The Sheraton Raleigh Hotel, located in Downtown Raleigh, nestled in the entertainment district, is actively looking for our next exceptional Housekeeping Supervisor!

All associates are offered an array of benefits, and competitive wages, based on eligibility, including:

• Medical, Dental, and Vision Insurance

• Employee Discounts

• Employee Travel Discounts

• Flexible Scheduling

• Flexible Spending Account

• Health Savings Account

• PTO and Sick Time

• Parental Leave

• Retirement Plan: 401(K) with matching

• Weekly Pay

The Housekeeping Supervisor will oversee the daily operations of our housekeeping team. The ideal candidate will have a strong passion for hospitality and housekeeping, as well as exceptional organizational and communication skills. The Housekeeping Supervisor is responsible for ensuring that all areas of the hotel are kept clean and tidy, managing the housekeeping team, providing training and development opportunities to ensure that all standards are met.

Customer Satisfaction:

Our customers are what we are about. One of the keys to a positive guest experience is positive interaction with PM Hotel Group staff. It is essential that you always remain professional, and that you treat all guests and associates with courtesy and respect, under all circumstances. Every PM Hotel Group associate is a guest relations ambassador, every working minute of every day.

Work Habits: 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, can 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 PM Hotel Group. Every PM Hotel Group 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 associate’s supervisor.

Behaviors

• 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

Motivations

• Job Security: Inspired to perform well by the knowledge that your job is safe
• Goal Completion: Inspired to perform well by the completion of tasks
• Self-Starter: Inspired to perform without outside help
• Growth Opportunities: Inspired to perform well by the chance to take on more responsibility
• Financial: Inspired to perform well by monetary reimbursement
• Flexibility: Inspired to perform well when granted the ability to set your own schedule and goals
• Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization
• Entrepreneurial Spirit: Inspired to perform well by an ability to drive new ventures within the business

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)