What are we looking for?
We are looking for a Director of Revenue Management who will play a pivotal role in managing the hotel's revenue. Preferably with Marriott experience. Must be One Yield v2 certified and located in the Washington, D.C. area.
We are committed to providing you with a highly competitive, comprehensive benefits program that provides the care you and your family need to lead healthy, productive lives. We also offer Health Savings Account (HSA), Flexible Spending Accounts, 401(k) matching program for eligible associates, Life and AD&D Insurance, Disability Insurance, Employee Assistance Program (EAP), Tuition Reimbursement, Travel Assistance Program, Hotel Discounts for Marriott Brand Hotels and/or any hotels under Crescent Hotels & Resorts Portfolio, Pet Insurance, Paid Holidays, Paid Sick Days, Paid Time Off. We also provide complimentary on-site parking and monthly phone reimbursement.
Does this sound like you?
You are responsible for the management and direction of the hotel's total room revenue while managing sales activities related to maximizing transient and yield penetration through proper management of room inventories of the hotel. You are responsiblein determining and implementing strategies to achieve this through analytical and technical knowledge of hotel revenue systems and business intelligence tools.
At Crescent Hotels & Resorts we strive to create a great place to work where associates at all levels of our organization are respected for their differences, just like the guests and owners we serve. That's why we are dedicated to creating an environment that facilitates open and honest conversations about race, equity, diversity, and inclusion. By examining our own beliefs and behaviors, we can create change through training, recruiting, and promoting diverse talent to strengthen our culture.
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)