Director of Revenue Strategy

5 days ago

Houston, United States Crescent Hotels & Resorts LLC Full time

The Director of Revenue Strategy 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.

**Essential Duties and Responsibilities**:

- Pricing, and Inventory Management.
- Acts as primary contact and maintains productive relationships with all stakeholders, including hotel General Manager, sales leaders, and owners
- Analyzing and Reporting Revenue Management Data.
- Generates updates 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**:

- 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.
- 2 years’ experience in the revenue management, sales and marketing, or related professional area

**Benefits**:

- Medical, dental and vision insurance
- Matching 401k
- Paid time off
- Holiday pay
- Free life insurance
- Hotel discount program

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)

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