Catering Sales Manager | Hotel Du Pont

SPECIFIC DUTIES:

• Develop strong relationship with wedding planning firms through prospecting and presentation efforts for the purpose of securing business for the resorts and proper positioning of the resort as a wedding destination.
• Review wedding sourcing platforms and marketing opportunities to ensure continued growth of qualified wedding inquiries.
• Responding to all wedding inquiries in a prompt and professional manner, assisting clients on options best suited to both the couple’s needs and the resort’s successful operation while providing excellent service
• Conduct all site visit and follow up with the potential client to secure the business.
  Stay abreast of industry trends, continually seeking opportunities from unique resources such as wedding professional associations, bloggers and influencers, vendors and sourcing sites
• Employ excellent communication and listening skills to qualify clients and grow conversion of leads.
  Research, identify, analyze and develop new business opportunities
  Creative use of social media and other research/prospecting tools to reach potential wedding couples and event planning firms
• Manage current accounts / clientele to ensure continued profitability.
• Prepare accurate proposals, cost estimates and contracts
  Work with accounting department to provide proper documentation to prepare deposit and payment estimates.
• Develop new / customized promotions or packages and submit recommendations to the Director of Group Sales for review and approval.
• Share important client information to all applicable departments / staff on site and contract turnovers.
• Develop strong, mutually beneficial partnerships with local and state vendors to enhance weddings and optimize revenues.
• Provide consistent reporting as requested, including an annual Strategic Sales Plan for the wedding market.
• Participate in Sales / Marketing/Operational meetings
  Maintain flexible schedule including weekends, evening and early morning hours and holidays, modifying hours as needed to ensure best sales efforts.
• Work closely with banquets and Conference Service team to ensure proper service and coverage.
• Oher duties as assigned.

WHAT ARE WE LOOKING FOR?                 

• Proven, dynamic leader and self-starter.
• Strong written and verbal communication skills
• Demonstrated problem-solving and interpersonal skills.
• Luxury and independent hotel experience preferred.
• Ability to effectively deal with internal and external customers, some of whom will require high levels of patience, tact, and diplomacy to defuse anger and collect accurate information to resolve conflicts.
• Local and regional market experience is a plus.
• Honesty, integrity, passion for hard work and success
• Results driven.

 QUALIFICATIONS SKILLS:

• Bachelor’s degree in Hotel Management, Travel/Tourism, Sales/Marketing or similar preferred
• 5 years of sales management experience in the hospitality industry, minimum 2 years with a luxury property
• Previous experience as a luxury Hotel Sales Manager with a major luxury hotel brand preferred.

WHO ARE WE?

Opened in 1913, the HOTEL DU PONT is dedicated to delivering timeless luxury with a modern and sophisticated sensibility. Located in downtown Wilmington, Delaware, in the heart of the picturesque Brandywine Valley, the 12-story Italian Renaissance landmark building boasts 217 guest rooms and spacious suites. Named the #1 hotel in Delaware by Conde Nast Traveler and U.S. News and World Report, the hotel is home to Le Cavalier at the Green Room, a modern French brasserie helmed by Chef-Partner Tyler Akin. Owned by Buccini/Pollin Group and managed by PM Hotel Group, the HOTEL DU PONT is a member of Preferred Hotels and Resorts Worldwide and a charter member of Historic Hotels of America. For more information, visit www.hoteldupont.com. Follow us on Facebook and Instagram. ­­­­­­­­­­

ABOUT PM HOTEL GROUP

Awards Accolades:

• Recognized as a Best Place to Work in Hospitality as seen in Hotel Business­­­­­­­­
• Fastest Growing Private Companies in DC – Washington Business Journal
• Inc 5000 – Fastest Growing Private Hospitality Companies

PM is PEOPLE-POWERED

At PM Hotel Group we are passionate about fostering an environment that allows our associates to thrive. Creating a culture dedicated to respect, teamwork, entrepreneurial spirit, and the drive to succeed, we encourage our associates to express themselves and their unique talents. We celebrate diversity and are committed to equity and inclusion. 

A top-15 hotel management company, PM Hotel Group has over two decades of experience building relationships with brands, partners, and third-party hotel owners. We know that our greatest resource is our people, and this people-first mindset is at the heart of our corporate DNA.

Customer Satisfaction: 

Our customers are what we are about.  One of the keys to a positive guest experience is positive interaction with PMHS 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 PMHS 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 PMHS.  Every PMHS 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.  Furthermore, 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, always, 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 contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)

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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)