Vice President of Sales & Marketing - New York Region

Full-Time

Description

Crescent Hotels and Resorts is seeking a Vice President of Sales to oversee the Sales & Marketing functions for the New York Region. We are seeking a highly energized leader with a track record of demonstrated success within the hotel environment. The ability to effectively communicate with ownership, corporate leadership and property teams and lead by example are trademarks required for this role.

At Crescent Hotels & Resorts, we are a team of hospitality professionals that are deeply connected to & proud of the exceptional experiences we provide for our guests. More than that, we know our Associates are the shining stars of what we do!

We understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that ‘feed your inner explorer’, we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright.

We are looking for our next great leader to join us on our Sales & Marketing team as Vice President of Sales & Marketing, New York Region.

We are committed to providing you with:

• Excellent compensation package with an annual salary of $185k - $200k
• Operational incentive plan eligibility
• An exceptional benefit plan for eligible associates & your family members
• 401K matching program for eligible associates
• Discounts with our Crescent managed properties in North America for you & your family members

The Vice President of Sales & Marketing for the New York Region will oversee all Sales & Marketing functions for a portfolio of hotels. This role is responsible for developing and implementing sales strategies to drive revenue, achieve market share objectives, and build relationships.

Essential Job Functions:

• Directly responsible for a portfolio of properties within region, ensuring strategic goals are met. Includes strategizing, assisting, and directing property leadership in initiatives to support market share performance and sales initiatives.
• Effectively act as a mentor leaders of property leadership teams.
• Act as liaison with property ownership within own portfolio to ensure proper and proactive communication. Review and understand ownership needs and expectations on a regular basis.
• Develop, communicate and monitor Sales Action Plans for the hotel teams.
• Assist in supporting, training, coaching and monitoring sales teams within region to achieve sales objectives and performance standards.
• Direct, communicate and implement appropriate sales policies and practices.
• Assist in establishing annual expense budget.
• Review monthly forecasts, with hotel and area team, for accuracy.
• Assist in supporting, training, and coaching the Sales team to ensure Brand and Culture Alignment, enhance the customer experience.
• Work directly with the Area/Regional team to maximize efficiencies and increase sales and profitability.
• Work with hotels to establish optimal pricing and booking guidelines through the RFP process.

Requirements:

• Must have 3-5 years proven success in driving revenue growth in a VP/Regional Hotel Sales role.
• Must reside in the New York/New Jersey/Pennsylvania area.
• Strong understanding of the New York hotel & hospitality market required.
• Ability to strategically analyze data and make informed decisions.

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)