Spa Manager manages the spa facility. Administers, plans, and evaluates programs for all age groups. Being a Spa Manager hires, trains, and monitors the performance of professional spa personnel. Ensures that program goals are met and adheres to local, state, and federal regulations regarding cleanliness, accessibility, and safety of the facility. Additionally, Spa Manager may require a high school diploma or its equivalent. Typically reports to a head of a unit/department. The Spa Manager manages subordinate staff in the day-to-day performance of their jobs. True first level manager. Ensures that project/department milestones/goals are met and adhering to approved budgets. Has full authority for personnel actions. Extensive knowledge of department processes. To be a Spa Manager typically requires 5 years experience in the related area as an individual contributor. 1 to 3 years supervisory experience may be required. (Copyright 2024 Salary.com)
JOB OVERVIEW: To assist the Director of Spa & Fitness Operations in providing leadership, direction and supervision of the staff in the daily operations of the spa (including but not limited to) retail, membership, salon, fitness programs. Responsible for ensuring the spa meets or exceeds guest service and Forbes standards.
REPORTS TO: Spa Director / Assistant Spa Director
ESSENTIAL JOB FUNCTIONS:
REQUIRED SKILLS AND ABILITIES:
Our Differences Are What Makes Us Great!
At Crescent Hotels & Resorts we strive to create a great place to work where associates at all levels of our organization are respected for their differences, just like the guests and owners we serve. That’s why we are dedicated to creating an environment that facilitates open and honest conversations about race, equity, diversity, and inclusion. By examining our own beliefs and behaviors, we can create change through training, recruiting, and promoting diverse talent to strengthen our culture.
All candidates hired will be required to provide proof of vaccination to the Company. The Company will provide reasonable accommodation to any individual who is not able to comply with this vaccination requirement due to a disability or other protected ground.
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)