**Description**
**JOB OVERVIEW** **:**
Responsible for selling group business from all markets/regions primarily handling no more than 10 to 20 room nights while maximizing revenues for all areas of the hotel. Assists in the overall efficient operation of the Sales Department, manages accounts to achieve guest satisfaction and solicits new and past business to ensure revenue goals are met or exceeded.
**REPORTS TO** **:** Director of Sales & Marketing
**ESSENTIAL JOB FUNCTIONS** **:**
1. Responds in a timely manner to incoming group/catering business opportunities.
2. Ensures that all business is booked within hotel parameters.
3. Conducts hotel site inspections and client presentations.
4. Create contracts and other related booking documentation as required. Manage and maintain client account files.
5. Prospect for new business participate in sales blitzes, cold calling and contacting former clients to solicit new business and attends industry events/programs as needed.
6. Builds and maintains strong client relationships.
7. Detail events to include all food & beverage, set up and audio visual needs. Ask appropriate questions of the clients and make suggestions to ensure the details meet the group and the hotels needs.
8. Create group resumes and communicate client needs to all departments of the hotel. Ensure hotel staff follows through on all requests.
9. Use negotiating skills and creative selling abilities to close on business and negotiate contracts.
**REQUIRED SKILLS AND ABILITIES:**
Must have the ability to communicate in English. Self-starting personality with an even disposition. Maintain a professional appearance and manner at all times. Can communicate well with guests. Must be willing to pitch-in and help co- workers with their job duties and be a team player. Knowledge of a hotel structure and how all departments interact. Ability to effectively communicate with customers in a friendly and positive manner, in order to solicit business, meet client needs and resolve complaints. Ability to move throughout the hotel to conduct site inspections.
**PERFORMANCE STANDARDS**
Customer Satisfaction:
Our customers are what we are about. One of the keys to a positive guest experience is positive interaction with Crescent staff. It is essential that you remain professional at all times, and that you treat all guests and associates with courtesy and respect, under all circumstances. Every Crescent associate is a guest relations ambassador, every working minute of every day.
Work Habits:
In order to maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance. You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job and ask for help whenever you are not sure how to do something.
Safety & Security:
The safety and security of our guests and associates is of utmost importance to Crescent. Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.
**NOTE** :
This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties. Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. Other job-related duties may be assigned by the associates supervisor.
Furthermore, this description is subject to change, in the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an at will associate.
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 contractors legal duty to furnish information. 41 CFR 60-1.35(c)
