Mgr, Sales, BU (N) at Crescent Hotels & Resorts in Stony Brook, New York
Posted in Other 30+ days ago.
Job Description:
Description
ESSENTIAL JOB FUNCTIONS:
1. Move throughout property to conduct site inspections. Maximize revenue by selling all facets of the hotel, both orally and in written form to previous, current and potential clients.
2. Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.
3. Handle account details so that all pertinent aspects of solicitation and closing are complete and documented. Coordinate various departments' participation in servicing accounts.
4. Develop and conduct persuasive verbal sales presentations to prospective clients.
5. Travel locally to conduct outside calls, promote the hotel and review competition.
6. Prepare information for, meet with and entertain clients as deemed appropriate by potential business from that account.
7. Represent hotel at trade shows. Set up exhibits involving bending, stooping, lifting and reaching overhead.
8. Communicate both verbally and in writing to provide clear direction to staff.
9. Comply with attendance rules and be available to work on a regular basis.
10. Perform any other job related duties as assigned.
REQUIRED SKILLS AND ABILITIES:
Must have the ability to communicate in English. Self-starting personality with an even disposition. Maintain a professional appearance and manner at all times. Can communicate well with guests. Must be willing to "pitch-in" and help co- workers with their job duties and be a team player. Knowledge of a hotel structure and how all departments interact. Ability to effectively communicate with customers in a friendly and positive manner, in order to solicit business, meet client needs and resolve complaints. Ability to move throughout the hotel to conduct site inspections.
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)