Sales Manager

Description

POSITION OVERVIEW:

Assists the Director of Sales & Marketing in the management, coordination and execution of items related to the marketing and sales operation of the hotel. Responsible for the management and solicitation of a designated market.

ESSENTIAL JOB FUNCTIONS:

1. Plan, direct, organize and control departmental activities such as telemarketing, outside sales calls, conducting walking tours, entertaining clients, developing and soliciting new leads, presenting and preparing written proposals and contracts.

2. Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.

3. Develop and conduct persuasive verbal sales presentations to prospective clients.

4. Supervise sales staff through account review, correspondence review and coaching toward improvement.

5. Gather, organize and disseminate both written and verbal information regarding the specific requirements of client events to the appropriate departments and individual clients in a prompt, accurate, profitable, pleasant, and professional manner.

6. Develop target lists and action plans for account solicitation. Assist in assignment and distribution of leads. Provide guidance in prospecting and qualifying potential leads.

SKILLS AND ABILITIES:

Strong knowledge of the geographic designated market & ability to travel throughout designated market in a timely manner. Effectively deal with internal and external guests and staff, some of whom will require high levels of patience, tact and diplomacy. Strong forecasting and decision making skill set. Presents a professional appearance and manner.

PERFORMANCE STANDARDS

Customer Satisfaction:

Our customers are what we are about. One of the keys to a positive guest experience is positive interaction with Crescent staff. It is essential that you remain professional at all times, and that you treat all guests and associates with courtesy and respect, under all circumstances. Every Crescent associate is a guest relations ambassador, every working minute of every day.

Work Habits:

In order to maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance. You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job and ask for help whenever you are not sure how to do something.

Safety & Security:

The safety and security of our guests and associates is of utmost importance to Crescent. Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.

NOTE:

This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties. Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. Other job-related duties may be assigned by the associate’s supervisor.

Furthermore, this description is subject to change, in the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” associate.

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)