What are the responsibilities and job description for the Housekeeping Manager | Philadelphia Marriott Old City | Philadelphia, PA position at PM Hospitality Strategies, Inc.?
What You’ll Do:
For some, traveling is fun and sometimes for business; however, many travelers miss being home. Our Housekeeping team makes our hotels feel like home. The Housekeeping Manager is responsible for standard room and hotel cleaning services, but mostly you’ll be inspecting rooms to ensure cleanliness and assist the Executive Housekeeper in their administrative duties.
Here are just a few of the tasks you will be doing on a daily basis
- Oversee staff of room attendants, housekeepers, and inspectors by conducting daily and monthly meetings, inspecting staff work and giving guidance so that deficiencies are corrected, and standards are met.
- Assist the Executive Housekeeper with personnel functions as directed, e.g. interviewing, training, performance evaluations.
- Arrange staff work schedules.
- Help guests and employees when called upon
Where You’ve Been:
You have a degree in Hotel Management or a related field and at least 2 years of experience in housekeeping management, hotel preferred. You'll have some experience in coaching, mentoring, and teambuilding. You’re someone with excellent customer service skills, problem-solving skills, and conflict resolution skills. Most importantly, you must be a people-person as you’ll be interacting with other team members constantly!
When You’re Here:
Be prepared to accommodate varying schedules including nights, weekends and holidays. But wait, there’s a great upside: in exchange for your flexibility, we offer excellent pay, hotel discounts, F&B discounts and the opportunity to be part of an anything-but-standard growing hotel company.
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)
