Description

Responsibilities:

Lead the development and implementation of revenue management and commercial strategy initiatives across multiple Hilton properties within the portfolio.

Provide guidance, support, and mentorship to property-level revenue managers and commercial teams to ensure alignment with company-wide revenue objectives and best practices.

Conduct regular performance reviews and analysis of key performance indicators (KPIs) to assess the effectiveness of revenue management strategies and identify areas for improvement.

Collaborate with property general managers, sales directors, and marketing managers to develop and execute integrated sales and marketing campaigns that drive revenue growth and enhance market position.

Monitor market trends, competitor pricing, and demand factors to adjust pricing strategies and optimize revenue potential for each property.

Analyze historical data, booking patterns, and demand forecasts to make informed decisions regarding pricing, inventory allocation, and distribution strategies.

Utilize Hilton’s revenue management systems and tools to generate reports, track performance metrics, and identify opportunities for revenue optimization across the area.

Develop and maintain strong relationships with online travel agencies (OTAs), global distribution systems (GDS), and other distribution partners to maximize visibility and reach for all properties.

Collaborate with property teams to negotiate and manage contracts with group clients, corporate accounts, and other key revenue-generating accounts.

Stay informed about emerging trends, industry developments, and technological advancements in revenue management and commercial strategy, and incorporate relevant insights into area-wide initiatives.

Qualifications:

Bachelor’s degree in Hospitality Management, Business Administration, or related field. An advanced degree or professional certification in revenue management or commercial strategy is preferred.

Proven experience in Hilton revenue management and commercial strategy development, with a track record of success in a leadership or managerial role.

Strong analytical skills with the ability to interpret complex data, identify trends, and develop actionable insights and recommendations.

Proficiency in GRO, commercial strategy tools, and business intelligence tools to manage demand, price positioning, and guide overall revenue strategy effectiveness.

Excellent communication, negotiation, and interpersonal skills, with the ability to build relationships and influence stakeholders at all levels of the organization.

Strategic thinking and problem-solving abilities, focusing on driving revenue growth and achieving business objectives.

Leadership qualities with the ability to inspire and motivate teams toward achieving common goals and objectives.

Flexibility to adapt to changing market conditions and business priorities and the willingness to take initiative and lead change initiatives.

Knowledge of Hilton’s revenue management principles and commercial strategy best practices.

Previous experience working in a diverse and multicultural hospitality environment is preferred.

Resort and renovation experience preferred.

Preferred Qualifications:

Familiarity with Hilton revenue management systems such as GRO, OnQ, or related tools.

Experience managing revenue strategy for multiple Hilton properties or regions within a hotel or hospitality group.

Multilingual proficiency, particularly in languages commonly spoken within the area of responsibility.

Strong project management skills and the ability to execute complex initiatives within established timelines and budget constraints.

At Crescent Hotels Resorts, we are a team of hospitality professionals who are deeply connected to proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of our work!

We understand what it takes to be a part of something great. We will encourage you to bring your authentic 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 looking for our next great team member to join us on our {Insert department here} team. We are committed to providing you with:

Remote, work-from-home

Highly competitive wages

An exceptional benefit plan for eligible associates your family members

401K matching program

Flexible scheduling allows you to focus on what is important to you

Discounts with our Crescent-managed properties in North America for you your family members

At Crescent Hotels Resorts, we strive to create a great workplace where associates at all levels of our organization are respected for their differences, just like the guests and owners we serve. We are dedicated to creating an environment that facilitates open and honest conversations about race, equity, diversity, and inclusion. By examining our beliefs and behaviors, we can make change through training, recruiting, and promoting diverse talent to strengthen our culture.

Qualifications

Behaviors

Preferred

Functional Expert: Considered a thought leader on a subject

Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

Motivations

Preferred

Goal Completion: Inspired to perform well by the completion of tasks

Financial: Inspired to perform well by monetary reimbursement

Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

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)