Caterer
Job description
ESSENTIAL JOB DUTIES AND RESPONSIBILITIES
- Screens, evaluates and routes incoming phone calls. Answers the phones of the sales staff in their absence.
- Knowledge of each sales managers’ market segments and responsibilities in order to direct client inquiries appropriately. Take accurate messages in their absence.
- Sends menus, Hotel information, Thank You letters and all other correspondence to clients.
- Responsible for typing and processing of sales contracts, typing internal and external correspondence and distribute such paperwork to hotel departments and hotel guests as needed.
- Assist the Social Media Champion.
- Prepare VIP and other amenity requests.
- Responsible for faxing, copying, filing and any other clerical duties.
- Responsible for maintaining adequate stock of sales collateral.
- Handle Birch Street orders for the department including ordering the supplies.
- Ensure all guests who experience a problem receive an appropriate response, any promised compensation is delivered, and an appropriate follow up in a timely and professional manner.
- Attends department meetings as needed.
- Be familiar with the operating procedures of all other areas of the hotel, cooperating fully and in a friendly manner with those areas to assure customer satisfaction.
- Notify management of any pertinent information related to shift activities.
- Determine the requirements for and the follow up on special groups, VIPs, etc.
- Follow supervisor’s instructions and completes other duties as directed or assigned.
Experience
Required- 2 years administrative experience
Education
Required- High School or better
- Some college or better
Skills
Preferred- Organized
- Microsoft Office
- Detail Oriented
Behaviors
Preferred- Team Player: Works well as a member of a group
- Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well
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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