General Manager

Description

The Marriott Owing Mills is seeking an experienced General Manager to join the team. As the property leader, the General Manager creates and guides a highly engaged, service-minded team generating connected, elevated experiences for our guests. Not only will the General Manger deliver on transformative service and activated programming, but they will also partner with their team to drive top performance and deliver stellar financial results to our owners.

At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to and proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do!

We are committed to providing you with:

• Highly competitive salary with an annual salary range of $180,000 - $200,000
• An exceptional benefit plan for eligible associates & your family members
• 401K matching program for eligible associates
• Flexible scheduling to allow you to focus on what is important to you
• Discounts with our Crescent managed properties in North America for you & your family members

ESSENTIAL JOB FUNCTIONS:

• Perform administrative duties including, but not limited to: writing and presenting reports, communicating with owners' guests, property leaders, corporate office, local associations, etc.
• Critically review and strategize all performance reports. Make judgments and implement changes to maximize profitability. Supervise development of and revision to business plan, annual budget and annual and monthly forecasts, etc. Formulate complex reports and communicate proactively to owners.
• Interview, hire supervise and counsel department managers in the efficient operation of their respective area(s). Meet with, develop and delegate improvement plans for operation and review performance of management team. Partner with leaders on performance improvement opportunities and strategy.
• Train, recommend performance evaluations, resolve problems, provide open communication and approve discipline and all terminations.
• Participate in community affairs and maintain positive public image for hotel, restaurant and Crescent. Meet with potential and current clients and promote hotel. Foster positive community relationships and behave as ambassador to hotel.
• Communicate both verbally and in writing to provide clear direction to team.
• Physically tour and visually inspect property on a daily basis. Monitor cost control, property condition, cleanliness and quality of product and service throughout hotel. Greet and maintain rapport with associates and customers. Communicate property needs to ownership with expected frequency.
• Travel to attend corporate meetings, sales trips and serve on committees such as Research, Development and Standards committee.
• Appropriately handle associate issues in conjunction with People and Culture following local legislation and Crescent policies.
• Comply with attendance rules and be available to work onsite on a regular basis and, as needed, outside of normal business hours.
• Perform any other job-related duties as assigned.

REQUIRED SKILLS/ABILITIES:

• Minimum of 5 years' experience as a General Manager in a full-service hotel.
• Previous Marriott experience is strongly preferred.
• Ability to create positive high impact results with associates, our guests and investors while genuinely supporting the communities we serve.
• Critical thinker with extensive knowledge of hotel operations, including marketing plans, security and safety programs, personnel and labor relations, preparation of business plans, repairs, maintenance, budget forecasting, quality assurance programs, hospitality law, and long-range planning.
• Leadership skills to motivate and develop team and to ensure accomplishment of goals.
• Ability to connect and create collaborative communication with owner and corporate teams.

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)