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    General Manager - Oklahoma City, United States - Aloft Oklahoma City Quail Springs

    Aloft Oklahoma City Quail Springs
    Aloft Oklahoma City Quail Springs Oklahoma City, United States

    3 weeks ago

    Default job background
    Full time
    Description
    The Aloft Oklahoma City is seeking a passionate and visionary General Manager to elevate this urban oasis to new heights. Aloft Hotels is open in space and spirit and Aloft Oklahoma City Quail Springs brings a new vibrant gathering place in north OKC.

    At Crescent Hotels & Resorts, 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 is responsible for creating and maintaining a customer-driven hotel with a customer-keeping vision that inspires the hotel associates to do their best. 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
  • 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 membersESSENTIAL JOB FUNCTIONS:

    1. 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.

    2. Interview, 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.

    3. Recommend performance evaluations, resolve problems, provide open communication and approve discipline and all terminations.

    4. Participate in community affairs and maintain positive public image for Crescent and hotel. Meet with potential and current clients and promote hotel.

    5. Communicate both verbally and in writing to provide clear direction to staff.

    6. 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.

    7. Travel to attend corporate meetings, sales trips and serve on committees such as Research, Development and Standards committee.

    8. Appropriately handle associate issues in conjunction with Human Resources following Crescent policies.

    Required Skills/Abilities:

  • Minimum of 2 years' experience as a hotel General Manager in a select service hotel required.
  • Marriott Brand experience highly desired.
  • Lightspeed knowledge is highly desired.
  • Working knowledge of financial/accounting procedures is required.
  • Ability to read, write and speak the English language fluently.

    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 c) Source: Hospitality Online

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