We believe in the power of people, place, and personality, ensuring that our hotels are places where our guests are valued, and our brand ethos is elevated. We are looking for a self-motivated Paralegal to ensure smooth running of the legal department and effective legal and organizational compliance support for a variety of business functions, including asset management, business development, hotel bookings, hotel management, and real state acquisitions, dispositions, and financings. The paralegal provides a broad spectrum of legal services under the supervision of our legal officer and will work independently with multiple internal clients.
Responsibilities + Authorities:
- Support contract administration and asset management functions for the BPG/PM hotel portfolio
- Abstract transaction documents and conduct document review to answer questions from clients regarding specific contract provisions
- Assist with closing mechanics on financing, acquisition, and sale transactions
- Litigation and subpoenas oversight and interface with in-house and outside counsel and insurance carrier contacts
- Liquor licenses and other permits, oversight, and management
- Support transaction due diligence, closing binders, key date tracking
- Support Hotel Management Company with management agreement drafting and with abstracting and administration of management agreements and franchise agreements
What Are We Looking For?
- Bachelor’s degree
- 5-8 years’ of applicable work experience
- Experience in franchise hotel industry highly preferred
- Experience in transactional/commercial real estate/hotel investment
Skills + Abilities:
- Strong written and oral communications (English language) skills
- Proficient in typical computer and office technology (including Microsoft Word, Outlook, Excel)
- Highly organized and detail oriented
- Ability to multi-task and serve multiple internal clients
- Effective at managing time and prioritizing tasks to achieve overall objectives
- Self-starter who is willing to “pitch-in” and help co-workers and be a team player; willing to work evenings if necessary to close deals or address other time sensitive issues
- Professional appearance and demeanor
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.
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)