Job Information
Crescent Hotels and Resorts Housekeeping Supervisor in Quincy, Massachusetts
Description
We are adding to our staff and looking for a supervisor to help lead our hardworking housekeeping team!
We offer excellent benefits, including vacation, sick and holiday pay, medical/dental/vision, company-paid life insurance, long-term/short-term disability, matching 401k, free meals, hotel discounts, and more!
What you will do: You will ensure that the staff of the housekeeping department cleans and maintains guest rooms and public space in accordance with guest expectations and standards. This will include daily room assignments and inspections; assisting in ongoing training, guidance and communication with staff.
What you should bring to the table: Excellent communication skills. A self-starting personality with an even disposition. A willingness to “pitch-in” and help co- workers with job duties. Computer skills to be able to review occupancy and assign rooms.
When you will work: Hotels are open 24 hours a day, 7 days a week. Full availability to be scheduled based on business demands is important.
Qualifications
Behaviors
Preferred
Dedicated: Devoted to a task or purpose with loyalty or integrity
Leader: Inspires teammates to follow them
Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
Motivations
Preferred
Growth Opportunities: Inspired to perform well by the chance to take on more responsibility
Self-Starter: Inspired to perform without outside help
Goal Completion: Inspired to perform well by the completion of tasks
Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization
Education
Required
- High School or better
Experience
Preferred
- 1-2 year: Previous hotel housekeeping experience is required. Supervisory experience 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)