What are the responsibilities and job description for the Temporary Sales Manager | Renaissance Harborplace Baltimore Hotel position at Renaissance Baltimore Harborplace Hotel?
As temporary Sales Manager your main focus will be:
- Assisting with executing sales strategies to meet or exceed occupancy and revenue targets
- Building and maintaining relationships with new and existing clients, including travel agents, event planners, and corporate clients
- Assisting with negotiating contracts with clients and ensuring terms are met by both parties
- Collaborating with the marketing team to create promotional materials and campaigns
- Working closely with other hotel departments to ensure a seamless guest experience that can lead to repeat business
- Training and mentoring sales staff to improve performance and achieve sales objectives
Behaviors
Required- Innovative: Consistently introduces new ideas and demonstrates original thinking
- Functional Expert: Considered a thought leader on a subject
- Enthusiastic: Shows intense and eager enjoyment and interest
- Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
- Dedicated: Devoted to a task or purpose with loyalty or integrity
- Leader: Inspires teammates to follow them
Motivations
Required- Flexibility: Inspired to perform well when granted the ability to set your own schedule and goals
- Goal Completion: Inspired to perform well by the completion of tasks
- Financial: Inspired to perform well by monetary reimbursement
- Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization
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)
