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Hotel Night Auditor

3 months ago

Baltimore, United States Baltimore Marriott Inner Harbor at Camden Yards Full time
Description

The Night Auditor at the Baltimore Marriott Inner is the overnight front desk agent who will balance room, restaurant and bar work daily. They are responsible for posting and balancing charges and settlements in a timely and efficient manner and to maintain files and reset the systems for next day operations.

This position will work cover Night Audit (11AM - 7AM shift).

Why work at Crescent Hotels & Resorts? 

Paid Recognition programs

Incentives to earn extra $$

Year-round employment

Opportunity for advancement and growth

Training and Tuition assistance

Part Time Benefits – medical, dental, vision, 401k, sick and vacation hours

Full Time Benefits – medical, dental, vision, life insurance, pet insurance, 401k, short & long term disability, sick time, holiday pay, vacation hours and more

Marriott Hotel and food discounts

Crescent Hotel discounts

Crescent is one of the top-ranking hotel management companies in North America. At Crescent Hotels & Resorts, we create a great place to work where associates at all levels of our organization are respected for their differences, like the guests and owners we serve. That is why we are dedicated to creating an environment that facilitates open and honest conversations about diversity, race, equity and inclusion.

Associates at the Baltimore Marriott Inner Harbor perform other reasonable job duties as requested to foster a team environment.

The Night Auditor must be comfortable with working overnight with limited direction, have knowledge of Baltimore and provide outstanding customer service.

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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