Yield Manager Jobs in Tulsa, OK (NOW HIRING)

1. Build and manage special rate plans according to established revenue management guidelines for group bookings upon receipt of recaps/turnovers from Sales Managers.

2. Create and manage group master's for newly created Rate codes, Rate plans, SRPs in Revenue Management System, set up billing methods & charge routing controls, & pre-authorize credit card guarantee prior to group arrivals.

3. Monitor group cut-off dates. As cut-off dates approach, alert DORM, DOSM & Sales Managers if group reservations are missing.

4. Perform 14-day window audit of blocked inventory in systems ensuring all unused blocked inventory has been released.

5. Prepare Group Pickup Report and lead weekly Group Pick Up Meeting.

6. Assist DOSM & DORM to catch & resolve group forecast discrepancies by balancing PMS and the sales system weekly. Alert DORM, DOSM & Sales Managers if any recaps are missing for definite groups in Delphi.

7. Assist DORM with setting and managing group MARs in the sales system.

8. Make multiple-room reservations that do not qualify as groups & other reservations routed by the sales managers, catering and front office departments within the guidelines established by DORM & DOSM.

9. Process on-property transient reservation for VIP guests, BT accounts, preferred account clients, etc., as directed by the GM/AGM, DOSM & DORM.

10. Fully understand hotel product and operations processes.

11. Interact effectively with colleagues and hotel guests.

12. Provide administrative support for the property Commercial Teams.

REQUIRED SKILLS AND ABILITIES:

Must have the ability to communicate in English. Self-starting personality with disposition. Must always maintain a professional appearance and manner. Can communicate well with guests. Must be willing to “pitch-in” and help co-workers with their job duties and be a team player. Analytical and technical skill required. Need working knowledge of reservations and front office systems and Microsoft Office Suite to take full advantage of the revenue opportunities. Forecasting and creative revenue management abilities needed. Yield management skill required to evaluate business trends and communicate recommendations to property team to take full advantage of revenue maximization.

PERFORMANCE STANDARDS:

Customer Satisfaction:

Our internal and external customers are what we are about. One of the keys to a positive guest experience is positive interaction with Crescent staff. It is essential that you remain professional at all times, and that you treat all guests and associates with courtesy and respect, under all circumstances. Every Crescent associate is a guest relations ambassador, every working minute of every day.

Work Habits:

In order to maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance. You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job and ask for help whenever you are not sure how to do something.

Safety & Security:

The safety and security of our guests and associates is of utmost importance to Crescent. Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.

NOTE:

This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties. Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. Other job-related duties may be assigned by the associate’s supervisor.

Furthermore, this description is subject to change, in the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” associate.