Vice President Transitions and Buildings

Description

We are committed to providing you with:

• Excellent compensation package
• Operational incentive plan eligibility
• 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?

New Builds

• Lead the end-to-end transition process for new hotel acquisitions, openings, rebranding, and changes in management.
• Attend all construction meetings and pre-opening planning.
• Develop CHR critical path and monitor performance.
• Manage CHR draw request for pre-opening fees and pre-opening expenses.
• Monitor key performance indicators (KPIs), including guest satisfaction, financial performance, and brand compliance, to drive continuous improvement within the first 90-180 days.
• Partner with hotel operations teams to deliver hotel strategy and readiness for opening including sales, accounting, operations staffing.
• Oversee the development and execution of brand initiatives and work with Brand Liaison on their critical path.
• Develop communication reporting and share with ownership and department leaders.
• Primary operations leader to manage all corporate support teams to ensure they accomplishing their task on a timely basis throughout the opening process.
• Collaborate with Operations, Accounting, Development, IT, Sales/Marketing, Brand Representatives, and Ownership teams to ensure a successful launch of new properties.
• Ensure all new properties meet brand requirements, operational readiness, and training needs before opening.
• Act as a consistent point of contact for ownership throughout the transition/opening, helping build trust and alignment.

Hotel Transitions

• Develop transition plans, ensuring minimal disruption to business operations while integrating brand standards effectively.
• Main point of contact for all requests from outgoing ownership or management.
• Collaborate with operations, accounting, development, IT, Sales/Marketing, brand representative and ownership teams to ensure a success launch.
• Ensure all new properties meet brand requirements, operational readiness and training needs prior to hotel opening/transition.
• Create structured schedule, agendas and standards for above property leaders visits prior to transition.

Additional Key Responsibilities

• Continuously refine the opening and transition playbooks to ensure scalable, efficient and repeatable processes.
• Identity and mitigate risks early to avoid delays, overspending or service-level inconsistencies.
• Ensure training and onboarding plans are in place for GMs and property leadership teams to deliver on brand and service expectations.
• Drive accountability through structured communication cadences, clear ownership of tasks and consistent progress reporting.

Qualifications/Experience

• Bachelor's degree in hospitality management, business administration or a related field.
• 10+ years of experience in hospitality brand management, operations, or related fields with a proven track record of driving hotel performance.
• Strong expertise in hotel transitions, acquisitions and brand integration.
• Exceptional leadership and project management skills, with ability to manage multiple properties and stakeholders.
• Deep understanding of brand strategy, guest experience and operational excellence in the hospitality industry.
• Strong financial expertise, including experience with P&L management and performance analytics.
• Excellent communication and negotiation skills, with the ability to influence at all levels.
• Willingness to travel as needed to support hotel transitions and brand performance initiatives.

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)