Resident Manager

Description

Crescent Hotels & Resorts is honored to announce an exciting opportunity for a talented Resident Manager for the grand opening of JW Marriott Reston Station this Fall!

Join the opening team of the first JW Marriott in Virginia! Experience a new level of luxury at JW Marriott Reston Station, a stunning 28-story landmark that overlooks Reston Row, a lively urban hub filled with top-notch dining and entertainment options. The hotel features 247 rooms spread across 12 floors, setting a new standard for luxury accommodations in the DMV area. With the largest luxury meeting space in Northern Virginia, totaling 35,000 sq ft, it includes two ballrooms with 20-foot ceilings and plenty of natural light from floor-to-ceiling windows and a large skylight. The JW Residences occupy the remaining 16 floors. This impressive architectural gem is conveniently located along the Silver Line Metro, perfectly positioned between Dulles International and Reagan National airports, providing travelers with exceptional access to the capital region and beyond.

We understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that ‘feed your inner explorer’, we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright.

We are looking for our next exceptional team member to join us on our amazing Team. We are committed to providing you with:

• Generous compensation package
• An exceptional benefit plan for eligible associates & your family members
• 401K matching program for eligible associates
• Discounts with our Crescent managed properties in North America for you & your family members

What will you be doing?

• Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.
• Respond to residents’ special requests, needs, problems, issues and concerns and accommodate residents to ensure optimal levels of satisfaction.
• Implement Marriott programs and supervise the daily operations of the residence to comply with SOPS and LSOPs, manage costs, and motivate associates to ensure an optimal level of quality service and hospitality are provided to the residents.
• Be the primary point of contact for residents, addressing inquiries, requests, and concerns with professionalism and efficiency.
• Remain calm and alert, especially during emergency situations and/or heavy lobby activity, serving as a role model for all employees. Resolve complications and complaints by conducting thorough research of the situation and determining the most effective solutions. Make decisions and act based on previous experience and good judgment, sometimes revising approaches to accommodate unusual situations. Authorize revenue allowances to remedy problems only after other alternative solutions have been offered.
• Oversee the day-to-day operations, ensuring a seamless living experience for residents and compliance with Marriott Residence Brand Standards (BSA).
• Coordinate and supervise maintenance, repair, and cleaning services to uphold the property's pristine condition and appearance.
• Manage vendor relationships and procurement processes to ensure quality service delivery and cost-effectiveness.
• Enforce community policies and regulations, fostering a safe, secure, and harmonious living environment.
• Conduct regular inspections of the property to identify maintenance needs, safety hazards, and opportunities for improvement to include but limited to public areas, hallways, offices, storage areas, refuse area, loading dock, parking lot, exterior grounds.
• Collaborate with property management and leasing teams to support leasing efforts and resident retention initiatives.
• Maintain accurate records, HOA, including maintenance logs, incident reports, and resident communications.
• Work with hotel leadership to ensure seamless communication, collaboration, and services provided by the hotel to the residences.
• Represent JW Marriott’s brand identity, values and pillars

What is required?

• Must have one of the following certifications: CPM, PCAM, ARM.
• Bachelor's degree in business or related fields from an accredited college or university, and/or three years' experience in Property Operations, Hospitality or Construction; or equivalent combination of education and experience. Must have any state specific certifications and licenses or they are preferable to not required by the state.
• A minimum of seven years of successful luxury residential management experience or equivalent professional experience in a related field, with at least 4 of those years responsible for a staff with a variety of expertise, background and job assignments.
• Preferred management experience in a Marriott International branded residence including responsibility for more than one functional department or division preferred.
• Understanding of physical building management, Condominium law, financial planning and law affecting property management.
• Valid Driver's License and State Mandated Vehicle Insurance
• We are looking for someone passionate about creating a genuine customer experience while achieving revenue objectives.
• We want someone to represent JW Marriott with confidence and the spirit of hospitality.
• The ideal candidate will have local area experience and 2 years in a group sales role.
• You will be responsible for effectively soliciting and securing new group business from a variety of markets while strengthening the relationships and production of existing group accounts.
• You will work closely with the Director of Sales and Marketing and Revenue Management to negotiate pricing and optimize production to positively impact hotel revenues.
• Self-starting personality with an even disposition.
• Can communicate well with guests.
• Must be willing to “pitch-in” and help co- workers with their job duties and be a team player.
• Can do, problem solver personality.
• Friendly disposition with a passion for hospitality.
• Team player who strives to support others and likes to win as a team.

At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to & proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do!

Our Differences Are What Make Us Great:

At Crescent Hotels & Resorts we strive to create a great place to work where associates at all levels of our organization are respected for their differences, just like the guests and owners we serve. That’s why we are dedicated to creating an environment that facilitates open and honest conversations about race, equity, diversity, and inclusion. By examining our own beliefs and behaviors, we can create change through training, recruiting, and promoting diverse talent to strengthen our culture.

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)

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)