We’re looking for an experienced Business Travel Sales Manager who will be a critical part of the sales organization, driving sales activities at our properties in Washington DC. You will be responsible for cultivating and activating the strategic sales strategies, tactics, and action plans required to achieve your hotel’s financial and market share goals, while collaborating with the revenue, marketing, and operations team to optimize the customer journey.

This individual will reside in the Washington DC area. This is a hybrid position that will require a combination of on-site and remote work. This is an exempt position that reports to the Area Director of Sales.

Who We Are

• Passionate – about hospitality and fostering an environment where associates will thrive.
• Culture driven – dedicated to respect, teamwork, an entrepreneurial spirit, and the drive to succeed.
• Unique - we encourage our associates to express themselves and their individual talents. We celebrate diversity and are committed to equity and inclusion.
• Innovators – we are a lifestyle hotel management company that is constantly evolving. We are open minded individuals who embrace change.
• A growing team looking to expand with authentic and genuine individuals who recognize the importance of team engagement.
• A company that has a culture of promoting from within.
• Recognized as a Top Workplace in The Washington Post and Philadelphia Inquirer over the past 9 years.

What You Will Be Doing

• Responsible for growing Business Travel sales by soliciting new and existing accounts to meet and/or exceed revenue goals and maximize profitability for the hotel.
• Accountable for total account management of all negotiated accounts, including contracting and servicing the requests of these accounts.
• Responsible for negotiating, completing, and implementing RFPs jointly with the DORM/DOS.
• Maintain a consistent schedule of weekly telephone and outside solicitation, including scheduling agency presentations, hotel site visits, and familiarization trips.
• Build strong relationships with clients and the hotel operational team to ensure delivery of exceptional guest service.
• Participate in revenue strategy meetings and monthly sales meetings, as assigned by the Area Director of Sales.
• Responsible for maintaining all Business Travel reporting on a weekly and monthly basis.

• Cultivate and activate the key sales strategies, tactics and action plans required to achieve your hotel's financial targets.
• Know what a "win-win" looks like by putting together tailored proposals, and contracts that benefit both the hotel(s) and the client.
• Collaborate with the Director of Revenue Management and Area Director of Sales to create budgets, forecasts, and business plans.
• Clearly communicate the direction and purpose of all initiatives to all shareholders in the hotel operation to reinforce collaborative execution of goals.
• Actively seek out critical information on market trends, segment behavior, and other data to make informed decisions and remain ahead of the pack.
• Actively engage with the local hotel community and tourism industry partners to stay up-to-date on current market occurrences/happenings.

What We’re Looking For

• Have a minimum of 3-5 years’ experience in sales positions in the hospitality industry, holding a sales role (Sales Manager, Senior Sales Manager or Associate Director of Sales) at a property.
• Experience working with both branded and independent hotels.
• Demonstrate a history of high achievement in Business Travel sales.
• Have a track record of achieving and maintaining superior sales and revenue results at your hotel(s) and can articulate the underlying strategies that led to your achievements.
• Able to train and monitor the process of sending referrals, setting traces, and profiling accounts.
• Possess excellent communication, organizational skills, attention to detail, and an entrepreneurial spirit.
• Have a thorough knowledge of the hospitality industry, have a strong financial background, sound administrative skills, and have demonstrated ability to effectively lead.
• A passion for hospitality will be apparent from speaking with you; you naturally connect with colleagues and guests.
• Ability to use the tools of our trade: computers, Hospitality CRM (Salesforce), databases, property management systems, and industry business intelligence tools (Agency360)
• Champion employee engagement and promote a collaborative and inclusive environment where all employees are encouraged to speak up and their input is valued.
• Champion our values, vision, and culture.

What’s In It for You

• Generous health, dental and vision insurance, plus 401K, enrollment on day 1!
• Comprehensive onboarding and training plan to set you up for success.
• Coaching, feedback, and mentorship to develop yourself and your team.
• Personalized development plan to fit your individual role and career goals.
• Leadership courses to improve your personal and interpersonal effectiveness.
• Monthly fitness and transportation credits.
• Unlimited PTO and 9 paid holidays.
• Opportunities to volunteer and give back to our local communities.
• Paid Parental Leave.
• Tuition reimbursement opportunities – when you grow, we grow!

Non-Negotiables (Our Core Values)

• SERVE OTHERS.
• LIVE 360.
• BUILD A POSITIVE TEAM.
• COMMUNICATE.
• BE WILDLY PASSIONATE.
• TAKE OWNERSHIP.
• LEARN INNOVATE.
• EMBRACE CHANGE

As part of an organizational culture that embraces change and progress, this job description does not seek to limit the tasks and responsibilities of the position. Rather, it acts as a springboard for future career and personal development within the property team and entire Modus Hotels’ community.

We are an equal opportunity employer. We actively respect the right of any qualified individual who performs to Modus standards to work. Discrimination based on gender, age, race, religion, national origin, marital status, sexual orientation, disability, or any other characteristic not related.

Modus by PM Hotel Group 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.

This description is subject to change, at 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.

This position is primarily stationary; this will require moving less than 50% of the time.

Experience

• 2 year(s): Experience with Branded Independent Hotels
• 2 year(s): Sales Leadership Experience
• 5 year(s): Hospitality Sales Experience

Behaviors

• Leader: Inspires teammates to follow them
• Enthusiastic: Shows intense and eager enjoyment and interest
• Innovative: Consistently introduces new ideas and demonstrates original thinking
• Team Player: Works well as a member of a group
• 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
• Dedicated: Devoted to a task or purpose with loyalty or integrity

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)