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United States
Target Hospitality Looking for Front Desk Supervisor at Orla, TX Full Time
Job Description
Job Title: Front Desk Supervisor
Reports to: Lodge Manager/Assistant Manager
Level: Hourly
Scope: Responsible for guest services and supporting the management in the general operations of the assigned facility.
Primary Responsibilities:
- Accountable and responsible for maintaining a safety culture (following all SOP’s, JSA’s, Policies and Procedures) as set out by Target Hospitality
- Supervision and direction, as set out by Manager, of front desk personnel
- Plan, direct, and maintain work schedules and task of the front desk team
- Greet all incoming guests and employees courteously and professionally
- Check in all arrivals utilizing designated systems
- Accept payments and process transactions
- Enter all registration information of guests, data entry, process reports, and work with computer programs to collect/record information
- Perform all required filing and data entry as required by General Manager
- Answer incoming calls in a friendly, pleasant manner. Receive, check, and re-direct all incoming faxes and electronic mail
- Prepare correspondence for pick up – this to include, packages and mail for all post requirements
- Aid Manager with the preparation of reports, sign off sheets, correspondence and tracking as required
- Exceed our guests needs by providing world- class customer service
- Attend all safety meetings and participate in Target Hospitality emergency response
Procedures
- Additional duties may be assigned by manager
Physical Demands:
- Sit for long periods of time (up to 12 hours or more) with scheduled breaks
- Short and long-distance walking required
- Use of stairs and step stools
- Occasional use force when pushing/pulling carts that weigh on average 50lbs
- Must be able to crouch, bend neck, back and torso from waist to floor, and must be able to twist from left to right and right to left
- Occasionally lift an average weight of 25lbs with a maximum of 50lbs, on occasion where weights may exceed 50lbs the assistance of another person or a lifting aid is mandatory
- Perform repetitive movements at the wrist including side to side/ up or down and multiple grasps of an average of 10lbs with a maximum of 25lbs
- Manual dexterity with the ability to type and use 10-key
Working Conditions and Environment:
- Ability to hear and understand verbal instruction as well as other sounds such as safety alarms/ signals
- Ability to communicate effectively; written and orally in English
- Must be able to see without impairment for inspection purposes and ability to read small text such as product warning labels
- Exposure to extreme hot and cold environments
- Ability to work with in a rotational schedule (6 weeks on and 2 weeks off or as per manager’s discretion/ business needs)
- Ability to works safely and navigate with in small/ close quarters and congested areas
- Occasional exposure to elevated noise and surroundings
Candidate Requirements:
- 5+ years administration experience preferably in a remote camp or hotel/hospitality industry or equivalent
- Ability and willingness to travel/work long rotations away from home
- High School Diploma or GED required
- Experience and proficiency with Microsoft – word, excel, power point and outlook programs
- First aid certification is an asset
- Work within a team environment
- Must be able to work effectively and efficiently with or without supervision
- Strong prioritization and time management skills
- Must be able to pass a background check and urinalysis
- Must provide your own transportation to and from the facility
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)
