What are the responsibilities and job description for the FRONT OFFICE MANAGER position at Crescent Hotels & Resorts?
Save this job
Full-Time Evening
Description
The Westin Chicago Lombard is seeking a charismatic individual to help take us to the next level. Our dream candidate intimately understands the dynamics of this role and how it greatly impacts the overall guest experience at our hotels. If you feel this role is calling out your name, we'd love to hear from you.
The ideal candidate will have previous experience with LightSpeed. Prior Marriott brand experience and market experience is helpful but not required. This position does require a minimum of 1-year previous hotel management experience in the front office.
JOB OVERVIEW: Supervise the daily operations of the Front Desk staff to maximize revenues and profits while attaining optimal guest satisfaction.
Essential Job Functions
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)
Save this job
Full-Time Evening
Description
The Westin Chicago Lombard is seeking a charismatic individual to help take us to the next level. Our dream candidate intimately understands the dynamics of this role and how it greatly impacts the overall guest experience at our hotels. If you feel this role is calling out your name, we'd love to hear from you.
The ideal candidate will have previous experience with LightSpeed. Prior Marriott brand experience and market experience is helpful but not required. This position does require a minimum of 1-year previous hotel management experience in the front office.
JOB OVERVIEW: Supervise the daily operations of the Front Desk staff to maximize revenues and profits while attaining optimal guest satisfaction.
Essential Job Functions
- Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.
- Respond to guest’s special requests, needs, problems, issues and concerns and accommodate groups to ensure optimal levels of guest satisfaction and repeat business.
- Implement company programs and supervise the daily operations of the Front Desk to comply with SOPS and LSOPs, maximize revenues, and motivate associates to ensure an optimal level of quality service and hospitality are provided to the hotel customers.
- Supervise the Guest Service Agents.
- Remain calm and alert, especially during emergency situations and/or heavy hotel activity, serving as a role model for clerks and other employees. Resolve customer complications and complaints by conducting thorough research of the situation and determining the most effective solutions. Make decisions and take action based on previous experience and good judgment, sometimes revising approach to accommodate unusual situation. Authorize revenue allowances to remedy problems only after other alternative solutions have been offered.
- Comply with attendance rules and be available to work on a regular basis.
- Perform any other job-related duties as assigned.
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)
Save this job
