Administrative Coordinator - Hotel Sales

Description

Responsibilities include (but are not limited to):

Offer administrative support to the group sales team.

Assist in maintaining customer, account and booking databases.

Work closely with Sales & Marketing, Accounting, Conference Services, and Group Meeting Planners to ensure excellent customer service and the highest level of accuracy in bookings is always provided

Load rooming lists for each group at their scheduled cut-off date.

Ensure group rates and per night inventory with each group are continuously monitored/updated as needed.

Communicate group commissions and rebates to Accounting.

Collaborate with Sales Managers for all inquiries by phone and/or electronically.

Access daily lead portal to ensure all RFP’s are responded to within a timely manner by assigned Sales Manager.

Process post reports for departed groups including pick-up, group analysis and housing templates.

Submit Marriott Bonvoy Points as contracted.

Prepare reports, credit card statements and documents as necessary.

Additional duties, temporary or permanent, may be added/modified as necessary based on hotel demand.

Attend Group Resume/Pick-Up Meeting to communicate general information to ensure guest satisfaction.

SKILLS

Professional communication skills through phone & email.

Well organized with the readiness to prioritize and multitask.

Ability to satisfy deadlines.

Strong attention to detail.

Proficiency in software including Outlook, MS Word, Excel and PowerPoint as well as office equipment.

Ability to work in a fast-paced environment.

Prior experience in Hotel Sales or Convention Services preferred but not required.

Prior experience using Amadeus/Delphi preferred but not required.

Maintain professional, well-groomed appearance adhering to company standards.

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)