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Director of Housekeeping
3 months ago
With Crescent Hotels & Resorts you have an opportunity to elevate your career and shine bright with a company who cares? Benefits include medical, dental, and vision insurance, 401k with company match, free parking and world-wide travel discounts with paid time off to enjoy them
If you are looking for a place to bring your talents, Sheraton St. Paul Woodbury Hotel is the place you belong
We are committed to providing you with:
Excellent compensation packageOperational 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 JOB FUNCTIONS
Provides supervision and direction for all housekeeping activities of the hotel to ensure the highest levels of cleanliness and guest satisfaction are maintained.
1. Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.
2. Provide clear direction in assigning and instructing housekeeping and laundry staff in details of work.
3. Plan, organize, and monitor staff activities to ensure compliance with quality assurance standards set by hotel, which requires continuous visual inspection of guest rooms and public space areas including restaurants, lounges, meeting rooms, etc.
4. Manage finances of housekeeping and laundry operations including budget and inventory controls. Analyze data and compile reports on expenditures, wages, labor, supplies etc. in relation to hotel financial forecasts and budget. Establish and maintain adequate supplies for efficient operation of department
5. Distribute and delegate work load to guarantee maximum production and guest satisfaction with minimum outlay of expenses in terms of labor and materials. Monitor house count and make staffing adjustments accordingly.
6. Ensure proper usage of chemicals and cleaning supplies by monitoring usage, providing complete training for employees and ensuring proper labeling of hazardous supplies in accordance with hotel hazard communication program.
7. Plan and conduct staff meetings. Attend various other related meetings to obtain and disseminate pertinent information.
8. Evaluate condition of furniture, fixtures, décor, etc. Make recommendations and assist in the coordination of rehab projects.
9. Communicate both verbally and in writing to provide clear direction to staff.
10. Comply with attendance rules and be available to work on a regular basis.
11. Perform any other job-related duties as assigned.
REQUIRED SKILLS AND ABILITIES
2+ years of Housekeeping Management experience is required.Must have the ability to communicate in English, but bilingual is preferred.
Self-starting personality with an even disposition. Maintain a professional appearance and manner at all times. Can communicate well with guests. Must be willing to "pitch-in" and help co- workers with their job duties and be a team player.
Knowledge of basic sanitation requirements/controls and applications of relevant chemicals. Knowledge of policies applicable to housekeeping, especially those relating to safety and security of guest and hotel property.
Basic mathematical skills to prepare moderately complex calculations for financial reporting. Ability to access and accurately input information using a moderately complex computer system.
Supervisory skills to manage entire housekeeping operation. Ability to deal effectively with employees, vendors, contractors. Ability to coordinate and cooperate with other departments regarding housekeeping services/activities.
Ability to stand, walk, bend, reach and move continuously to inspect rooms on all floors of the hotel.
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 c) Source: Hospitality Online
