The Front Desk Supervisor position requires someone who is organized, detail-oriented, and can work well under pressure. If this sounds like you, then a career in the hospitality industry might be a great fit. This role requires a friendly demeanor and excellent customer service skills. A successful Front Desk Supervisor should be able to effectively handle stressful situations, and coordinate with other departments within the hotel. They must also be proficient in using various computer software programs related to front desk operations. Other responsibilities include:
- Supervises front desk agents and assigns tasks as needed
- Monitors guest experience to ensure satisfaction and responds to guest concerns
- Conducts training and coaching for front desk agents
- Maintains accurate records, including room availability and guest information
- Coordinates with other hotel departments, such as housekeeping and maintenance, to ensure a seamless guest experience
- Assists with guest check-ins and check-outs
- Handles cash and credit card transactions at the front desk
- Maintains a professional and welcoming demeanor when interacting with guests
- Ensures compliance with hotel policies and procedures
- Provides leadership and motivation to front desk team members.
Preferred
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1 - 3 years: Guest Service Experience
Preferred
Preferred
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Loyal: Shows firm and constant support to a cause
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Team Player: Works well as a member of a group
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Innovative: Consistently introduces new ideas and demonstrates original thinking
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Enthusiastic: Shows intense and eager enjoyment and interest
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Dedicated: Devoted to a task or purpose with loyalty or integrity
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)