Key Responsibilities:

• Develop and implement financial strategies to drive hotel profitability

• Lead and manage the hotel's finance team

• Prepare and present financial reports to senior management and ownership

• Develop and manage budgets, forecasts, and financial models

• Ensure compliance with accounting standards and financial regulations

• Analyze financial data to identify trends and opportunities for improvement

• Collaborate with other departments to drive revenue and profitability

• Develop and maintain relationships with lenders, auditors, and other financial stakeholders

Requirements:

• Bachelor’s degree in accounting or finance

• Minimum 5 years of experience in hospitality finance

• Certified Public Accountant (CPA) or Certified Management Accountant (CMA) certification

• Strong leadership and management skills

• Excellent financial analysis and reporting skills

• Ability to communicate complex financial information to non-financial stakeholders

• Proficiency in financial software and systems

WHAT ARE WE LOOKING FOR?

Proven, dynamic leader and self-starter.

Strong written and verbal communication skills

Demonstrated problem-solving and interpersonal skills.

Luxury and independent hotel experience preferred.

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 to resolve conflicts.

Local and regional market experience is a plus.

Honesty, integrity, passion for hard work and success

Results driven.

WHO ARE WE?

Opened in 1913, the HOTEL DU PONT is dedicated to delivering timeless luxury with a modern and sophisticated sensibility. Located in downtown Wilmington, Delaware, in the heart of the picturesque Brandywine Valley, the 12-story Italian Renaissance landmark building boasts 217 guest rooms and spacious suites. Named the #1 hotel in Delaware by Conde Nast Traveler and U.S. News and World Report, the hotel is home to Le Cavalier at the Green Room, a modern French brasserie helmed by Chef-Partner Tyler Akin. Owned by Buccini/Pollin Group and managed by PM Hotel Group, the HOTEL DU PONT is a member of Preferred Hotels and Resorts Worldwide and a charter member of Historic Hotels of America. For more information, visit www.hoteldupont.com. Follow us on Facebook and Instagram.

ABOUT PM HOTEL GROUP

Awards Accolades:

Recognized as a Best Place to Work in Hospitality as seen in Hotel Business

Fastest Growing Private Companies in DC – Washington Business Journal

Inc 5000 – Fastest Growing Private Hospitality Companies

PM is PEOPLE-POWERED

At PM Hotel Group we are passionate about fostering an environment that allows our associates to thrive. Creating a culture dedicated to respect, teamwork, entrepreneurial spirit, and the drive to succeed, we encourage our associates to express themselves and their unique talents. We celebrate diversity and are committed to equity and inclusion.

A top-15 hotel management company, PM Hotel Group has over two decades of experience building relationships with brands, partners, and third-party hotel owners. We know that our greatest resource is our people, and this people-first mindset is at the heart of our corporate DNA.

Customer Satisfaction:

Our customers are what we are about. One of the keys to a positive guest experience is positive interaction with PMHS staff. It is essential that you always remain professional, and that you treat all guests and associates with courtesy and respect, under all circumstances. Every PMHS associate is a guest relations ambassador, every working minute of every day.

Work Habits:

To maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality, and attendance. You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, can solve routine problems that occur on the job, and ask for help whenever you are not sure how to do something.

Safety & Security:

The safety and security of our guests and associates is of utmost importance to PMHS. Every PMHS associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.

NOTE:

This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties. Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. The associate’s supervisor may assign other job-related duties. Furthermore, this description is subject to change, at the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, always, an “at will” associate.

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)

#LI-LR1

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)