Night Auditor/Front Desk

Temps partiel

Description

The Sheraton Albuquerque Uptown has been awarded the Gold Level New Mexico Family Friendly Business Award! What does this mean? This means that we offer a host of employee and family friendly benefits to our associates! Some of those benefits include:

-Medical (two options) with vision

-Dental

-401(k) with 4% company match

-Voluntary Critical Illness

-Voluntary Accident Insurance

-Voluntary Hospitality Indemnity

-Voluntary Term Life Insurance (self, spouse/domestic partner, and children)

-Short-Term Disability

-Long-Term Disability

AND:

-Paid time off (vacation, sick, and holiday)

-Meal stipend

-Free uniforms

-Free non-slip shoes (two free pair per year!)

-Positive associate relations

-Associate recognition and events, incentives and rewards monthly

-Ongoing training

-Education assistance

-Major hotel discounts at over 7,000 hotels worldwide

-Other company discounts

A background check is required of all candidates selected to move forward in our hiring process.

We are an E-Verify employer.

Sheraton Albuquerque Uptown is an Equal Opportunity Employer. All qualified applicants and employees will receive consideration for employment without regard to race; color; sex; gender identity; sexual orientation; religious practices and observances; national origin; pregnancy, childbirth, or related medical conditions; status as a protected veteran or spouse/family member of a protected veteran; or disability. If you need accommodation for any part of the application process because of a medical condition or disability, please send an email to yadira.delgado@sheratonuptown.com or call 505 349-8024 to let us know the nature of your request.

Qualifications

Behaviors

• Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well (Preferred)

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)