceptional. We manage properties of all sizes and major brands across North America, and we are committed to hiring the best talent. Join us and be part of a team that values your growth and success.

Role Overview: As the Director of Sales and Marketing, you will lead a high-performing team at Tapatio Springs Hill Country Resort. Your mission is to develop and implement effective sales and marketing strategies, ensuring seamless communication with clients, potential customers, associates, and ownership.

Key Responsibilities:

• Leadership: Guide, mentor and develop the sales and catering team, driving top performance.
• Strategic Planning: Develop and execute business plans, marketing strategies, and promotional activities.
• Client /Owner Engagement: Build strong relationships through persuasive presentations and meetings.
• Market Research: Stay ahead of industry trends to optimize marketing strategies.
• Revenue Management: Maximize total and ancillary revenue through effective rate, date, and space management.

What We Offer:

• Competitive compensation and benefits
• Career growth opportunities
• A supportive and passionate team environment

Requirements:

• 3-5 years of experience in a similar role at a hotel/resort
• Strong leadership, communication, and sales skills
• Local market experience is a plus
• Minimum of 4 years of full-service hotel experience

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

Ready to take the next step in your career? Apply now and join us at Tapatio Springs Hill Country Resort!

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)