Assistant General Manager

Job Description

Job Description

The Assistant General Manager is responsible to promote and achieve operational excellence and optimum financial performance for this property. Reporting directly to the General Manager, the Assistant Manager is expected to significantly contribute to revenue and profit targets, asset management, NHG accounting compliance, guest satisfaction, public relations, food and beverage, sales and marketing, human resources, personnel training and development, and the development of an annual operating budget. The ideal Assistant Manager candidate will have a bachelor's degree in business or hospitality management (relevant degree plus hospitality experience may substitute), a certification in hotel Administration (CHA) desired, three years relevant experience, strong

supervisory/management

skills, P&L experience, and outstanding leadership qualities.
The following is a representative list of the duties and responsibilities associated with this position:
Hotel Profitability:
Monitors compliance with staffing guidelines and budgeted payrolls by all departments
Monitors compliance with annually established room rate plan and applies principles of yield management
Helps establish annual incentive programs for all department heads
Conducts staff meetings on weekly basis to ensure interdepartmental communication and coordination of mutual goals
Conducts audits on a quarterly basis of departmental procedures and results
Monitors Daily Rooms Inventory Control and merchandising procedures
Conducts quarterly rate surveys of competitive hotels/resorts and monitors program for competitive analysis and price-value assessment
Monitors and ensures compliance with amenity programs, company standards, and promotional materials
Helps develop annual operating budget
Monitors operating expense-tracking system for all departments
Asset Management:
Helps develop annual Capital budget
Helps Ensure completion of all Capital items
Conducts daily inspections of guest rooms to ensure housekeeping is meeting/exceeding cleanliness standards
Conducts Bi-weekly property inspections and approves action plans to include timetable to resolve problems
Accounting:
Works to ensure that the property complies with NHG Accounting Policies and Procedures
Guest Satisfaction and Public Relations:
Promotes guest satisfaction in an effort to obtain repeat business of leisure and organizational markets
Evaluates all guest complaints and ensures corrective action is taken by department heads
Monitors response letters/corrective action program on response cards
Plays active role in community through affiliation with various community organizations to promote and maintain positive image for the property
Assists in compliance with established M.O.D. Program
Sales and Marketing:
Monitors sales initiatives and activities in compliance with the established marketing plan.
Assists Director of Sales in development of annual Marketing Plan
Reviews marketing plan quarterly with Director of Sales to ensure effectiveness and makes adjustments accordingly
Assists Director of Sales with marketing efforts
Conducts “Rap Sessions” with Director of Sales monthly
Ensures that the Director of Sales conducts “Rap Sessions” with all sales managers on a monthly basis
Monitors monthly compliance with the Sales Action Plan included in the property’s Marketing Plan
Contacts P.I.C.s (Person-in-Charge of groups) in-house to promote good will and foster additional business, repeat bookings and referrals
Participates in a minimum of one off site sales trip quarterly to maintain favorable working relationships among prospective and current clients
Enhances the property’s community image and stays abreast of competition, and new developments to maximize profitability
Helps ensure that required sales reports are submitted in a timely manner
Human Resources and

Training/Development:
Helps ensure associates are provided with the necessary structure, motivation, and training to satisfy their needs and achieve organizational goals
Helps ensure that all hiring and termination practices adhere to A and A Hotels’ policies and procedures, state and federal laws and protects the company’s “at will” employer status
Helps ensure adequate staffing levels are maintained, adhering to, labor to budget, percent to sales and approved staffing guidelines
Helps ensure compliance of all department heads with goal-oriented position descriptions and reviews goals with each individual
Helps ensure development and maintenance of position descriptions in each associate’s personnel file (signed and dated by associate)
Reviews with department heads any

revisions/additions

made to position descriptions
Monitors departmental adherence to Performance Standards
Conducts annual performance evaluations with all department heads. Ensures all department heads conduct annual performance evaluations with their associates. All performance evaluations will include a goal oriented action plan for the coming year
Encourages promotion from within and associate development through goal setting and associate training
Monitors compliance with the reservation-training program by attending monthly front office and reservation meetings to review and score shop call tapes and take action accordingly

Reviews departmental incentive programs (i.e. Sales, Reservation Shop Call, Rooms Revenue, Housekeeping, Associate of the Month) to ensure effectiveness
Coordinates with Corporate Director of Training and Development a minimum of five weeks of scheduled classes per year
Monitors HR compliance with formal orientation program. All associates will complete an orientation. All new hires will complete orientation within two weeks of hire date
Helps ensure new associates receive formal training by using the step-by-step training guides. Training guides will be signed, dated and placed in personnel file upon completion
All new associates will complete training evaluations within 30 days of hire date. The appropriate supervisor will correct training deficiencies
Supervisors will complete Educational Institute’s Supervisory Skill Builders course. The Certified Hospitality Supervisor exam to receive the CHS designation is optional
Helps ensure property is in compliance with all Federal and State laws with regard to all personnel practices

Personal Development:
Attends annually a minimum of one advanced management-training seminar
Attends corporate management sponsored events
Helps ensure continual efforts are made to increase management abilities and knowledge
Operates in compliance with Policies and Procedures Manual unless preempted by property or franchise-level policies

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