Position Title: Director of Operations (Full-Time, Non-Exempt)

ROLE The Director of Operations (DOO) is responsible to be available to travel and oversee all aspects of the hotels in accordance with our core principles of clean, safe, and friendly. A driving goal is to grow revenue through occupancy at the optimum rate, thus exceeding the budgeted net operating income while maintaining brand and guest service standards, including the maximization of financial performance, guest satisfaction, and staff development within established TGC Hospitality Management standards. The DOO may be responsible for the hiring, training, and supervision of all hotel staff. This position is also a safeguard for the company against the loss of a General Manager at any of our hotels until a permanent candidate can be hired.

TGC Corporate office is located in Wichita, Kansas. Candidates must be within driving distance of at least one TGC managed hotel.

ESSENTIAL FUNCTIONS Revenue

Reviews revenue results to plan each day, ensures maximum yield on the rented rooms and ancillary services

Ensures all employees go through an onboarding that lends towards high performance and retention

Maintains an ADR that is competitive while maintaining optimum occupancy.

Provides the GM guidance, resources and tools that help meet revenue goals while also managing expenses and exceeding GOP targets.

Educates the GMs on target RevPAR index to ensure revenue targets are met.

Operations

Creates an operating environment that assures consistent guest satisfaction and interacts with guests on a regular basis to determine their level of satisfaction with guest services and facilities.

Maintains hotel operations consistent with TGC and Brand Standards.

Reviews expenses regularly with the GM to ensure budgets are accurate and GOP targets can be met.

Monitors daily reports to ensure hotel is meeting target revenue and occupancy and ensure no balances due.

Regularly inspect guest rooms and public spaces, indoor and outdoor, to ensure high quality standards are met.

Responsible for knowing property emergency procedures. OSHA Workplace Standards and ensures all team members are trained to act in a safe manner at all times and know what to do in the event of an emergency or accident at the property.

Ensures a viable key control program is in place in all property departments, with documentation.

Establishes and maintains a pro‑active human resource function to ensure a fully staffed hotel, and that employee selection, onboarding, motivation, training and development, wage and benefits administration, are always in compliance with established labor regulations.

Ensures proper uniform standards are followed

Understands the government regulations affecting hotel’s operations, ensuring hotel is operated in compliance with all applicable laws, ordinances, regulations, and requirements of any federal, state or municipal authority.

Review employee training to ensure all training requirements are met.

INTENT AND FUNCTION OF JOB DESCRIPTIONS Job descriptions assist organizations in ensuring that the hiring process is fairly administered and that qualified employees are selected. They are also essential to an effective appraisal system and related promotion, transfer, layoff, and termination decisions. Well constructed job descriptions are an integral part of any effective compensation system.

All descriptions have been reviewed to ensure that only essential functions and basic duties have been included. Peripheral tasks, only incidentally related to each position, have been excluded. Requirements, skills, and abilities included have been determined to be the minimal standards required to successfully perform the positions. In no instance, however, should the duties, responsibilities, and requirements delineated be interpreted as all-inclusive. Additional functions and requirements may be assigned by supervisors as deemed appropriate.

In accordance with the Americans with Disabilities Act, it is possible that requirements may be modified to reasonably accommodate disabled individuals. However, no accommodations will be made which may pose serious health or safety risks to the employee or others or which impose undue hardships on the organization.

Job descriptions are not intended as and do not create employment contracts. The organization maintains its status as an at-will employer. Employees can be terminated for any reason not prohibited by law.

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