Assistant Executive Housekeeper - Spire Hospitality LLC

Responsibilities and Duties:
• Oversees staff of Housekeeping Supervisors, House-Persons, and Room Attendants by conducting daily and monthly meetings, inspecting staff work and giving guidance so that deficiencies are corrected, and standards are met.
• Interviews, hires and trains room attendants in the procedures and techniques. Training includes detailed instruction on use of chemicals for different surfaces and procedures to report repairs to engineering.
• Arranges staff work schedules, determining days off, insuring staffing levels are based on occupancy and/or any current or anticipated projects. Submits payroll records, correcting errors to ensure pay is on time.
• Maintains and reviews computerized records for budgeting and forecasting of department expenses as well as inspection scores for housekeepers.
• Maintains inventories of amenities, chemical and other supplies to ensure items are in stock and reorders in timely manner.
• Coaches, counsels and disciplines staff, when appropriate, to ensure standards are met and assigns staff to additional training when needed.
• Reviews current standards and introduces hotel-wide changes such as those affecting amenity setups to ensure hotel is in compliance.
• Coordinates with laundry to ensure room linen is picked up and delivered to meet guest room needs.
• Consults with outside contractors regarding rehabbing or general maintenance of public and guest room areas.
• Performs other related duties as assigned.

Specific Job Knowledge and Skills:
The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of the job, with or without reasonable accommodation.

• Ability to read and write basic English in order to complete necessary reports and understand information from hotel, regional or corporate offices.
• Ability to communicate effectively and pleasantly with guests and staff as is necessary to effectively run the department.
• Ability to grasp, lift, carry or otherwise move materials weighing up to 100 lbs.
• Ability to move throughout building, bend, stoop and reach to assist other staff members complete their individual tasks if situation demands.
Other Expectations:
• Regular attendance in conformance with the standards, which may be established from time to time, is essential to the successful performance of this position.
• Due to the cyclical nature of the hospitality industry, associates may be required to work varying schedules to reflect the business needs of the hotel. This includes nights, weekends and/or holidays.
• All employees must maintain a neat, clean and well-groomed appearance (specific standards available).
• Employee is always required to take on the responsibility and wear appropriate Personal Protective Equipment (PPE) as determined by position and duties.
• Complies with health and safety rules, regulations and procedures to maintain a safe environment.

Physical Demands:
Exerting up to 10 pounds of force occasionally (occasionally: activity or condition exists up to 1/3 of the time), and/or a negligible amount of force frequently (Frequently: activity or condition exists from 1/3 to 2/3 of the time), to lift, carry, push, or pull, or otherwise move objects, including the human body. Some sedentary office work to complete reports and other computer related projects.

Qualifications:
• Any combination of education and experience that provides the required knowledge, skills and abilities.
• Ability to obtain any government required licenses or certificates.
• Minimum two years supervisory experience in hotel industry. Previous hotel experience in rooms division, preferably in hotels.
• Additional language ability preferred.

NOTE: While the list of essential duties is intended to be as inclusive as possible, there may be other duties that are essential to the position.

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) Housekeeping/Laundry