** Assistant General Manager Montgomery Performing Arts Center**

**Job Category****:** Admininstration **Requisition Number****:** ASSTG010188 Showing 1 location **Job Details**

**Description**

**Qualifications** To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

**Essential Duties and Responsibilities** include the following. Other duties may be assigned.

* Works directly with the General Manager to achieve financial objectives through developing and monitoring the performance of financial operational plans, sales, and marketing efforts to support the overall objectives of the MPAC.

* Manages the day to day operations of the MPAC including the calendar of events, plans, and organization-wide goals. Develop, present and implement creative strategies to increase revenue.

* Ensures the highest levels of guest and artist service and satisfaction standards are achieved and maintained. This includes incorporating employee training guidelines and capturing customer feedback to ensure the best guest and artist experience.

* Interacts with guests to obtain feedback on product quality and service levels. Effectively responds to and handles guest problems and complaints.

* Ensures staff compliance of standards and procedures, identifies opportunities for improvement and resolves issues, and manage direct reports to accomplish goals.

* Empowers associates to provide excellent customer service. Ensures associates understand expectations and parameters.

* Observes service behaviors of associates and provides feedback to individuals; continuously strives to improve service performance.

* Ensures a departmental orientation program is in place for associates to receive the appropriate new hire training to successfully perform their job. Ensures associates are cross-trained to support successful daily operations.

* Uses all available on the job training tools for associates. Supervises on-going training initiatives and conducts training when appropriate.

* Communicates performance expectations in accordance with job descriptions for each position.

* Conducts associate performance appraisals and provides feedback as needed.

* Administers associate progressive discipline procedures. Ensures hotel policies are applied fairly and consistently, disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs).

* Establishes and maintains open, collaborative relationships with associates and ensures associates do the same within the team.

* Actively solicits associate feedback, utilizes an open door policy, and reviews associate satisfaction results to identify and address associate problems or concerns. Brings issues to the attention of supervisor and/or Human Resources as necessary.

* Ensures that regular on-going communication is happening to recognize performance, communicate expectations, and create awareness of business objectives.

* Celebrates successes and publicly recognizes the contributions of team members; ensures associate recognition is taking place.

* Flexibility to work varying shifts, weekends, and holidays, as well as, extended workdays to support the MPAC operations and business needs.

* Other job duties as deemed necessary and assigned.

**Skills**

**Required**

**Communication** *Expert* **Technical** *Expert* **Leadership** *Expert* **Education**

**Experience**

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)