Front Office Supervisor

Description

DoubleTree Hotel and Suites by the Galleria is looking for people who are passionate about delivering great guest service and enjoy engaging with people. If you have strong leadership skills and previous hotel supervisor experience, submit your resume to apply!

Required Skills & Abilities:

-Previous hotel front office supervisor experience required

-Prior hotel front desk agent experience required

-Previous Hilton Brand experience is a plus.

-Flexible to work AM and PM shifts, mid-shifts, holidays, weekends and overnight shifts as needed

-Must have the ability to communicate in English, both verbal and written

-High comfortability in working with computers

-Must be able to stand/walk for at least eight (8) hours

-Basic mathematical skills for cash handling purposes

Job Description:

-Assist with training, provide open communication to management team regarding performance and discipline. Provide constructive feedback to staff to ensure performance expectations are met.

-Supervise the daily operations of the Front Desk and ensure policies, procedures, and Hilton Brand practices are consistently practiced, and optimal service and hospitality is provided to all external and internal guests.

-Resolve guest questions and complaints by conducting thorough research of the situation and determining the most effective solution.

-Welcome guests, complete check-in process and explain hotel amenities/offers.

-Promote hotel services and facilities for revenue opportunities

Benefits:

-Hiring bonus

-Medical, dental and vision insurance

-Matching 401k

-Free life insurance

-Paid time off

-Holiday pay

-Hotel discount program

-Free lunch

-Monetary incentive program

Qualifications

Front Desk Clerk Experience

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)