Social Event Manager

2 weeks ago

Quincy, United States The Crescent Hotels Group Full time

Description

The Marriott Boston Quincy is looking for an energetic self-starter to join our team as an Event Manager., specializing in social functions. This is a great opportunity for an outgoing and detail-oriented person who enjoys helping people create amazing events What you will do

: Ensure that your events have a seamless turnover from sales to service and back to sales by maintaining excellent communication with the client and your colleagues in the hotel, preparing event documentation, and coordinating all event details. Recognize opportunities to maximize revenue opportunities by up-selling and offering enhancements to create outstanding events. Greet your customers during the event phase and hands-off to the Event Operations team for the execution of details. Ensure billing accuracy and conduct bill reviews with the clients prior to processing the final bill. Conduct formal pre-event and post-event meetings as required to review/communicate group needs and feedback. Who you will report to: Director of Sales

What you should bring to the table: The successful candidate must have previous guest service experience. Event Management and prior hotel experience preferred. Excellent communications skills, both verbal and written. Excellent guest service skills. A strong attention to detail.

When you will be working:

While your schedule will be primarily during office hours, you will need to be present to meet clients during their events.

What we offer: Fabulous Benefits include: medical/dental/vision, company-paid life insurance, short-term and long-term disability insurance, matching 401(k), vacation, sick, and holiday pay, free meals, hotel discounts, a fabulous team of co-workers, and much more Qualifications

Previous experience with Marriott sales system preferred, but not required. 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: Crescent Hotels & Resorts

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