Crescent Hotels & Resorts was built by operators for operators, and is more than just a portfolio of hotels. Crescent is part of an elite group of independent hotel management companies approved to operate flags under the major brand affiliations of Marriott, Hilton, and Hyatt. Our portfolio of premier branded hotels and independents across the United States and Canada is comprised of properties in the resort, upper-upscale full-service, and luxury segments.
We are looking for a talented Corporate Director of Portfolio Information Technology to join our team. The position’s core responsibility is to supervise the Technology across the Crescent portfolio of brands and independent properties. To ensure the review and compliance of property based system availability, scalability and brand compliance for all authorized users. Review systems for needed upgrades and maintenance of servers and user workstations, and provide plan and recommendations for compliance solutions. Including contingencies, diagnose and troubleshoot hardware, software and other network problems. Provide general and routine technical support to a broad range of installation, patching, configuration, and updates to Operating Systems and non-OS vendor application requiring the ability to research, analyze, and resolve problems effectively to meet established performance metrics. Collaborates and contributes with team members, software vendors, and other technical staff to develop, design, implement and continuously improve systems. Requires on-call availability, Travel and working during non-business hours and weekends. Corporate Director of Portfolio Information Technology will be required to following the direction of the Chief Financial Officer (CFO), and Senior Vice President appointed over to include the responsibilities listed below.
RESPONSIBILITIES
- Promote and evaluate requirements to hotel technology leaders and users on effective technology usage based on published brand standards and recommended essential programs.
- Support the implementation of property-based technology and assist with the introduction of new technologies.
- Work closely with all other department teams, hotel staff and vendors on systems, applications and any other Crescent corporate or brand requirements.
- A solid understanding of the hospitality business and the application of Information Technology to that business, including a practical understanding of Front Office and Back Office procedures.
- Familiarity and a theoretical understanding of PMS, Delphi, POS, and other property applications, including HSIA, HRIS and associated application concepts.
- Proven project management and budgeting skills and strong communication skills both verbal and written.
- A minimum of five years in a management or supervisory position responsible for the ongoing operation of Information Technology/systems.
- Ability to communicate with all levels of management.
- Oversee PCI initiatives; assist in remediation of PCI failures and works closely with the corporate team in defining property connectivity options and helps with PCI security initiatives.
- Proficiency in mainstream PC desktop applications, and the effective application and use of Internet Technology and services, along with a strong technical skills including PC and Networks.
- Perform special projects and other responsibilities as assigned by management.
LEADERSHIP QUALITIES
- Influencer – Improve the Information Technology and performance of the business.
- Leader – Forceful yet diplomatic; ability to gain the trust of other parties; demonstrated leadership; appropriately assertive and direct; collaborative and supportive of both corporate and management.
- Problem Solver – Analysis and problem solving skills. Create solutions by thinking outside of the box; ability to evaluate all sides of an issue and develop creative solutions to difficult problems.
- Strong Communicator – Articulating information clearly and succinctly in a variety of communication settings and styles; comfortable in informal meetings as well as more formal presentation.
- Work Athlete – Strong Work Ethic, honest and straight forward; maintains the highest personal and professional ethics; willing to stand for and do what is right.
- Exceptional Judgement – business judgement, and common sense; a history of solid suggestions and decision; sought out by others for advice and counsel.
QUALIFICATIONS
Education & Experience:
- Bachelor’s Degree in technology related discipline or equivalent experience required.
- A minimum of 15 years of related progressive experience in IT Management or related field.
- Experience working with technical staff.
- Must be able to convey information and ideas clearly.
- Must maintain composure and objectivity under pressure.
- Must be effective in handling problems in the workplace, including anticipating, preventing, identifying and solving problems as necessary.
- Must have the ability to assemble complex information, data, etc., from disparate sources and consider, adjust or modify to meet the constraints of the particular need.
- Must be able to prioritize departmental functions in order to meet due dates and deadlines.
Physical Requirements:
- Long hours sometimes required
- Ability to travel
- Ability to climb stairs, ladders, lift twenty-five (25) plus pounds, etc.
For applicants who will be working in NYC, the anticipated compensation range for the position is $110-130k; for applicants who will be working in Colorado, the anticipated compensation range for the position is $110-130k; for applicants who will be working in Washington, the anticipated compensation range is $110-130k; for applicants who will be working in California, the anticipated compensation range for the position is $110-130k. The salary offered to a successful candidate will be dependent on several factors that may include but are not limited to years of experience within the job, years of experience within the required industry, education, work location, etc. Crescent Hotels is a multi-state employer and the salary ranges indicated herein may not reflect positions that work only in other states.
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)