Front Office Supervisor/Night Audit Relief
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![]() United States, North Carolina, Charlotte | |
![]() 222 East 3rd Street (Show on map) | |
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Description
At the Hilton Charlotte Uptown, team members enjoy a fun and caring environment where individual contributions are valued and celebrated everyday. We are currently looking for a talented hospitality professional to join our dynamic team. The Front Office Supervisor/Night Audit Relief will be responsible for all functions of the Night Audit shift two shifts per week as well two other shifts during each week. The Night Audit Relief team member will provide a warm welcome to all guests, register guests, and assist with guest requests while providing superior guest service. The ideal candidate must be very organized, professional, have understanding of Front Office Night Audit functions and be able to provide friendly service to all guests. Key Job Requirements:
Hilton Charlotte Uptown is an Equal Opportunity Employer. All qualified applicants and employees will receive consideration for employment without regard to race; color; sex; gender identity; sexual orientation; religious practices and observances; national origin; pregnancy, childbirth, or related medical conditions; status as a protected veteran or spouse/family member of a protected veteran; or disability. If you need accommodation for any part of the application process because of a medical condition or disability, please send an email to tracey.milcarek@hiltoncharlotteuptown.com or call 704-331-4311 to let us know the nature of your request. Behaviors
Detail Oriented - Capable of carrying out a given task with all details necessary to get the task done well
Education
High School (required)
Experience
Must have 1 year experience at major brand hotel of at least 150 rooms (required)
OnQ Experience - Preferred (preferred) 1 years: Supervisory Experience (preferred) Skills
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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