Area Director - RMAS

JOB SUMMARY 

 

Oversees a team of revenue management associates for a set of hotels and functions as the strategic business leader of revenue strategy for the given market. Provides strategic and analytical leadership and expertise to drive top-line property revenues for Advisory Services contracted properties across a defined geographic area. Partners closely with Leadership (Area Vice Presidents, Area Directors), Revenue Management Leadership, and Revenue Management Advisory Services Directors and teams to maximize property objectives and priorities. Oversees all the processes associated with demand, revenue, forecasting, inventory management and opportunity analysis. Provides support primarily in the areas of pricing strategy and mix management. Drives consistency in operational execution for the hotels they support. Manages team, verifying services are effectively deployed and providing day-to-day direction to Directors. Provides revenue support to Business Partners in other disciplines (e.g., Sales and Finance).

 

CANDIDATE PROFILE 

 

Education and Experience

• 2-year degree from an accredited university in Business Administration, Finance and Accounting, Economics, Hotel and Restaurant Management, or related major; 6 years experience in the revenue management, sales and marketing, or related professional area.

OR

• 4-year bachelor's degree in Business Administration, Finance and Accounting, Economics, Hotel and Restaurant Management, or related major; 4 years experience in the revenue management, sales and marketing, or related professional area.

 

CORE WORK ACTIVITIES

 

Managing Revenue Management Projects and Strategy 

• Provides strategic and analytical leadership and expertise to drive top-line property revenues for Advisory Services contracted properties across a defined geographic area.

• Communicates the services that the Advisory Services team provides and solves for existing gaps.

• Provides account management for key ownership and stakeholder accounts.

• Serves as revenue management operational leadership contact for AVPs, Area Directors and General Managers.

• Manages team, verifying services are effectively deployed and providing day–to-day direction to Directors.

• Provides revenue insight and context to help property leaders meet their goals.

• Partners with property leaders to discuss and develop revenue management ideas, strategies, and identify issues.

• Identifies creative and practical opportunities and develops efficiencies.

• Provides critical input to market leaders for development of property and overall market sales strategy.

• Executes and implements new processes to support business model.

• Develops and directs the efforts of key department and discipline objectives.

• Provides input to enhance and develop tools for better and more efficient analysis.

• Provides direct leadership to Directors and overall team.

• Develops specific goals and plans to prioritize, organize, and accomplish work.

• Sells ideas and influences diverse group of stakeholders, including Area Vice Presidents, Area Directors, GMs, and Directors on revenue strategies.

• Proactively sells services to increase participation.

• Understands and meets the needs of key stakeholders (owners, corporate, guests, etc.).

• Provides Revenue Support to Business Partners in other disciplines (e.g., Sales and Finance).

• Attends meetings to plan, organize, prioritize, coordinate and manage activities and solutions.

 

Analyzing and Reporting Revenue Management Data

• Provides strategic and analytical leadership for (Area) hotels to verify the achievement of (area/region/Hotel) revenue objectives.

• Analyzes period end and other available systems data to identify trends, future need periods and obstacles to achieving goals.

• Analyzes information and evaluates results to choose the best solution and solve problems.

• Translates or explains what information means and how it can be used.

 

Managing and Conducting Human Resources Activities

• Builds teams within area to support the organizational needs.

• Interviews and hires employees with the appropriate skills to meet the business needs of the units.

• Uses all available on the job training tools for employees.

• Communicates performance expectations in accordance with job descriptions for each position and monitors progress.

• Conducts employee performance appraisals according to Standard Operating Procedures.

• Establishes and maintains open, collaborative relationships with employees and verifies employees do the same within the team