Chief Engineer

Description

Does this sound like you?

This role requires individuals who have a discerning eye, and the heart of a coach who and can effectively motive your team. The pride you have in your organizational methods and your focus on "the details" will be a great benefit in this role. We do require that you can be available a variety of shifts, which will include weekends.

At Crescent Hotels & Resorts we strive to create a great place to work where associates at all levels of our organization are respected for their differences, just like the guests and owners we serve. That’s why we are dedicated to creating an environment that facilitates open and honest conversations about race, equity, diversity, and inclusion. By examining our own beliefs and behaviors, we can create change through training, recruiting, and promoting diverse talent to strengthen our culture.

Here is what you will be doing each day:

• Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate

• Troubleshoot and repair malfunctions in mechanical or electrical systems (e.g., HVAC, plumbing) and other equipment throughout the hotel.

• Perform preventative maintenance assignments on a scheduled basis

• Respond in a courteous manner to all guest questions, complaints, and or requests to ensure strong guest satisfaction.

• Communicate with hotel department heads to become aware of maintenance needs and ensure timely response to internal requests.

• Service the hotel's pool, including adjusting chemicals and cleaning filters; completing maintenance request forms and record logs.

• Maintain the building exterior and "curb appeal"

• Maintain franchise standards and follow-up on inspection deficiencies.

• Coordinate compliance of service contracts.

• Implements and maintains Crescent’s preventative maintenance program.

• Implement and maintain Crescent’s room care programs.

• Implement and maintain Crescent’s engineering department minimum standards.

• Assist General Manager with annual Capital Plan development

• Actively participate in Crescent’s Safety Plan and energy improvements.

• Communicate both verbally and in writing to provide clear direction to staff.

• Comply with attendance rules and be available to work on a regular basis.

• Perform any other job-related duties as assigned.

We are committed to providing you with:

• Excellent compensation package
• Operational incentive plan eligibility
• An exceptional benefit plan for eligible associates & your family members
• 401K matching program for eligible associates
• Discounts with our Crescent managed properties in North America for you & your family members

Qualifications

Prior Hotel supervisory and/ or management experience required

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)