Housekeeping Supervisor

Here is what you will be doing each day:

As our Housekeeping Supervisor, you will be assisting the Executive Housekeeper in supervising the Housekeeping staff, prepare room attendant boards, provide training and guidance to the team, inspect guest rooms to ensure cleanliness is up to our high standards and respond to guest requests, concerns and questions to ensure consistent guest satisfaction. Marriott Brand experience a plus.

Does this sound like you?

You have at least one year of experience as a Housekeeping Supervisor in a hotel or three years in the Housekeeping department with proven qualities of leadership. You have an eye for detail and pride in providing high level of cleanliness of our rooms and our hotel to our guests to ensure they are satisfied and have the best experience during their stay with us. The pride you have in your organizational and time management skills will be a great benefits in this role. You are looking for some flexibility in a job, so working a variety of different days and weekends works for your personal life.

Our differences are what make us great:

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.

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)