Sales Manager

Description

As a Hotel Sales Manager, your primary role will be to drive business through key market segments and work directly with the Director of Sales to assist in cultivating a high performing sales team that consistently delivers market growth and revenue objectives.

1. Move throughout property to conduct site inspections. Maximize revenue by selling all facets of the hotel, both orally and in written form to previous, current and potential clients.
2. Handle account details so that all pertinent aspects of solicitation and closing are complete and documented. Coordinate various departments' participation in servicing accounts.
3. Develop and conduct persuasive verbal sales presentations to prospective clients.
4. Travel locally to conduct outside calls, promote the hotel and review competition.
5. Prepare information for, meet with and entertain clients as deemed appropriate by potential business from that account.
6. Represent hotel at trade shows. Set up exhibits involving bending, stooping, lifting and reaching overhead.
7. Communicate both verbally and in writing to provide clear direction to staff.
8. Comply with attendance rules and be available to work on a regular basis.
9. Perform any other job related duties as assigned.

The ideal candidate has a 2 to 3 year background in hotel sales, as a sales coordinator or sales manager, a proven track record of success in meeting and exceeding sales targets, and a strong understanding of the hospitality industry.

We are looking for our next great team member to join us on our Sales team. We are committed to providing you with:

• Highly competitive wages
• An exceptional benefit plan for eligible associates & your family members
• RSP/401K matching program for eligible associates
• Discounts with our Crescent managed properties in North America for you & your family members
• List any other perks/benefits you offer locally
• Parking and/or Commuter Benefit

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)