Director of Sales and Marketing

The storied, expansive, all-suite Hilton Phoenix Resort at the Peak (formerly the Point Hilton Squaw Peak) is now seeking a dynamic and innovative Director of Sales and Marketing.

• Collaborate with fellow revenue responsible team members to lead divergent strategic tactics that drive results.
• Coordinate ongoing research of the travel industry to detect market trends and related information for development of new marketing strategies. Recognize areas of opportunity and make reasonable recommendations to improve potential from various markets.
• Direct and participate in the in-person and virtual solicitation efforts through innovative and effective communication.
• Oversee rate, date and space commitments for group room sales within the hotel.
• Lead all resort marketing efforts.
• Build strong partnerships within property as well as clients and community.
• When appropriate rebuild sales team interviewing, hiring, training, and instilling Crescent sales culture throughout team and property.
• Hold team members accountable, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.
• Ensure training programs are conducted regularly and Crescent standards of performance are met. Give guidance and counsel staff toward improvement.
• Compile and/or direct the preparation of reports pertaining to the operation of the Sales Department to include, but not limited to the annual and monthly Forecast, Marketing Budget, Lead Management System, Booking Report, star reports and Sales Meeting minutes.
• Develop and conduct persuasive in person and virtual sales presentations to prospective clients.
• Internally promote Crescent programs and standards.
• Represent property, meet with and entertain clients some of which will require travel.
• Communicate both verbally and in writing to provide clear direction to the staff.
• Initiate preparation of computerized annual Sales & Marketing Plan and execute plans as outlined, critically examining and adjusting as deemed necessary by current market conditions.
• Organize and/or attend scheduled Sales Department and related meetings.

This description is not intended to be all-inclusive. Associates may be asked to perform any reasonable management request, within their capabilities, to meet the ongoing needs of the hotel.

Requires at least 2 years previous experience in Director of Sales and Marketing role with similar sized, full service hotel. 5 years’ experience in progressive sales management role(s) with full service hotel. Brand experience helpful as is pre-opening experience.

Strong knowledge of travel industry, current market trends and economic factors. Extensive skill in development and delivery of sales presentations both in person and virtually.

Self-starting, energetic persistent personality with an even disposition. Maintain a professional appearance and manner at all times. Can communicate well with peers, subordinates and guests. Must be willing to “pitch-in” and help co- workers with their job duties and be a team player.

Ability to access, understand and accurately input information using a moderately complex computer system. Ability to effectively deal with internal and external customers and staff, some of whom will require high levels of patience, tact and diplomacy to diffuse anger, collect accurate information and resolve conflicts.

Must have the ability to communicate in English. Ability to stand and move throughout the hotel property and continuously perform essential job functions.

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)