Job Information
Crescent Hotels and Resorts General Manager in Santa Monica, California
Description
The Hampton Inn & Suites Santa Monica is seeking a passionate and driven General Manager to lead our team at this vibrant property located just steps from the iconic Santa Monica Pier.
At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to & proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do!
We understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that ‘feed your inner explorer’, we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright.
In this role, the General Manager creates and maintains a customer-driven hotel with a member-keeping vision that inspires the associates to do their best. The General Manager will oversee the quality process to ensure customer satisfaction by consistent delivery of both product quality and service in accordance with hotel's profitability goals.
We are committed to providing you with:
Excellent compensation package with a salary range between $100,000.00 - $120,000.00 annually
Operational incentive plan eligibility
An exceptional benefit plan for eligible associates & your family members
401K matching program for eligible associates
Discounts with our Crescent managed properties in North America for you & your family members
What will I be doing?
Perform administrative duties including: reading and writing reports, dictating memorandums and orally communicating with guests, managers, corporate office, local associations, etc. Critically review reports of occupancy, revenue etc. Make judgments and implement changes to maximize profits. Supervise development of and revision to business plan, annual budget and annual and monthly forecasts, etc. Formulate complex reports. Communicate with the public, staff, corporate office and owners.
Interview, train, hire, supervise and counsel department managers in the efficient operation of their respective area(s). Meet with, develop and delegate improvement plans for operation and review performance of management team.
Recommend performance evaluations, resolve problems, provide open communication and approve discipline and all terminations.
Participate in community affairs and maintain positive public image for Crescent and hotel. Meet with potential and current clients and promote hotel.
Communicate both verbally and in writing to provide clear direction to staff.
Physically tour and visually inspect property on a daily basis. Monitor cost control, property condition, cleanliness and quality of product and service throughout hotel. Greet and maintain rapport with associates and customers.
Travel to attend corporate meetings, sales trips and serve on committees such as Research, Development and Standards committee.
Appropriately handle associate issues in conjunction with Human Resources following Crescent policies.
Required Skills/Abilities:
Two to Five years' experience as a hotel General Manager is required.
Working knowledge of financial/accounting procedures is required.
Prior general knowledge of California labor/employment law.
Experience leading in a union environment required.
Hilton hotel experience is highly desired.
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)