Ne Jobs in Seattle wa

Compensation : Hourly $24.00-25.50 USD

As the Guest Services Manager NE,

• Review VIP reservations, amenity orders, and resumes for incoming and in-house guests. Update

the computer system by inputting inventory and non-inventory groups. Control the suite book to

ensure suites and special blocks are handled correctly.

house bank. Count cash and other methods of payment at the end of the shift to verify and balance

the house bank.

complications such as location changes or credit issues. Field guest complaints, conducting

thorough research to develop the most effective solutions and negotiate results. Plan and implement

detailed steps by using experienced judgment and discretion.

performance and encourage improvement. Monitor lobby traffic and make staffing adjustments accordingly.

and carrying it to the customer. File access slips in room order.

and courteous manner to ensure guest satisfaction.

The individual must possess the following knowledge, skills and abilities and be able to explain and

demonstrate that he or she can perform the essential functions of the job, with or without reasonable

accommodation.

diplomacy to defuse anger and collect accurate information and resolve conflicts.

complex mathematical calculations without error.

employees and assist and / or perform night audit functions including reporting, posting of revenues, auditing financial reports.

accurately input information using a moderately complex computer system.

Other Expectations :

is essential to the successful performance of this position.

schedules to reflect the business needs of the hotel. This includes nights, weekends and / or holidays.

available).

Protective Equipment (PPE) as determined by position and duties.

Working Conditions :

The physical demands and work environment characteristics described here are representative of those

that must be met by an employee to successfully perform the essential functions of this job. Reasonable

accommodations may be made to enable individuals with disabilities to perform the essential functions.

Physical Demands :

Sedentary work : Exerting up to 10 pounds of force occasionally (occasionally : activity or condition

exists up to 1 / 3 of the time), and / or a negligible amount of force frequently (Frequently : activity or

condition exists from 1 / 3 to 2 / 3 of the time), to lift, carry, push, or pull, or otherwise move objects,

including the human body. Sedentary work involves sitting most of the time, but may involve walking

or standing for brief periods of time. Jobs are sedentary if walking and standing are required only

occasionally and all other sedentary criteria are met.

Environmental Conditions :

Inside : Protection from weather conditions but not necessarily from temperature changes. A job is

considered "inside" if the worker spends approximately 75 percent or more of the time inside.

Qualifications :

provides the required knowledge, skills and abilities.

We offer a comprehensive full-time benefits package consisting of medical, dental, vision, telemedicine, pet discount program, identity theft protection, pre-paid legal support, flexible spending accounts, matched 401K, life, critical accidental or illness, short- & long-term disability, paid time off, wellness programs, wonderful hotel discounts and much more!

Spire Hospitality is an equal opportunity / AA / Disability / Veteran employer.

The EEO is the Law poster and its supplement are available using the following links : EEOC is the Law Poster (https : / / www1.eeoc.gov / employers / poster.cfm) and the following link is the OFCCP's Pay Transparency Nondiscrimination policy statement (https : / / www.dol.gov / ofccp / pdf / pay-transp_formattedESQA508c.pdf)

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)