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Director of Revenue Management

4 months ago

Houston, United States Blossom Hotel Houston Full time
Description

The Director of Revenue Management will work with the hotel to ensure the highest sales, revenue, marketing, and digital key performance indicators are met to achieve budgeted revenues and maximize profitability.

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 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

Essential Duties and Responsibilities:

Develop and recommend strategies to maximize revenue generation and exceed goals, including but not limited to room product, segmentation mix and pricing. Compile data, analyze trends, and develop accurate weekly / period forecasts by expected deadlines Communicate to all departments to ensure appropriate staffing levels Meet with other EC team members to validate forecast and develop plans to improve performance Manage reservations, inventory, property management, and revenue management systems Create and oversee transient rate plans Build and maintain group blocks Conduct weekly strategy meetings to ensure all implemented tactics are achieving desired effect Monitor pace and pickup Adjust pricing across segments, products, and channels Manage yielding of discount segments Provide analysis for weekly and monthly communication to owners on topics related to forecast, STR performance, and revenue strategies Contribute in meeting/exceeding the overall hotel goals Manage property content across all channels Coordinate with Digital Strategy team to best showcase room products and promotions Collaborate with Director of Sales in the validation of optimal business mix between Group, Transient, and Contract Provide stay pattern, displacement analysis, and pricing recommendations for group and negotiated rates Work with Sales team to establish and update Group MARs and ceilings Conduct weekly Group Pickup and Wash meetings Advise policies and set procedures for additional tasks that cross disciplines between Revenue Management, Sales, Digital Strategy, Operations, and Finance Analyze and Report Revenue Management Data. Generate and update on transient segment each period and continually analyzes transient booking patterns Assists with account diagnostics process and validates conclusions. Maintains accurate Reservation System information. Generates and provides accurate and timely results in the form of reports, presentations, etc. Generates yearly room revenue budget. Assist in developing, implementing, monitoring, and controlling annual budget and marketing plans to assist in meeting/exceeding the overall hotel goals.

Skills Required:

Two years’ experience in hotel revenue management, sales and marketing is required Previous Independent hotel work experience preferred, with proficiency Opera, iHotelier and IDeaS. Must have the ability to communicate in English. Working knowledge of reservations, front office, and Microsoft Office Suite to take full advantage of the revenue opportunities. Forecasting and creative revenue management abilities needed. Yield management skill required to evaluate business trends and communicate to properties the recommendations needed to take full advantage of revenue maximization.

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