Director of Revenue Management - San Diego, United States - Hotel Republic San Diego

Description

Crescent Hotels & Resorts is seeking a Director of Revenue Management for the Hotel Republic, located in the heart of downtown San Diego. This vibrant and sophisticated boutique hotel offers a unique blend of modern luxury and local charm. As part of the Autograph Collection, each aspect of Hotel Republic is thoughtfully crafted to reflect the distinctive character of its surroundings creating an unforgettable experience.

The Crescent portfolio is comprised of full-service premium branded hotels within the Marriott, Hilton, Hyatt and IHG brands, as well as high-end independent and lifestyle hotels within the Latitudes by Crescent collection.

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.

We are committed to providing you with:

Excellent compensation package with an annual compensation range of 118k - 140k.

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
As the Director of Revenue Management, you will work to ensure the highest, sales, revenue, marketing and digital key performance indicators are met to achieve budgeted revenues and maximize profitability. You will analyze business intelligence tools to measure the success of historical performance and implement strategies to continue to grow market share. To oversee streams of revenue and ensure expense spending meets ROI goals. ESSENTIAL JOB FUNCTIONS:

Develop and recommend strategies to maximize revenue generation and exceed goals.

Compile data, analyze trends, and develop accurate weekly / period forecasts by expected deadlines.

Supervise management of reservations, inventory, property management, and revenue management systems.

Conduct weekly strategy meetings to ensure all implemented tactics are achieving desired effects.

Provide analysis for weekly and monthly communication to owners on topics related to forecast, STR performance, and revenue strategies.

Assist in developing and inputting annual budget and marketing plans.

Manage property content across all channels.

Collaborate with Director of Sales & Marketing in the validation of optimal business mix between Group, Transient, and Contract.

Advise policies and set procedures for additional tasks that cross disciplines between Revenue Management, Sales, Digital Strategy, Operations, and Finance.

Perform other duties as requested by management.
REQUIRED SKILLS AND ABILITIES:

Ability to multitask and prioritize departmental functions to meet deadlines.

Ability to proactively identify or anticipate problems, effectively navigate issues, and take accountability through resolution.

Ability to make timely/effective decisions.

Ability to interact effectively with corporate and executive committee.

Ability to effectively analyze and use operational, financial, and marketing data to maintain and improve performance.

Proven management abilities in effectively:

Planning short and long-range goals.

Forecasting.

Total resort profit and loss analysis.

Proficient in Microsoft Office Suite.

Effective management style to include:

Problem-solver

Self-starter

Stronger leadership skills

Functions well under pressure

Effective verbal and written communications skills

Consistent performer/achiever

Ability to maintain confidentiality of information.

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