Essential Functions:

• Communicate with guests, property owners, vendors, regime operations and Beach Properties staff in a professional and courteous manner
• Coordinate services including housekeeping, maintenance, bi-annual HVAC, annual preventive maintenance, property reviews, and comment card follow-up
• Maintain Beach Properties company standards
• Administrative tasks including billing, scheduling and forecasting
• Assist in recruiting efforts
• Obey all applicable federal laws, rules, and regulations relating to Anti-Money Laundering (AML) including the Bank Secrecy Act (BSA)

Minimum Required Skills and Competencies:

• Property Managers license or ability to obtain within 6 months of hire
• Strong written and verbal communication skills
• Organization and attention to details
• Ability to multitask in a fast paced, ever changing environment
• Strong guest service skills
• Strong leadership and decision making skills
• Previous customer service experience
• Knowledge of Excel, Word and other computer programs
• Ability to work Monday – Friday 8:30 am – 5:30 pm
• Ability to work some weekends as necessary

Desired Skills and Competencies:

• Past experience in Hospitality Industry
• Bachelor’s Degree or equivalent

Physically you can anticipate to:

• Express or exchange ideas by means of the spoken word via email and verbally
• Exert up to 50 pounds of force occasionally, use your arms and legs, and sit most of the time
• Have close visual acuity to perform activities such as analyzing data, viewing a computer terminal, reading, and preparing documentation
• Subject to internal and external environmental conditions
• The physical demands described here are representative of those that must be met by an employee to successfully perform the essential responsibilities of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential responsibilities.

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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)