Senior Vice President of Information Technology

2 weeks ago

Reston, Virginia, United States Crescent Hotels & Resorts Full time
Crescent Hotels and Resorts is seeking a Senior Vice President of Information Technology to lead the IT programs for our company. As a leader in the managing hotels and resorts across North America, we are one of the largest and most successful companies in the hospitality sector.

*Role is based out of Crescent's corporate office in Fairfax, VA.

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
The IT Department goals and objectives are planning, managing, monitoring, and implementing the enterprise information systems in support of operations to improve cost effectiveness, service quality, reliability and continuous development. Bachelor's Degree in Computer Science or Information Systems or an equivalent business degree.
A minimum of 10 years' experience in information technology with a minimum of 5 years in data strategy and data management.
5 or more years of experience managing electronic systems.
Ability to clearly articulate complex systems and system strategies with team members to build support and understanding of objectives.
Experience with application suites and services and business intelligence applications.
Excellent project management skills with demonstrated ability to coordinate communications, objectives, and tasks between internal and external resources.
Experience implementing and managing customer-facing web and mobile applications
Highly proficient in contract negotiations, contract maintenance, and vendor management.
In-depth knowledge of technology security and cyber-attack defenses.
Strong interpersonal and project management skills.
Excellent oral and written communication skills, including the ability to explain digital concepts and technologies to non-technical audiences, and business concepts to technologists.
Responsibilities:Responsible for strategic planning for technology infrastructure, information system assets, data management, and enterprise security.
Responsible for the protection of IT infrastructure, edge devices, networks, and data; prevention of data breaches, monitoring, and response to cyber-attacks.
Full operational management responsibility for information and telecommunication technology functions and services; ensures appropriate implementation and support for business and clinical systems by managing and coordinating applications development/maintenance, data processing, electronic records, data infrastructure, local/wide area network administration, office automation, and technical support activities.
Provide direct supervision of the SVP of Information Technology, including evaluation of performance and outcomes.
Engage, build, and partner with the executive team, key stakeholders, and vendors to ensure alignment with current and long-term business objectives.
Optimize the IT function to meet the demands and the supply capacity of the teams to prioritize the assignment of resources.
Build and optimize the evolving needs to support the data and integration strategies.
Establish the objectives for operations, maintenance, and enhancement of the IT systems and a plan for continuous improvement of the service levels.
Provide expertise and leadership in the selection and management of vendors to provide low-cost, high-efficiency solutions.
Create IT policies and operational procedures that affect the systems' data, operations, and reliability of the infrastructure.
Other Responsibilities:Oversee and direct the implementation of IT and Data policies, standards, and guidelines.
Remain current on emerging technology that can improve department and organizational performance.
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

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