Front Desk Supervisor

Description

We are adding to our front office leadership team! Do you love exceeding guest expectations and training others to do the same? If so, we would love to talk with you.

We offer excellent benefits including medical/dental/vision, company-paid life insurance, short/long-term disability insurance, matching 401k, free meals, hotel discounts, and more!

What you will be doing: Supervise the daily operations of the Front Desk staff to maximize revenues and profits while attaining optimal guest satisfaction. Respond to guests’ special requests, needs, problems, issues, and concerns. Promote teamwork among front office staff and between the front office and other hotel departments. Model excellent guest service. Create an atmosphere of fun!

Desired Qualifications:

• Ability to effectively deal with internal and external customers, some of whom will require high levels of patience, tact and diplomacy to defuse anger and collect accurate information and resolve conflicts.
• Ability to access and accurately input information using a moderately complex computer system.
• Ability to observe and detect signs of emergency situations.
• Ability to communicate verbally and in writing and prepare complex reports of room availability and revenues generated.
• Ability to establish and maintain effective working relationships with associates, customers and patrons.

Hotels are 24/7 operations. We schedule based on business demands. Nights and weekends will be a normal part of your schedule.

Qualifications

Previous Marriott experience, including PMS and GXP preferred.

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)