Description

ESSENTIAL DUTIES

Verify accuracy of figures, calculations, and postings pertaining to business transactions recorded in OnQ and Micros:

• Compile and analyze reports from the Micros (F&B) and OnQ (property management) systems, to verify ProfitSage values.
• Analyze and adjust for various room revenue postings that cause ProfitSage to misstate room revenue.
• Analyze and adjust for House Usage of F&B outlets.
• Verify and distribute other accounts in ProfitSage.
• Log any entries that need to be made outside of ProfitSage and provide details to Director of Finance daily.
• Calculate daily system values for each cashier and enter them in ProfitSage, ensuring the totals balance.
• Prepare reconciliation comparing ProfitSage revenues/ledger values to PMS.
• Prepare daily reports as required.
• Print or prepare, and scan, various reports to myDigitalOffice.

Perform Accounts Receivable duties:

• Verify group rooming lists with the assistance of Reservations.
• Create and/or maintain of accounts for groups and functions.
• Responsible for all functions related to the Group folder. This includes set-up, sales contract, signed BEO forms, banquet checks, all charges, rooming lists, advanced deposits, and ultimately invoicing the client
• Prepare an Accounts Receivable Aging report weekly, for review with the Director of Finance, the day of the credit meeting, at the end of each month.
• Post payments received by check, wire, and Sertifi.
• File copies of check stubs and check logs for A/R payments
• Answer billing inquiries from guests and groups

May need to assist with duties including, but not limited to, Income Audit, Accounts Receivable, Accounts Payable, and/or General Cashier.

GENERAL DUTIES

• Know your work schedule and follow with reliability
• Work in a cooperative and friendly manner with fellow employees
• Maintain professional attire and personal hygiene
• Maintain clean, neat and orderly work area
• Perform your job according to standard operating procedures
• Read, understand and follow all policies, procedures and practices as stated in the employee handbook
• Implement management company and hotel’s safety and emergency policies and procedures (i.e. evacuation, first aid, etc) to include remove all safety hazards, following company’s OSHA Hazcom program, safe lifting techniques
• Utilize protective equipment, when applicable
• Promptly report substandard (unsafe) conditions to supervisor
• Promptly reports accidents, injuries, property damage or loss to supervisor
• Keep accurate communication flowing freely among all hotel departments
• Inform management promptly of any work-related problems or guest complaints
• Practice “CARE Hospitality” and provide guest satisfaction
• Promote the hotel through goodwill, courtesy and positive attitude
• Attend all scheduled training, classes and meetings
• Train other employees as directed by management
• Perform any reasonable request as assigned or directed by management
• Provide for a safe work environment by following all safety and security procedures and rules
• Arrange for reasonable accommodations for person(s) with disabilities
• Assist person(s) with a disability
• Comply with all applicable federal, state and local laws and ordinances as they apply to the hotel, quest and employees

• Post payments to city ledger accounts from the "received checks" list prepared by the Executive Office Administrative Assistant, on a daily basis
• File copies of check stubs and check logs for A/R payments
• Answer Accounts Receivables inquiries from guests and groups
• Research customer claims of invoice payments
• Follow up with group collection activity on any account over 30 days due
• Assist with any other accounting office tasks as instructed by the controller, assistant controller or credit manager

Previous accounting experience required!

Flexible schedule required.

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)