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Quality Assurance Field Coordinator

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

Quality Assurance Field Coordinator

Horseshoe Bay Resort

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We are looking for a Risk Management professional to join our team!

Definition

The Quality Assurance Field Coordinator will provide independent, structured assessments to measure the quality standards pertaining to guest perceptions about quality of facilities, furniture quality & staging. This position will report findings and observations to the Resort Quality Assurance Manager to assist in development of plans of action. Prepare and report data analysis and recommendations for improvements to Resort Quality Assurance Manager.

General Duties:

  • Assist in maintaining all resort quality standards, and ensuring all specs identified resort wide.
  • Objectively conduct on-site walk-throughs of physical property and inspect the quality & presentation standards.
  • Ability to determine compliance or noncompliance with requirements for quality & presentation standards.
  • Ability to operate a camera for photo capturing to convert into diagrams, SOP’s & E-Book(s).
  • Responsible for tracking all specifications for all types’ furniture, what location they belong, proper staging & number of furniture items needed for said location.
  • Handles specific clerical functions for the department, including but not limited to purchase requests; updating and maintaining the department specs sheet along with value & vendors contact info for specs.
  • Responsible for creating digital diagram(s) of operational standard staging and/or set-ups.
  • Responsible for photo capturing of the resort standards for: Hotel Operations, Food & Beverage, Pool, Spa, Marina, Golf, Facilities, Activities, Tennis & Transportation.
  • Must ensure compliance with established company policies and procedures and controls, while focusing on sensitivity and responsiveness to the internal and external guest.

Employment Standards:

  • GED or High School Diploma.
  • 1 year of experience in Hospitality or related field preferably.
  • Quality assurance background preferred and familiar with customer service & risk standard.
  • Strong communication skills.
  • Experience with Microsoft Office Suite, Internet, email, and POS systems.
  • Experience with Agilsys and UltiPro helpful.
  • Background in Luxury hotels preferred.

Physical & Mental Requirements:

  • Moderate lifting and carrying, 15-25 pounds
  • Able to bend stoop, reach and stretch repetitively
  • Must have normal vision with corrective lens
  • Sit for extended periods of time
  • Walk as a daily routine
  • Communicate effectively with the general public

* $2000 Hiring Bonus will be paid to hourly, non-management new hires who accept an offer of employment by May 31, 2022. The first $1000 will be paid when the associate reaches 90 days employment. The remaining $1000 will be paid when the associate reaches 180 days employment.

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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