Regional Director Of Operations

Regional Director of Operations

Posting Details

Job Details

Description

GENERAL DESCRIPTION:

Responsible for providing leadership to hotels in the areas of pre-opening, operations, purchasing and marketing in order to drive revenue, profitability, co-worker engagement, and guest experience. Directly supervises General Managers of assigned hotels.

EXPECTATIONS & RESPONSIBILITIES:

This position will be expected to give the highest level of commitment in promoting the High Leadership Philosophy and working with other senior managers in the planning and execution of the strategic objectives of the SBU. This will include the ability to lead multiple hotels, manage diverse priorities, and execute on complex objectives simultaneously. The position requires superior communication skills in building and maintaining relationships both with hotel general managers and within the High Real Estate Group organization. The Regional Director of Operations will be able to analyze financial and non-financial results to identify opportunities for improvement within the organization. The Regional Director of Operations will promote the SBU, HREG and The High Companies in public forums which include: participation in organizations that promote a positive awareness of The High Companies; the ability to effectively speak in a public forum; and the promotion of marketing and sales opportunities. The Regional Director of Operations may be called upon to represent the company or direct actions normally decided upon and taken by the President.

EXPERIENCE, TRAINING, AND/OR EDUCATION REQUIRED:

Bachelor's degree in Hotel Management, Business, Finance or related field and a minimum of ten years related management experience or equivalent combination of experience and training.

DIMENSIONS (SALES VOLUME, TOTAL CO-WORKERS REPORTING, PAYROLL, ETC.):

Oversees revenue budgets totaling $30-40 million, net operating income totaling $10-$15 million, and assets totaling $100 - $120 million in market value.

REPORTING RELATIONSHIPS:

The incumbent is appointed by and accountable to the President, High Hotels Ltd. Directly supervises General Managers.

ESSENTIAL JOB FUNCTIONS:

Fundamental job requirements which an individual must be able to perform in order to accomplish the basic duties of the job.

• Administers policies and procedures governing the manner in which functions of the hotel operations will be conducted assuring excellent co-worker satisfaction, customer satisfaction, product quality, flow through objectives, safety and revenue and profit enhancement.
• Responsible for meeting all budgetary, cost and other financial objectives for each assigned hotel operation.
• The incumbent may be called upon to assist the hotel operations personnel during times of unusual need, especially in cases where the incumbent’s expertise contributes to improved operations.
• Develops and maintains a well-coordinated, efficient organizational structure. Provides guidance and direction to General Managers and their team members in support of their personal and professional development. Selects, trains, and develops subordinates. Identifies opportunities to improve upon capital and manage P&P process. Proactively recruit for talent at all levels of the organization.
• Establishes annual co-worker performance objectives, schedules periodic reviews and recommends salary adjustments within the guidelines of the annual budget process.
• Oversees, in conjunction with the general managers, the accounts receivable function of direct billed customers with the objective of using proper billing and credit and collection procedures to keep accounts current (less than 90 days) and bad debt write-offs under budgeted levels.
• In conjunction with the President, identifies and works with general managers to improve service and product evaluation scores by customers and by franchise inspections.
• In conjunction with the President, identifies negative cost variance trends at hotels and works with general managers to establish procedures to meet budgeted levels of operating costs in all hotel departments.
• Partners with the President, to coordinate renovations to existing hotels and the opening of new hotels by establishing budgets and coordinating the purchase and delivery as well as installation of all furniture, fixtures and equipment. Assists with pre-opening orientation and training of new co-workers to insure their readiness to operate the hotel.
• Support the President of High Hotels Ltd. In the development and execution of the annual strategic plan, the annual budget and operations plan, emphasizing balanced growth and consistent profitability; responsible for the development of a team of participating managers who meet regularly to review issues and opportunities, plan and review performance and establish appropriate controls.
• Select, train and develop management staff. Assist them in their recruiting efforts and in selecting other hotel staff personnel. Support President of High Hotels Ltd. In overseeing performance planning process for entire management staff.
• Keep the President of High Hotels Ltd. Apprised of the operations climate, identifying problems either actual or anticipated, communicate with the Area and General Managers involved and offer assistance as required.
• For acquisitions and new development, reviews financial data, evaluates property in terms of franchise opportunity and expenditures necessary to bring the property up to High Hotels’ standards, studies the market areas, prepares proformas and recommends promising acquisition and development opportunities to the President of High Hotels Ltd.

MARGINAL JOB FUNCTIONS:

Duties performed by the job which are not critical to the successful completion of the essential job functions:

• Services as informal organizer of High Executive Leadership Management groups of High Hotels supervisory personnel to ensure effectiveness of these efforts.
• Supports High Hotels’ efforts and actions related to Community Service

CORE COMPETENCIES:

• Strategic Leadership and Execution: Applies vision to think beyond the immediate situation and explores multiple potential paths. Invests time in planning, discovery, and reflection to better drive decisions and more efficient implementation. Ensures that business goals are met by executing, monitoring, and adjusting the organizational action plan.
• Critical Thinking: Evaluate problems, gather information, understand causes, and identify best possible solutions. Invests time in planning, discovery, and reflection to drive better decisions and more efficient implementations. Adjusts thinking and behavior to resiliently face change and uses experience to fuel growth. Embraces failure as a learning opportunity for themselves and others. Enables the process of change and transition while helping others deal with the effects of change.
• Dynamic Learning Mindset:
• C
ontinuously seeks opportunities to learn, questions the applicability of past approaches in the current environment, owns growth, and embraces failure as a learning opportunity.
• Self-Regulation:Ability to understand and manage your own emotions, as well as recognize and influence the emotions of those around you. Ability to perceive and understand the things that make you who you are as an individual, including your personality, actions, values, beliefs, emotions, and thoughts. Ability to see yourself clearly and objectively through reflection and introspection.
• Relationship Building:Develops internal and external trusting, professional relationships. Purposefully develops networks to build value through collaboration. Prioritizes and takes action on the needs of both internal and external customers. Designs and delivers products and services with the customer experience top of mind.
• People Leadership:Inspires, motivates, and empowers people to achieve organizational goals. Coaches, mentors, and manages employee experience, and employee performance, through mindful preparation. Creates space for others to lead. Impacts others' thinking, decisions, or behavior through inclusive practices and relationship building. Drives action through influence, often without authority.

Qualifications

Skills

Behaviors

Motivations

Education

Experience

Licenses & Certifications

Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities

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