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FINANCIAL ANALYST

Washington, DC
Full-Time

Description

The Financial Analyst is responsible for supporting all aspects of the business development process including, but not limited to, financial underwriting, market analysis, coordination of due diligence, preparation of client and executive-level presentations, and collaboration/coordination with both external clients and internal stakeholders.  

Responsibilities + Authorities:

  • Passion for and knowledge of the lodging industry generally, ideally from an ownership/investment perspective
  • Solid understanding of hotel investment, NPV and ROI analysis
  • Knowledge of hotel brands, chain scales, and segments
  • Proficiency in Microsoft Excel, PowerPoint, and Word
  • Demonstrated evidence of strong financial and analytical acumen
  • Communicate professionally with both external clients and co-workers
  • Ability to manage multiple projects with tight deliverable deadlines, including prioritizing recurring duties and ad hoc tasks as they arise
  • Excellent organizational skills and attention to detail
  • Ability to conduct market research and perform due diligence in connection with the prospective acquisition and new development projects
  • Conform with and abide by all regulations, polices, work procedures and instructions as provided

Specific Duties:                                   

  • Screen and underwrite potential hotel acquisition and new development opportunities, including detailed market/pro forma review and analysis
  • Create professional responses and presentations to support development opportunities, including preparation of RFP responses and client presentations to potential owners
  • Develop and nurture industry relationships with owners, developers, brands, and brokers
  • Maintain and update all financial and presentation documents including pro forma models, presentations, and due diligence checklists

What are we looking for?

  • Bachelor’s degree in Hospitality, Accounting, Finance, or related field required
  • 0-2 years of professional and financial experience in the hospitality industry
  • Internships in related field are considered a plus

about pm hotel group:

Awards + Accolades:

  • Recognized as a Best Place to Work in Hospitality as seen in Hotel Business (2019)
  • Fastest Growing Private Companies in DC – Washington Business Journal (2020 + 2019)
  • Inc 5000 – Fastest Growing Private Hospitality Companies (2019)

PM is PEOPLE-POWERED:

At PM Hotel Group we are passionate about fostering an environment that allows our associates to thrive. Creating a culture dedicated to respect, teamwork, entrepreneurial spirit, and the drive to succeed, we encourage our associates to express themselves and their unique talents. We celebrate diversity and are passionate about equity and inclusion.

A top-15 hotel management company, PM Hotel Group has over two decades of experience building relationships with brands, partners, and third-party hotel owners. We know that our greatest resource is our people, and this people-first mindset is at the heart of our corporate DNA.

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, at the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, always, an “at will” associate.


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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