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Regional Director | Revenue Management

Washington, DC
Full-Time

Description

The Regional Director of Revenue Management is a critical role for the hotels and supports the overall revenue approach as collaboratively set by both the Operations and Sales Executive leadership. This position works to support Forecasting and Budgeting through ongoing revenue meetings and weekly/monthly/quarterly updates with Senior Management.  The role encompasses the creation of and leading efforts to drive overall revenue strategy for the PM Hotel Group and involves creating and delivering reports that will enable short, mid, and long-term strategies to be actualized.  The role also acts as a primary field liaison in providing day-to-day support and training to new and long-standing team members, as well as engaging in property-based meetings and support. interaction will occur with the Vice President of Revenue Management, Senior Vice President of Sales and Marketing, Vice President of Operations, and the entire team of Sales Leaders.

Responsibilities + Authorities:

  • Provide complete revenue management support to a cluster of multiple hotels as assigned within the PM Hotel Group portfolio.
  • Accountable for managing rooms inventory for the hotel. Ensuring that the inventory is allocated and restricted properly to maximize total hotel revenues and profits.
  • Analyze group and transient pace reports to correctly position room rates for each market segment.
  • Provide continuous business evaluation and analysis of competitive sets, price positioning, seasonality and mix along with corporate negotiated RFP strategies
  • Conduct weekly strategy meetings to review market share performance and upcoming pricing, restriction, and channel strategies by market segment along with current booking pace by market segment.
  • Maintain strong relationships with third party market managers on behalf of all the hotels in the region
  • Complete brand systems training and perform brand system and distribution channel audits to ensure proper rate plan restrictions and strategies are in place.

Specific Duties:                                   

  • Run, analyze, compile and store rate shop business intelligence reports.
  • Reconcile revenue management reports with accounting and sales systems reporting. Validate accuracy and communicate errors and discrepancies.
  • Assist in the development and daily preparation of all managerial reports used for tracking and analysis.
  • Assist with rate loading, group business evaluation and displacement analysis. Create tools for displacement analysis and update Group MAR and transient protected fields if necessary.
  • Review group and convention block and pick-up activity ensuring all revenue opportunities and procedural guidelines are met.
  • Update 30, 60, 90 day and full year forecast weekly and monthly, prepare budget and business plans
  • Measure, analyze and report out on booking trends, pickup, no shows, and sources of business.
  • Develop and maintain constructive and cooperative working relationships with corporate support staff and hotel teams and ownership groups.
  • Provide written commentary and critiques to senior leadership and ownership groups weekly and monthly.
  • Run daily revenue management and weekly strategy meeting reports, distributing to key stakeholders.

What are we looking for?

  • At least three (3) years’ experiences in a Property/Regional revenue management position.
  • Effective written and verbal communication skills
  • Expert user of Microsoft Excel and experience with Microsoft Office: Word, PowerPoint, and Outlook
  • Experience with revenue management, property management, and sales management systems. Hilton, Marriott and IHG systems experience preferred.
  • Must have strong attention to detail and ability to spot errors and inconsistencies in data and analysis
  • Ability to work well under pressure and effectively handle multiple and concurrent tasks
  • Ability to collaborate with a team and act in an objective manner to solve problems
  • Ability to travel up to 25%

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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