The Chicago Marriott Suites – Deerfield has an immediate opening for an energetic, outgoing and experienced individual to lead our Sales Team. The Director of Sales and Marketing is responsible for the development and solicitation of business from all markets to ensure the necessary advance bookings needed for a successful and profitable operation for the hotel. We offer excellent benefits to include health, dental vision, life insurance, Short-term/Long Term Disability insurance, 401(k), vacation, sick and holiday pay and much more!!!!
Job Description:
This description is not intended to be all-inclusive. Associates may be asked to perform any reasonable management request, within their capabilities, to meet the ongoing needs of the hotel.
Requires at least 2 years previous experience in Director of Sales and Marketing role with similar sized, full service hotel. 5 years’ experience in progressive sales management role(s) with full service hotel. Brand experience helpful.
Strong knowledge of travel industry, current market trends and economic factors. Extensive skill in development and delivery of sales presentations both in person and virtually.
Self-starting, energetic persistent personality with an even disposition. Maintain a professional appearance and manner at all times. Can communicate well with peers, subordinates and guests. Must be willing to “pitch-in” and help co- workers with their job duties and be a team player.
Ability to access, understand and accurately input information using a moderately complex computer system. Ability to effectively deal with internal and external customers and staff, some of whom will require high levels of patience, tact and diplomacy to diffuse anger, collect accurate information and resolve conflicts.
Must have the ability to communicate in English. Ability to stand and move throughout the hotel property and continuously perform essential job functions.
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)
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