Description

　　Crescent Hotels & Resorts is seeking an experienced and energetic individual to fill the position of Director of Sales to lead a very high performing team which dominates all segments and markets for an under development Courtyard and Residence Inn in Brookfield, WI. The ideal candidate will develop, implement, monitor the hotels communication objectives, advertising and public relations. Crescent Hotels and Resorts is the industry leader in hotel management and we proudly offer robust compensation and benefits packages along with a career path for our associates which celebrates their success.

　　Crescent was started with a deep belief in our people, encouraging them to apply their energy, passion, and unique abilities to make our hotels run remarkably. Our guests benefit from what each associate does as a part of this shared vision. We live the belief that we are successful because of our associates and that every role is important. As you grow, so does Crescent. We value you and what you do. We manage properties of every size and major brand across North America. Our goal is to hire the best people and prove that we are the only place you will ever want to work. Join us on that journey and explore the opportunities with us.

　　What will you be doing?

　　The Complex Director of Sales will develop, implement and maximize the business plan with effective strategies through direct sales, digital marketing and revenue management. This person will ensure effective internal and external communications with clients, potential customers, associates, and ownership.

　　The DOS will direct the solicitation efforts of the sales and catering team while overseeing rate, date and space commitments for group, banquet and catering customers. The DOS is also responsible to maximize total and ancillary revenue.

　　Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.

　　Ensure training programs are conducted regularly and Crescent standards of performance are met. Give guidance and counsel staff toward improvement. Insure sales and catering team is proficient in working with brand channels, Cvent, Wedding websites and more.

　　Compile and/or direct the preparation of reports pertaining to the operation of the hotel to include, but not limited to, the annual budget and business plan, monthly forecast, pace reports, action plans, production reports and weekly summaries.

　　Coordinate ongoing research of the travel industry to detect market trends and related information for development of new marketing strategies. Make reasonable recommendations to improve potential from various markets. Participate in local organizations to develop business such as Chamber and CVB.

　　Develop and conduct persuasive verbal sales presentations to prospective clients, to ownership and associates. Internally promote Crescent programs.

　　Prospect, entertain and meet in person and virtually with customers and clients, some of which will require travel.

　　Communicate both verbally and in writing to provide clear direction to the staff. Work with the digital and revenue team on promotions through third party channels.

　　Initiate preparation of computerized annual budget and business plan and execute plans as outlined, critically examining and adjusting as deemed necessary by current market conditions.

　　Organize and/or attend scheduled sales department and related executive team meetings. Participate in associate recognition and key community activities.

　　Perform any other job-related duties as assigned

　　What is required:

　　4-7 years of experience as a Director of Sales in a hotel a must.

　　Hotel opening experience is a plus.

　　Marriott Brand Experience and local market experience a plus.

　　Excellent leadership, communication, interpersonal, sales and closing skills.

　　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)