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Managing Director - Spa

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

Texas Hill Country Careers - Join The Team At Horseshoe Bay Resort

Explore exciting career opportunities with opportunity for upward mobility, generous benefits packages, and employee housing opportunities.

Horseshoe Bay Resort is currently hiring in various departments across the resort including Agriculture, Golf, Food & Beverage, Housekeeping, Marketing & Sales, and more! Begin your career at our exceptional, AAA-four diamond golf resort on the shores of Lake LBJ with diverse amenities and luxurious accommodations located in the highly desirable Texas Hill Country. 

Current Job Openings

Managing Director - Spa

Horseshoe Bay Resort

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The world famous Horseshoe Bay Golf and Spa Resort is searching for a Managing Director. This leadership position is responsible for the overall delivery of Championship Service at the same time focusing on achieving hotel profitability through cost control, revenue generation, guest satisfaction and managing and developing hotel professionals, while upholding the integrity of the hotel.

This property located outside of Austin, Texas has multiple golf courses, Guest Towers, Luxury Villas, Membership component, a Lake and Marina, Private Jet Airport, Multiple Food Outlets, and is a destination for both leisure luxury and group travel.

Job Description and responsibilities will include but not limited to:

Leads by example, conducts business honorably, credibly with integrity, while demonstrating self‐confidence and enthusiasm.

Create a positive team-oriented environment which focuses on the guests, members and team through development, motivation and engagement.

Develop the overall hotel strategy to maximize guest satisfaction, service standards, staff satisfaction and financial performance.

Ensure that all employees receive fair and equitable treatment according to company standards.

Lead monthly financial reviews and conduct weekly staff meetings.

Ensure all department heads maintain budgeted productivity levels and company standards.

Oversee and assist in the budget process as required.

Analyze previous and projected data to generate an accurate re-forecast.

Conduct Executive Committee Members performance appraisals and ensure that managers are in compliance with the standards in their administration of performance appraisals to their staff.

Maintain a high level of service in all areas to both our internal and external guests.

Promote a positive work environment by ensuring the appropriate staffing levels are in place, continuing training of staff, recognition, mentoring and coaching.

Resolve problems and communicate to ensure consistency and memorable guest service, ensure strong positive communication flow amongst staff. 

Basic Qualifications:

10 years progressive experience in a multi golf resort & Spa / hotel or a related field; OR a 4-year college degree and at least 5 to 10 years of related experience; OR a 2-year college degree and at least 10 to 15 years of related experience.

Preferred Qualifications:

Possess strong financial expertise

Effectively communicate both verbally and written, with all levels in an attentive, friendly, courteous and service oriented manner

Approach all encounters with guests, members and staff in an attentive, courteous, friendly manner

Must be effective at listening to, understanding, and clarifying concerns

Strong ability to multi-task and meet deadlines regularly

Successful experience in various hotel operations

Must be effective in handling problems, including anticipating, preventing, identifying and solving problems as necessary

Must be able to understand and evaluate complex information, data, etc. from various sources to meet appropriate objectives

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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