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Overnight Security

3 months ago

Quincy, United States Marriott Boston Quincy Full time
Description

We are looking for a night owl to join our security team here at the Marriott Boston - Quincy This is a part-time/on-call position. Some evening shifts may be available as well.

What you will do: Perform protective and enforcement functions in a courteous and restrained manner in coping with emergencies, undesired conduct, disturbances and threats to life and property to maintain a safe and secure environment. You will spend the majority of your shift on foot patrol, climbing stairs, and walking the interior and perimeter of the hotel to observe and identify potential security and safety risks or undesirable conditions. As we are a hotel, you will also deliver items like extra towels/amenities to guest rooms or perform minor repairs upon request.

When you will do it: Security shifts are generally 11:00 p.m. to 7:00 a.m., but flexibility to start earlier or stay later as needed is ideal. There may also be opportunities for additional evening shifts during busy times.

What you should bring to the table: You should have a self-starting personality with an even disposition and the ability to stay calm under pressure. You must be able to speak and read English and communicate well with our guests. You should also have a willingness to “pitch-in” and help co-workers with their job duties; and the ability to effectively deal with guest and employee concerns in a friendly and positive manner. Prior security experience is a plus, but not necessary.

What we offer: Part-time associates are eligible for Crescent Hotels & Resort’s PT medical, dental, and vision insurance program, free meals at work, discounted insurance rates, and sick/vacation time based on their average hours.Qualifications

Prior security experience is a plus.

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)

Source: Hospitality Online