General Manager

At Great Wolf, the General Manager is responsible for all aspects of operations at the lodge. The GM is an ambassador for the Great Wolf Brand who also provides leadership and strategic planning to all departments in support of our service culture, maximized operations and guest satisfaction.

Essential Duties & Responsibilities

• Works with Directors to develop financial strategies by estimating, forecasting, ensuring each department is staffed appropriately for any revised forecast, and anticipating requirements, trends, and variances; aligning monetary resources; developing action plans; measuring and analyzing results; initiating corrective actions; minimizing the impact of variances

• Leads all Lodge Directors to accomplish objectives through on-going coaching and mentoring

• Communicates job expectations; plans, monitors, appraises, and reviews and takes any corrective actions on the job contributions for all departments

• Champion for guest satisfaction and works with department leadership to investigate and resolve any issues with patrons and/or staff

• Ensures departments adequately enforce all policies, procedures and Traditions

• Ensures guest services operational objectives by monitoring and correcting individual performance when necessary

• Prepares information and recommends strategic plans and reviews; prepares and completes action plans; implementing productivity, quality, and customer-service standards; resolving problems; completing audits; identifying trends; determining system improvements; implementing change

• Ensures the resort meets financial objective by yield management; forecasting requirements; oversees the preparation of the annual budget; reviews scheduling expenditures; analyzes variances; initiates corrective actions

• Maintains customer confidence by ensuring all customer opportunities are followed up on

• Ensures the resort maintains a safe, secure, and healthy environment by establishing, following, and enforcing standards and procedures; complying with legal regulations

• Enhances resort reputation by accepting ownership for accomplishing new and different requests; exploring opportunities to add value to job accomplishments

• Partners with the community to establish beneficial partnerships

• Ensures the resort meets and/or exceeds Brand, Federal, State, and local safety and sanitation guidelines and regulations

• Facilitates weekly director's meeting and communicates necessary information to resort Directors

• Ensures resort organizational strategies align to brand objectives

• Identifies requirements and resource utilization; studying available technology; conferring with engineering consultants; completing cost-benefit studies; estimating costs

• Responsible for the promotion of a safe and professional workplace through adhering to policies and procedures as outlined in the Great Wolf Resorts handbook

Basic Qualifications & Skills

• Bachelor's degree in Hospitality, Business, related field; or equivalent combination of education and experience

• Minimum 5 years leadership in hospitality at department/division director level

• Minimum 2 years developing and implementing annual budgets; forecasting revenues and expenses, and generating plans to meet expected margins

• Demonstrated proficiency in Microsoft Office suite

• Successful completion of criminal background check and drug screen

Desired Qualifications & Traits

• 1+ year experience as Assistant General Manager and/or General Manager in hospitality/resort setting

• Strong Financial Acumen

• Significant customer service experience

• Strong problem solving and organizational skills

• Attention to detail and ability to exceed quality standards

• Enthusiastic and positive energy

• Multi-tasking ability

Physical Requirements

• Able to lift up to 20 lbs.

• Able to bend, stretch, and twist

• Able to stand or sit for long periods of time

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)