What are the responsibilities and job description for the Night Auditor/Front Desk Part-Time position at Sheraton Uptown?
The Sheraton Albuquerque Uptown has been awarded the Gold Level New Mexico Family Friendly Business Award! What does this mean? This means that we offer a host of employee and family friendly benefits to our associates! Some of those benefits include:
- A first-class salary and superior benefit packet
- Medical (two options) with vision
- Dental
- 401(k) with 4% company match
- Critical Illness
- Accident Insurance
- Hospitality Indemnity
- Voluntary Term Life Insurance (self, spouse/domestic partner, and children)
- Short-Term Disability
- Long-Term Disability
AND:
- Paid time off (vacation, sick, personal, and personal/medical leave time)
- Free lunch
- Free uniforms
- Free non-slip shoes (two free pair per year!)
- Progressive yet fun workplace
- Positive associate relations
- Associate recognition and events, incentives and rewards monthly
- Ongoing training
- Education assistance
- Career progression
- Major hotel discounts at over 7,000 hotels worldwide
- Other company discounts
A background check is required of all candidates selected to move forward in our hiring process.
We are an E-Verify employer.
Sheraton Albuquerque Uptown provides equal employment and affirmative action opportunities to applicants and employees without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, protected veteran status, or disability.” If you need accommodation for any part of the employment process because of a medical condition or disability, please send an e-mail to yadira.delgado@sheratonuptown.com or call 505 349-8024 to let us know the nature of your request.”
Behaviors
Preferred- Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
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)