Position Title: Hotel Revenue Coordinator (Full-Time, Exempt)
ROLE
As a Hotel Revenue Coordinator, you’ll play a key role in maximizing revenue for a portfolio of hotels across the country. You’ll collaborate with the Director of Revenue and Revenue Managers to coordinate materials that will be presented during strategy meetings with hotel leadership. This role combines an eye for detail, analytical rigor, and strategic thinking to drive performance and support decision-making across the organization.
ESSENTIAL FUNCTIONS
- Collect and analyze reports on revenue metrics across segments and distribution channels based on budget, forecast, pace, and market demand
- Create, maintain, and evaluate Local Negotiated Rates
- Maintain and manage revenue systems proactively and accurately
- Assist in preparing short and long-term forecasts
- Compile reports and presentations for ownership, hotel, and regional leadership
- Own and validate data entry for daily, weekly, and monthly performance reports
- Maintain and analyze reports such as STR, Channel Production, Pickup and Pace, Length of Stay, and Room Type Statistics
- Prepare weekly revenue meetings in the absence of the Director of Revenue/Revenue Manager
QUALIFICATIONS
Required:
- Extensive proficiency in Excel and comfort working with/manipulating large data sets
- Strong analytical skills and problem-solving aptitude
- Ability to obtain certifications necessary to gain access to Revenue Management Systems
- Ability to collect, analyze, and interpret revenue performance data
- Demonstrated aptitude for problem solving and problem identification.
- Ability to manage multiple tasks and meet strict deadlines
- Excellent written and verbal communication skills
- Attention to detail and ability to work in a team environment
Preferred:
- Preferred:
- Bachelor’s degree in Hotel Management or related field
- Familiarity with hotel revenue management concepts and tools
- Knowledge of reservation systems and revenue management data
INTENT AND FUNCTION OF JOB DESCRIPTIONS
Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well constructed job descriptions are an integral part of any effective compensation system.
All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate.
In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.
Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.