Assistant Front Office Manager - Queen Kapiolani Hotel

What You’ll Do:

You will be at the center of the hotel's universe - the front office. You will have an opportunity to stretch your leadership muscles: as the front desk team leader, you will be responsible for ensuring effective collaboration and teamwork among front desk and bell team. In addition, you'll get a glimpse of the business side of the front office: staffing, scheduling, and expense management are all also vital pieces of your development and growth as a leader.

Here are a few other tasks you’ll be responsible for on a daily basis:

• Our fast-paced environment requires that you communicate clearly and demonstrate a high level of professionalism to ensure guest satisfaction.
• Providing training and guidance for front desk staff on hotel standard operating procedures and departmental standards.
• Managing and stepping in as needed to complete daily hotel front office tasks.
• Assisting with monitoring performance and attendance.

Where You’ve Been:

We’re looking for someone who has worked in hotels with at least two years progressive supervisory experience. Being a people-person is a must. You must be able to contribute to a collaborative and diverse team dynamic while quickly assessing situations and creating effective resolutions to challenges. A passion for customer service is an absolute must.

When You’re Here:

Sometimes you’ll be behind a desk—but also be prepared to move around because more than half of the time you will be standing/sitting, carrying/lifting up to 50 pounds, walking, bending/twisting, climbing stairs and more. You also must be able to accommodate varying schedules including nights, weekends and holidays. But wait, there’s a great upside: in exchange for your flexibility, we offer excellent benefits, hotel discounts, and the opportunity to be part of an anything-but-standard growing hotel company. Salary range for this position is $55,000 - $57,000 per year.

Experience

• 2 year(s): Supervisory and Rooms Management

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)