Banquet Manager | Renaissance Philadelphia Downtown Hotel
Job description
What You’ll Do:
Banquets are complicated affairs. We need someone to coordinate and supervise multiple teams of associates in order for the event to be a success! As the Banquet Manager, you’ll oversee the set-up, clean-up, and duration of the Banquet.
A strong hand and the ability to coordinate multiple groups of people are required for a successful Banquet Manager. If this sounds like you, read on to learn some of the daily tasks you’ll be completing:
- Interview, hire, train, and schedule banquet staff.
- Supervise and inspect the set-up of banquets.
- Communicate in a calm, positive manner with the various banquet, kitchen, guest service teams, etc. during the duration of the event.
- Supervise the clean-up and take down of the event area after its completion.
Where You’ve Been:
We’re looking for someone with at least a high school diploma – any additional certificate in a relevant field is a plus but not required. You have at least two years of experience in hospitality management and at least one year working in F & B. Most importantly, you’re someone who can remain calm under pressure all while communicating and coordinating associates in a positive and professional manner.
When You’re Here:
This probably goes without saying but you’ll be on your feet a lot. There will be occasions when you may be carrying/lifting up to 50 pounds, walking, bending/twisting, climbing stairs and working on slippery floors. You also must be able to accommodate varying schedules including nights, weekends and holidays. But wait, there’s a great upside: in exchange for your flexibility, we offer excellent pay, hotel discounts, F&B discounts and the opportunity to be part of an anything-but-standard growing hotel company.
Qualifications
Skills
Behaviors
Motivations
Education
Experience
Licenses & Certifications
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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