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Transportation/Valet and Guest Services Manager

Crescent Hotels & Resorts, Operations

Horseshoe Bay Resort

200 Hi Circle North

Horseshoe Bay, TX 78657

Telephone (830) 598-2511

Horseshoe Bay Resort

400 Room Resort

Our Resort

Resting along the shores of Lake LBJ, Horseshoe Bay Resort's upscale, lifestyle vacation destination, puts you just a short drive from Austin and San Antonio. The picture-perfect Texas Hill Country scenery inspires you to unwind in modern rooms, suites and villas, many with views of the lake. Taste creative local cuisine at our restaurants, play a round on three championship golf courses and enjoy fun family activities, from boating to tennis. Say "I do" with a romantic lakeside wedding, indulge with a day at our resort spa, or host an intimate celebration in one of our scenic outdoor venues. 


Current Job Openings

Transportation/Valet and Guest Services Manager

Horseshoe Bay Resort

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Join our team at beautiful Horseshoe Bay Resort!

JOB SUMMARY:

Transportation / Valet / Guest Services Manager maintains affiliate relationships, manages fleet maintenance, and organizes department schedules.  Additional duties include balancing payroll, budgets, staffing, gratuities, reservations, events, group programs and transportation to and airports in Austin, San Antonio, and other Texas airports. This position requires 24 hour availability, in order to react to situations and last minute guest requests.  

ESSENTIAL JOB FUNCTIONS:

  • Oversee all day to day operations for resort transportation needs including valet, detailing, and driver commitments
  • Maintain proper staffing levels by hiring staff and training all new associates
  • Maintain all department vehicles including maintenance, licensing, and cleanliness
  • Responsible for researching and understanding specific logistical information for all transportation runs
  • Maintain professional composure in high stress situations in order to make last-minute changes
  • Maintain a constant awareness of resort amenity schedules and promotions to keep staff properly informed
  • Organize pricing structure and reservation process for members, resort, and hotel guests
  • Attend weekly resort meetings to ensure clear communication between departments and to understand transportation logistics
  • Manage all financial decisions for transportation department
  • Must have knowledge of SMS and be able to train associates
  • Access, input and retrieve information from department computer system

MINIMUM QUALIFICATIONS:

  • Minimum age requirement – 21+
  • Valid driver’s license and ability to meet the requirements of driver insurability as established by the insurance carrier required.
  • CDL with passenger endorsements preferred.
  • Pass pre-employment background and drug testing.
  • Access, input and retrieve information from the computer, with particular proficiency in Microsoft Office applications (Word, Excel and Outlook). 
  • High school diploma or equivalent.
  • Must have previous management and transportation industry experience.
  • Complete knowledge of all state driving laws.

ADDITIONAL QUALIFICATIONS:

  • Knowledge of area airports, roads, and local attractions.
  • Exceptional communication skills, detail oriented, and ability to learn in an ever changing work environment.
  • Pleasant personality.
  • Neat in appearance and well groomed.
  • Maintain proper associate uniform standards.
  • Be able to lift luggage, drive, and back up all department positions.
  • Always follow all Resort rules and policies.
  • Must be able to work a flexible schedule including day, nights and weekends.

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)

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