1. JOB TITLE: General Manager

2. DEPARTMENT: Administration

3. SCOPE OF Complete responsibility for the day-to day operation of

RESPONSIBILITY: the entire hotel.

4. EMPLOYEE MANUAL: All employees must completely understand the requirements of their job. Prior to being assigned to the position, a complete understanding of the Employee
Manual is necessary since the person holding the position will be subjected to the rules and regulations listed in the manual.

5. ESSENTIAL TASKS:

CULTURE

The GM is expected to fully exemplify the culture of Wilson Hospitality.

a. Vision of Wilson Hospitality – At Wilson Hospitality we aim to change the world for the good one team member and one guest at a time.

b. Mission of Wilson Hospitality – We take care of people! We strive for comprehensive excellence in all facets of professional property management.

c. Core Values of Wilson Hospitality – a. Kindness – We follow the golden rule; we treat ourselves and others with dignity, kindness and respect b. Excellent Attitude – We have an excellent attitude and positive outlook. We know that those always makes a difference. c. Focus – We are focused on serving our guests. We pay attention to the details and we get the job done.

d. Clean – Clean – We are neat clean and organized in all we do, our guests expect clean and we deliver clean. Clean-Clean!

e. Efficiency – We use proven systems and methods. We are always looking for a more efficient way to get the job done. d. Brand Promise of Wilson Hospitality – Our people are friendly, our places are clean and we will be there for you when you need us.

ADMINISTRATION
a. Maintain high levels of guest satisfaction through staff training and positive motivation of staff. Emphasis to be placed on smiling, friendly, efficient service.

b. Personally handle guest complaints immediately. Train all employees on how to deal with customers who have problems effectively. Maintain system for employees to relay guest comments and complaints to the General Manager.
Actions should be taken to resolve the guest’s problem before they leave the property. If this is not possible, a follow-up email should be sent or a phone call made to the guest as soon as possible.

c. Maintain an accurate and informative employee manual. The employee manual is to be distributed to each new employee when they are hired. Each employee must have a signed acknowledgement in their personnel file that indicates they have received a copy of the manual and understand the material it contains.

d. A system of progressive discipline will be used for violations of the rules included in the employee manual. Any discipline undertaken by a supervisor must be approved by the GM before it is discussed with the employee and the GM must be present for any disciplinary meeting. Only the GM has the authority to terminate an employee and only after the situation has been reviewed and approved by Wilson Hospitality HR Department.

e. Maintain an effective Team Member Bonus program for employees which furthers the Wilson Hospitality goals of quality, service and cleanliness.

f. Promote high morale among the staff through various programs such as employee get-togethers, recreational activities and community involvement.

g. Screen and interview job candidates for open positions. Schedule shadow interviews with supervisors. Ensure candidates are then scheduled in with WHM
President for hiring consideration after the candidates have passed prior interviews.

h. Submit background check forms for potential candidates.

i. Conduct new hire orientation with all new team members completing all paperwork within the New Hire packet. This includes but is not limited to state and federal tax forms; I9 forms; policy and procedures; job descriptions; emergency contact forms; receipt of employee handbook, etc.

j. Maintain employee files in a locked, secure location in the General Manager’s office. These files are to be locked at all times. Each employee file should contain all appropriate paperwork and this should be verified at least once a year.

k. Maintain a trace file of anniversary dates, evaluation dates, payroll increase dates and birthdays. The GM should ensure that important dates do not go unrecognized. Upcoming evaluation and raise dates should also be traced in advance so that sufficient time is allowed for completing evaluations, etc.

l. Conduct payroll ensuring that time is accurately posted and team members have the appropriate deductions set up on their check. Ensure employees receive bonuses/raises outlined in the bonus structure. Ensure team members payrate is up to date and accurate. Payroll should be ready for approval by CEO no later that Monday at 1pm of the pay week.

m. Post proper employment posters in break room and other relevant employee areas.

n. Follow termination checklist and conduct exit interview if able with all terminated employees.

o. Follow all COBRA regulations whenever a covered employee leaves.

p. Facilitate communication between hotel departments and amoung employees and supervisors. Implement an “open door policy” for employees to speak with the GM regarding employee’s concerns about the operation of the hotel and their job.

q. Responsible for all cash funds used in the operation of the hotel, including house banks and petty cash funds. An over/short policy must be in place for the front desk and applied anytime discrepancies occur. The GM should conduct unannounced counts of house banks on at least a monthly basis and documentation must be maintained.

r. Responsible for the administration of petty cash. Receipts must be maintained on all purchases. Reimbursement should be requested whenever the account balance drops below a predetermined level. Proper backup must accompany all requests for reimbursement.

s. Operate the hotel within the budgeted guidelines of profitability through effective labor and spending controls.

t. Maintain revenue forecasts daily. Adjust inventory and rate controls as needed to ensure maximum profitability. u. Maintain strict security controls regarding keys and inventory.

ACCOUNTING
a. Accounts Payable – maintain requisition and purchase order system for all purchases. Invoices are to be stamped when received and approved by the GM with proper coding. Invoices are to be sent to bookkeeper every week on Friday. Follow up with bookkeeper regarding past due invoices.

b. Accounts Receivable – Invoices are to be sent on a daily basis. Statements are to be sent every month on the 15th. GM is to open mail daily and log checks received. Checks are to be posted on the same day.

c. AR aging report is produced at the end of each month. Proper collection efforts are conducted for any account that is over 30 days, through phone calls and/or emails.

d. Effective credit card authorization process must be in effect including completed and approved direct bill applications on all authorized accounts. Guest Services
Representative must be trained appropriately on how to bill these accounts.

e. Proper procedures must be in place for payment by cash and credit card. Company checks are only accepted in approved in advance. Personal checks are not accepted.
Credit card authorizations must be confirmed daily and follow-up to be conducted with any guest accounts requiring additional authorization.

f. Ensure credit card batches are submitted daily.

g. Bank Deposits should be reconciled daily and compared to PMS reports for accuracy.
Any discrepancies must be accounted for. Bank deposits are to be deposited at the bank on a daily basis as possible (e.g. not including weekends or banking holidays)

h. Completed Daily Manager Report (DMR) each day and email to bookkeeper.

i. Once payroll has been approved by CEO, payroll reports are to be submitted to bookkeeper on Tuesdays following the payroll period end dates.

j. Health and supplemental insurance deductions are to be appropriately administered to each employee pay check.

k. Complete revenue and operational budgets on a quarterly basis and present to CEO.

OPERATIONS

a. Maintain high standards of physical appearance of the property through effective administration of housekeeping and maintenance operations. Systems must be in place for the following:

i. Guest Room cleanliness

ii. Preventative Maintenance (PM) of Guest Rooms

iii. PM of public spaces, exterior spaces, etc.

iv. Grounds and Landscaping plan b. Property walks conducted twice daily (morning and afternoon), logging work orders and addressing cleanliness issues ASAP.

c. Review out of order (OOO) rooms daily and work to get them back to sellable condition as soon as possible.

d. Inspect five guest rooms daily. Ensure follow up on cleanliness and maintenance issues. Document inspection and monitor for patterns and repeat concerns. Communicate deficiencies with housekeeping and maintenance departments.

e. Stay in communication with department heads through meetings, one on ones, emails, etc.

f. Proficient knowledge in the brand property management system (PMS). Daily review of incoming reservations, due out rooms and high demand dates.

g. Consistent training and coaching with front desk staff on the PMS to ensure revenue maximization and accurate records of guest reservations.

h. Consistent training and coaching with front desk staff on check in and out procedures, guest problem resolution, cashiering, phone etiquette and all other aspects of the Guest
Services department.

i. Confirm the Night Audit process is conducted correctly each day. GM is expected to be able to conduct Night Audit processes.

j. Confirm meeting room details and set up each day.

k. Be available via cell phone when off property.

l. GM work schedule is 7a – 5pm. Unscheduled visits or “pop-ins” should be conducted.

GM is expected to be present at the hotel during high occupancy times. GM should be in professional attire at all times. In the event the GM is unavailable – they should reach out to the CEO as soon as possible to let them know. Any scheduled time off must be submitted through PTO and approved by the CEO.

m. Confirm departmental schedules are completed and posted at appropriate times.

SAFETY AND SECURITY

a. Conduct fire and other emergency training with the entire staff. An approved
Fire Emergency Plan must be in place, including an evacuation plan. All staff members must be fully training on how to handle fire and other emergencies.

b. Fire drills should be conducted on a monthly basis and documented appropriately.

c. A formal police contact policy must be in place and all employees knowledable on it.

d. Ensure that an effective loss control program is in place, including linen shrinkage, supply shrinkage and food waste.

e. Proper guest key handling procedures must be implemented and followed. GM must confirm the front desk is verifying identification while distributing guest room keys, not saying room numbers out loud and not divulging room numbers to unverified individuals not registered to the room in question.

f. A key log for all master keys is to be maintained. Conduct follow up for missing master keys and take appropriate action.

g. GM must monitor and inspect property for safety and security items and correct them immediately.

h. An effective lost and found program is to be in place. All lost and found items are expected to be turned, logged and kept for at least 90 days. If a guest reports an item lost but with no recovery and believes a theft occurred; it is encouraged that the guest fills out a police report. The hotel will cooperate with law enforcement as lawfully required. It can also be suggested that the guest file an insurance claim via homeowners insurance. Since the hotel provides safes in all guest rooms, state law states that the hotel is not responsible for lost or stolen valuables.

i. Incident reports are to be filled out immediately after any guest/team member accident or incident. The report is to be turned into and investigated by the GM with submission to insurance company as deemed necessary.

j. First aid kits are to be adequately stocked and distributed to all departments throughout the hotel.

SALES
a. Aggressively market the hotel through direct sales, advertising and promotional efforts.

b. Oversee the direct sales effort through effective management of any sales personnel. Be heavily involved in the direct sales efforts through personal calls and meeting with the sales representative.

c. Utilize effective forms and reports to monitor and document the activities and production of the direct sales efforts.

d. Provide effective on-going training for the sales representative through coaching, feedback and role playing.

6. REPORTS TO: Operations Director

7. SAFETY STATEMENT: As an employee, it is your responsibility to be aware of and report any and all safety hazards or violations you may see or witness in the course of performing your required duties.

8. JOB SPECIFICATIONS:

Employees must meet these minimum requirements:

Educational Skills
Type of Education: HS Diploma
Level of Education: Grade 12

Job Experience
Apprenticeship: None
Experience Level: 3 years hotel
1 year supervisory
Communication Skills
Speak English
Read English
Write English
Business Mechanical Skills
Computer Literate
PBX Proficient

Licenses/Certifications
Automobile insurance certificate meeting current required minimums

Physical Activities and Requirements
Standing Lifting
Sitting Walking
Bending

Minimum Weight Employee must be able to lift
10 lbs

Working Conditions
Hot Cold
Dirty at times Work alone and with others
Hazardous materials

Responsibilites
Care of Equipment: Occasional

Safety of Others: Frequent
Guest Contact: Frequent
Confidential Data: Frequent
Decision Making: Frequent
Supervisory Capacity: Frequent

Sensory Requirements
Sight: Partial
Hearing: Full

Job Type: Full-time

Pay: $50,000.00 - $60,000.00 per year

Benefits:

• 401(k)
• 401(k) matching
• Dental insurance
• Employee assistance program
• Employee discount
• Health insurance
• Paid time off
• Professional development assistance
• Vision insurance

Schedule:

• Holidays
• On call
• Weekend availability

Supplemental pay types:

• Bonus pay

Ability to commute/relocate:

• Cottondale, AL 35453: Reliably commute or planning to relocate before starting work (Preferred)

Experience:

• Hotel management: 2 years (Preferred)
• Hospitality: 3 years (Required)

Work Location: One location

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