Spa Lead Massage Therapist
1 month ago
-Overseeing and helping manage the Massage Department
-Create an excellent experience for clients and Massage Therapists through a friendly and helpful attitude, demonstrated through courtesy, service, cooperation, hospitality, sensitivity, and professionalism
-Recruit, hire, and mentor Massage Therapists to promote career growth through training, development, and performance assessments
-Conduct practical massage interviews and train all new hires
-Teach protocols with accuracy and make appropriate recommendations when needed
-Monitor performance of the Massage Department and mentor, as appropriate, to help your team members meet or exceed their individual daily, weekly, and monthly goals
-Help maintain professionalism and cleanliness of therapy rooms and common areas
-Design specific treatment plans based on client's individual needs
-Generate new clientele by promoting member referrals and memberships
-Keep informed of local massage therapy laws and corporate led promotions/opportunities-Help maintain backbar inventory including monthly inventory count, portioning out product per treatment, and informing management when new product is needed. -Help maintain spa standards and report and issues to spa manager. Job Requirements-High School diploma or GED (College degree preferred)
-3-5 years massage experience in a professional environment
-Must adhere to state licensing laws and regulation-Must be able to communicate effectively with clients, spa management, and staff
-Knowledge of Swedish Massage required
-Knowledge of other various modalities preferred (Neuromuscular, Myofascial, Trigger Point, Pre-natal, Craniosacral, Reiki, Deep Tissue), but not required. -Understand and believe in the healing benefits of massage therapy and bodyworkEqual 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
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