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Temporary Hotel Manager Jobs (NOW HIRING)

The Whit Hotel

Front Office Supervisor - FT

Chicago, IL · On-site

$26/hr

Monitor hotel business levels and direct associates to areas needing temporary assistance during ... Write a Manager on Duty (MOD) report at the end of each shift. * Respond to emergency situations ...

Giri Hotel Management

Executive Chef

Bethel, ME · On-site

$70K - $97K/yr

... management with strong time management skills, ensuring that our guests have an excellent ... adhering to hotel budget and quality standards. Relocation assistance and temporary housing ...

SH Hotels and Resorts

Temporary Steward

San Francisco, CA · On-site

$33.98/hr

Temporary assignment for 3-months About us... As a mission-driven company, our purpose is our true ... Founded in 2006 by Barry Sternlicht, Starwood Hotels is a luxury hotel brand management company and ...

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Temporary Hotel Manager information

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$64.1K

$131K

How much do temporary hotel manager jobs pay per year?

As of Jun 10, 2026, the average yearly pay for temporary hotel manager in the United States is $64,068.00, according to ZipRecruiter salary data. Most workers in this role earn between $47,000.00 and $71,000.00 per year, depending on experience, location, and employer.

What are Temporary Hotel Managers?

Temporary Hotel Managers are professionals hired on a short-term basis to oversee the operations of a hotel. They typically step in during periods of transition, staff shortages, or while a permanent manager is being recruited. Their responsibilities include supervising staff, ensuring guest satisfaction, managing budgets, and maintaining hotel standards. Temporary Hotel Managers must quickly adapt to new environments and maintain smooth operations during their tenure. This role requires strong leadership, communication, and problem-solving skills.

What are some common challenges faced by a Temporary Hotel Manager, and how can they be effectively addressed?

As a Temporary Hotel Manager, one of the most common challenges is adapting quickly to a new team, operational procedures, and guest expectations in a short time frame. To address this, it's important to prioritize clear communication with staff, rapidly assess the hotel's current operations, and focus on building trust with both employees and guests. Familiarizing yourself with the hotel's standard operating procedures and leveraging your previous hospitality management experience will help you make informed decisions and maintain service quality. Flexibility and strong organizational skills are key to navigating these transitions smoothly.

What are the key skills and qualifications needed to thrive as a Temporary Hotel Manager, and why are they important?

To thrive as a Temporary Hotel Manager, you need strong leadership, operational management, and hospitality experience, often supported by a degree in hospitality or related field. Familiarity with property management systems (PMS), booking platforms, and compliance standards is essential, and certifications like CHA (Certified Hotel Administrator) are advantageous. Exceptional interpersonal skills, adaptability, and problem-solving abilities help you quickly build rapport with staff and guests in a short-term role. These skills and qualities are critical to ensure smooth hotel operations, guest satisfaction, and effective team management during transitional periods.

What is the difference between Temporary Hotel Manager vs Hotel Operations Coordinator?

AspectTemporary Hotel ManagerHotel Operations Coordinator
CredentialsExperience in hotel management, relevant certifications (e.g., hospitality management)Hospitality or related degree, organizational skills
Work EnvironmentHotel properties, often in leadership roles during peak or transitional periodsOffice or hotel administrative settings, supporting daily operations
Employer & Industry UsageHotels, resorts, hospitality companiesHotels, hospitality chains, management companies
Search & Comparison IntentTemporary leadership roles, hotel management jobsOperational support roles, hotel staff coordination

The main difference is that a Temporary Hotel Manager oversees hotel operations temporarily, often during staffing gaps or transitions, requiring management experience. In contrast, a Hotel Operations Coordinator supports daily activities and administrative tasks without direct management responsibilities. Both roles are essential in hotel operations but differ in scope and level of responsibility.

More about Temporary Hotel Manager jobs
What cities are hiring for Temporary Hotel Manager jobs? Cities with the most Temporary Hotel Manager job openings:
What states have the most Temporary Hotel Manager jobs? States with the most job openings for Temporary Hotel Manager jobs include:
What job categories do people searching Temporary Hotel Manager jobs look for? The top searched job categories for Temporary Hotel Manager jobs are:
Temporary Hotel Manager jobs near you

Temporary Supervisor II

The Greenbrier Hotel

White Sulphur Springs, WV • On-site

$22.52/hr

Temporary

Posted 8 days ago

Job description

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Temporary <\/span>Food <\/span>& <\/span>Beverage <\/span>Supervisor<\/span><\/span>
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Employer: <\/span>The <\/span>Greenbrier <\/span>Hotel <\/span>Group <\/span>dba <\/span>The <\/span>Greenbrier <\/span>Hotel <\/span>Group Start Date: 03\/21\/2026<\/span>
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End <\/span>Date: <\/span>01\/13\/2027<\/span><\/span>
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The <\/span>Greenbrier <\/span>Hotel <\/span>Group <\/span>dba <\/span>The <\/span>Greenbrier <\/span>Hotel <\/span>located <\/span>in <\/span>White <\/span>Sulphur <\/span>Springs, <\/span>West <\/span>Virginia seeks eight (8) full\-time Temporary Servers who will be responsible for:<\/span>
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         <\/span><\/span><\/span><\/span>Support manager in daily operations of dining outlet through developing a high energy, guest service focused team through leading employees in customer service and managing <\/span>resources<\/span><\/span>
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         <\/span><\/span><\/span><\/span>Monitor guest service and dining experience and take action to ensure service goals and satisfaction levels are attained<\/span>
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         <\/span><\/span><\/span><\/span>Support and demonstrate dining room standards, ensuring that guest service is always in the forefront of the restaurant and implementing plans to improve service levels with measurable goals and benchmarks<\/span>
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         <\/span><\/span><\/span><\/span>Collaborate<\/span> <\/span>with<\/span> <\/span>chef<\/span> <\/span>to<\/span> <\/span>improve<\/span> <\/span>food<\/span> <\/span>expediting<\/span> <\/span>process<\/span> <\/span>for<\/span> <\/span>any<\/span> <\/span>meal<\/span> <\/span>period.<\/span>
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         <\/span><\/span><\/span><\/span>Maintain <\/span>a <\/span>strong <\/span>presence <\/span>by <\/span>visiting <\/span>every <\/span>table <\/span>at <\/span>least <\/span>once <\/span>during <\/span>the <\/span>experience.<\/span><\/span>
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         <\/span><\/span><\/span><\/span>Monitor<\/span> <\/span>and<\/span> <\/span>continue<\/span> <\/span>opening<\/span> <\/span>and<\/span> <\/span>closing<\/span> <\/span>duties.<\/span>
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         <\/span><\/span><\/span><\/span>Leadership:<\/span>
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         <\/span><\/span><\/span><\/span>Communicate <\/span>necessary <\/span>information <\/span>to <\/span>staff, <\/span>peers <\/span>and <\/span>superiors <\/span>with <\/span>energy <\/span>and enthusiasm <\/span>including <\/span>running <\/span>energetic, <\/span>informative <\/span>daily <\/span>lineups<\/span>
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         <\/span><\/span><\/span><\/span>Build <\/span>morale <\/span>and <\/span>spirit<\/span><\/span>
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         <\/span><\/span><\/span><\/span>Promote<\/span> <\/span>teamwork<\/span>
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         <\/span><\/span><\/span><\/span>Train <\/span>and <\/span>develop <\/span>new <\/span>hires<\/span><\/span>
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         <\/span><\/span><\/span><\/span>Engage <\/span>and <\/span>coach <\/span>employees <\/span>in <\/span>job <\/span>performance<\/span><\/span>
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         <\/span><\/span><\/span><\/span>Ensure <\/span>safety <\/span>standards <\/span>and <\/span>goals <\/span>are <\/span>practiced <\/span>and <\/span>attained<\/span><\/span>
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         <\/span><\/span><\/span><\/span>Ensure<\/span> <\/span>company<\/span> <\/span>policies<\/span> <\/span>and<\/span> <\/span>work<\/span> <\/span>rules<\/span> <\/span>are<\/span> <\/span>followed <\/span>Will report directly to the Director of Beverage<\/span>
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Six <\/span>(6) <\/span>months <\/span>experience <\/span>food <\/span>service <\/span>or <\/span>lead <\/span>host <\/span>experience <\/span>preferred. <\/span>One <\/span>worksite <\/span>located <\/span>at 101 Main Street West, White Sulphur Springs, WV, no other worksites. <\/span>On\-the\-job training is provided.<\/span><\/span>
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Wage: Workers <\/span>will <\/span>make <\/span>no <\/span>less <\/span>than <\/span>the <\/span>prevailing <\/span>wage <\/span>of $16.50 <\/span>per <\/span>hour <\/span>and <\/span>Overtime <\/span>at <\/span>$22.52 per hour.<\/span>
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Schedule: 35 hours per week minimum. Work schedule can vary and can include evening and weekend hours. <\/span>Work may be performed on any day of the week from Monday through Sunday. Work hours and shifts vary.<\/span>
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A<\/span> <\/span>single<\/span> <\/span>workweek<\/span> <\/span>will<\/span> <\/span>be<\/span> <\/span>used<\/span> <\/span>to<\/span> <\/span>compute<\/span> <\/span>wages<\/span> <\/span>due.<\/span> <\/span>Wages<\/span> <\/span>are<\/span> <\/span>paid<\/span> <\/span>bi\-weekly.<\/span>
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All <\/span>deductions <\/span>from <\/span>paycheck <\/span>will <\/span>be <\/span>made <\/span>in <\/span>accordance <\/span>with <\/span>and <\/span>as <\/span>required <\/span>by <\/span>law <\/span>including <\/span>but not <\/span>limited <\/span>proper <\/span>deduction <\/span>to <\/span>ensure <\/span>wages <\/span>do <\/span>not <\/span>improperly <\/span>fall <\/span>below <\/span>prevailing <\/span>wage.<\/span>
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If the worker completes 50% of the work contract period, employer will pay directly for and\/or reimburse workers <\/span>for <\/span>transportation <\/span>and <\/span>subsistence from <\/span>the <\/span>place <\/span>of <\/span>recruitment <\/span>to the place of work. <\/span>Upon <\/span>completion <\/span>of <\/span>the <\/span>work <\/span>contract <\/span>or <\/span>where <\/span>the <\/span>worker <\/span>is <\/span>dismissed <\/span>earlier, <\/span>employer <\/span>will provide <\/span>or <\/span>pay <\/span>for <\/span>worker's <\/span>reasonable <\/span>costs <\/span>of <\/span>return <\/span>transportation <\/span>and <\/span>subsistence <\/span>back <\/span>home <\/span>or to the place the worker originally departed to work, except where the worker will not return due to subsequent <\/span>employment <\/span>with <\/span>another <\/span>employer. <\/span>The <\/span>employer <\/span>will <\/span>pay <\/span>directly <\/span>for <\/span>and\/or <\/span>reimburse workers <\/span>for <\/span>all <\/span>reasonable <\/span>inbound <\/span>transportation <\/span>and <\/span>subsistence <\/span>costs <\/span>within <\/span>the <\/span>first <\/span>workweek. <\/span>The employer will <\/span>pay <\/span>directly <\/span>for and\/or reimburse <\/span>workers <\/span>for <\/span>all <\/span>reasonable outbound transportation <\/span>and subsistence costs during the last workweek. <\/span>The amount of transportation payment or reimbursement will be equal to the most economical and reasonable common carrier for the distances <\/span>involved. <\/span>Daily <\/span>subsistence <\/span>will <\/span>be <\/span>provided <\/span>at <\/span>a <\/span>rate <\/span>of <\/span>$16.28 <\/span>per <\/span>day <\/span>during <\/span>travel <\/span>to <\/span>a maximum of $68.00 per day with receipts.<\/span>
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The employer guarantees <\/span>to offer work for hours <\/span>equal to <\/span>at least three fourths of the <\/span>workdays in each 12\-week period of the total employment period.<\/span>
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The employer will provide workers <\/span>at no charge all tools, supplies, and <\/span>equipment required to perform <\/span>the job.<\/span>
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H\-2B <\/span>workers <\/span>will <\/span>be <\/span>reimbursed <\/span>in <\/span>the <\/span>first <\/span>workweek <\/span>for <\/span>all <\/span>visa, <\/span>visa <\/span>processing, <\/span>border <\/span>crossing, and <\/span>other <\/span>related <\/span>fees, <\/span>including <\/span>those <\/span>mandated <\/span>by <\/span>government <\/span>(excluding <\/span>passport <\/span>fees).<\/span>
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Inquire <\/span>or <\/span>send <\/span>applications, indications <\/span>of <\/span>availability, <\/span>and\/or <\/span>resumes <\/span>to West Virginia <\/span>Workforce 330 Red Oaks Shopping Center, Suite 1, Ronceverte, WV 24970. 1800\-525\-5627; fax 304\-647\-7412. Job Order TBD.<\/span>
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Mail <\/span>resume <\/span>to <\/span>H2B <\/span>Jobs <\/span>- <\/span>at <\/span>The <\/span>Greenbrier <\/span>Hotel, <\/span>Attn. <\/span>Human <\/span>Resources,101 <\/span>Main <\/span>Street <\/span>West, White Sulphur Springs, WV 24986.<\/span>
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Website: <\/span><\/span>www.greenbrier.com\/employment<\/span><\/a>
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