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If you’ve searched online for a “hotel operations manager job description,” chances are you’ve landed on the same dry, recycled format over and over again—long bullet lists, vague responsibilities, and zero insight into what actually makes a hotel manager great.
Here’s the problem: job descriptions like that don’t attract top talent.
They don’t reflect your hotel’s personality, values, or vision.
And they definitely don’t help you stand out to serious professionals who could elevate your entire operation.
A job post should sell the opportunity, not just list duties.
It should give people a reason to want to work with you—not just apply to any open role.
So if you’re looking to hire a Hotel Operations Manager who will take ownership, motivate teams, and deliver consistently high guest experiences… this guide is for you.
We’ll walk you through:
- What this role really involves (in plain English)
- Two great job description templates you can use today
- A breakdown of why they work
- What not to do (with a real bad example)
- Extra tips to stand out
- And how to evaluate candidates the smart way with WorkScreen.io
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/. It walks through everything you need to know—from structure to tone to candidate psychology.
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
What the Hotel Operations Manager Role Actually Is About
A Hotel Operations Manager is the person who makes sure everything behind the scenes runs smoothly—so guests have an experience worth remembering.
In plain terms, they’re the bridge between your front-of-house staff (like receptionists and concierge) and your back-end teams (like housekeeping, maintenance, and kitchen). Their job is to make sure daily operations are efficient, staff are motivated, and guests are happy.
But here’s what’s often overlooked:
This role isn’t just about logistics.
It’s about leadership, problem-solving, and attention to detail.
It’s about building systems, managing people, and keeping standards high—day after day.
A great Hotel Operations Manager:
- Notices the little things before guests do
- Fixes problems without drama
- Leads by example and keeps the team aligned
- And constantly looks for ways to improve guest satisfaction and operational efficiency
Whether you’re running a boutique hotel or a large resort, this role is central to the guest experience—and your brand reputation.
Two Great Hotel Operations Manager Job Description Templates
✅ Option 1: Job Description For Experienced Candidates (Culture-First, Conversational Style)
📌 Job Title: Hotel Operations Manager – Lead Guest Experience at Seabreeze Coastal Hotel
📍 Location: Santa Barbara, CA | 🕒 Full-Time | 💵 $60,000–$72,000/year (Based on Experience)
🎥 A Quick Message From Our General Manager
Watch this short video from our GM, Amanda, to hear what we’re building at Seabreeze and why this role matters to us:
👉 [Insert Loom/YouTube link]
🏨 Who We Are
Seabreeze Coastal Hotel is a 46-room boutique hotel tucked along the Pacific coastline in Santa Barbara. We’ve earned a reputation for thoughtful, ocean-inspired design, eco-conscious values, and consistently warm hospitality that feels like home. Our team is tight-knit, our standards are high, and we genuinely care about creating memorable guest experiences.
We’re not run by a corporate chain—we’re independently owned, locally rooted, and proud of it.
🧩 What You’ll Be Doing
- Oversee daily operations across front desk, housekeeping, maintenance, and F&B
- Supervise and coach a team of 20+ staff, ensuring high morale and consistent service
- Collaborate with ownership to implement process improvements, cost controls, and vendor strategies
- Handle escalated guest concerns with professionalism and empathy
- Monitor booking trends and adjust scheduling accordingly
- Ensure health, safety, and cleanliness compliance at all times
- Lead team meetings, performance reviews, and hiring initiatives
🎯 What We’re Looking For
- 3+ years in hotel operations or hospitality leadership
- Calm, hands-on leader who thrives in a fast-paced environment
- Skilled in managing cross-functional teams and resolving issues on the fly
- Proficiency in PMS tools (Cloudbeds, Opera, or similar)
- Available for a flexible, rotating schedule (including some weekends and holidays)
🎁 Perks & Benefits
- Health, dental, and vision insurance
- Free daily team meals from our on-site bistro
- Paid time off and 8 paid holidays annually
- Monthly wellness credits (massage, gym, etc.)
- Staff beach access and free parking
- Performance-based bonuses paid quarterly
💙 Why This Role Is a Great Fit
At Seabreeze, your work won’t disappear into a system—you’ll see the results of your leadership every day. You’ll help shape culture, mentor rising talent, and take ownership of real outcomes. We promote from within, move fast, and truly value team input. If you’re ready to lead a team that cares about excellence and each other, this is your place.
📥 How to Apply
We use WorkScreen.io to ensure a fair, skill-based process.
👉 [Insert WorkScreen Link]
You’ll complete a short evaluation that highlights your strengths. We review every application and will keep you updated throughout.
✅ Option 2: Job Description for Entry-Level / Willing-to-Train Candidates
📌 Job Title: Assistant Hotel Operations Manager (Entry-Level) – Start Your Career at Desert Haven Lodge
📍 Location: Tucson, AZ | 🕒 Full-Time | 💵 $18–$22/hr (Training Provided)
🎥 Hear from Our Co-Founder, Miguel
Click below to hear why Desert Haven is more than just a place to stay—and how you can grow with us.
👉 [Insert Loom/YouTube link]
🏨 Who We Are
Desert Haven Lodge is a 32-room, family-owned hotel just outside downtown Tucson. We specialize in quiet comfort, desert hospitality, and a warm, team-first culture that keeps guests coming back year after year. We’ve been around for over a decade and still run things like a family business—where people know your name, and your ideas matter.
🧩 What You’ll Learn to Do
- Coordinate daily operations across guest services, housekeeping, and maintenance
- Learn to manage shift schedules, guest check-ins, and service recovery
- Assist with vendor coordination and supplies tracking
- Respond to guest concerns professionally and promptly
- Shadow our Hotel Manager and gradually take on leadership responsibilities
🎯 What We’re Looking For
- No prior hotel management experience needed—just a strong work ethic and willingness to learn
- Friendly, professional communicator
- Strong attention to detail and problem-solving ability
- Comfortable with technology (we’ll train you on the PMS)
- Open to flexible scheduling (including weekends)
🎁 Perks & Benefits
- Paid on-the-job training and 1:1 mentorship
- PTO + 6 paid holidays
- Tuition reimbursement for hospitality certification
- Weekly staff appreciation lunches
- Free staff parking and wellness stipends (gym, meditation apps, etc.)
💙 Why This Role Is a Great Fit
We don’t just fill positions—we build careers. At Desert Haven, we believe in nurturing talent, giving feedback often, and helping every team member grow into their next chapter. If you’re passionate about service, want to work with good people, and are eager to step into a leadership role, we’ll invest in you.
📥 How to Apply
We use WorkScreen.io to evaluate candidates based on potential—not just past experience.
👉 [Insert WorkScreen Link]
You’ll complete a short skill-based assessment. It’s simple, fair, and gives you a chance to stand out. We keep all applicants in the loop and respond to every application.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Breakdown of Why These Hotel Operations Manager Job Posts Work
Let’s break down why these two hotel operations manager job descriptions actually work—and why they’ll attract stronger candidates than the generic posts flooding job boards.
✅ 1. The Job Titles Are Clear, Specific, and Purpose-Driven
Instead of vague titles like “Operations Manager,” each post includes:
- The specific hotel name (adds context and signals legitimacy)
- The exact nature of the role (“Assistant” vs “Lead”)
- A mission cue (“Lead Guest Experience” or “Start Your Career”)
This helps the right candidates self-select and gives a sense of what makes the role meaningful.
✅ 2. The Intros Are Warm and Human
Each job post starts with a message from leadership, either the GM or co-founder. This:
- Sets the tone as approachable and people-first
- Builds early emotional connection
- Shows that the role matters—not just to the company, but to real people
✅ 3. The “About Us” Sections Are Specific and Story-Driven
Instead of a generic company overview, these posts give:
- A location, personality, and history of the hotel
- A clear sense of the team’s values and working style
- A narrative that helps candidates see themselves there
This builds trust and filters in people who resonate with the culture.
✅ 4. Responsibilities Are Described with Purpose
Rather than listing tasks, the posts explain how the responsibilities:
- Support guest experience
- Improve internal operations
- Contribute to team growth and morale
This adds meaning to the role and helps the reader understand why the job matters.
✅ 5. Qualifications Are Framed with Flexibility
Especially in the entry-level version, the requirements are written to:
- Encourage candidates with potential to apply
- Clarify what’s “nice to have” vs. what’s essential
- Highlight traits and mindset over just experience
This increases your talent pool and aligns with modern inclusive hiring practices.
✅ 6. Perks & Benefits Are Transparent and Tangible
Instead of a vague “competitive benefits package,” the posts list:
- Real, specific perks (free parking, staff meals, bonuses, tuition reimbursement)
- Health, PTO, and holiday breakdowns
- Wellness-related extras that today’s candidates value
This builds credibility and signals a respectful, supportive work environment.
✅ 7. The “Why This Role Is a Great Fit” Section Sells the Opportunity
This section goes beyond benefits—it tells the story of the job.
It shows:
- What candidates will get out of it beyond a paycheck
- Why their work matters
- How they’ll grow and be supported
This helps high-intent applicants get excited—and inspires mission-fit applications.
✅ 8. The Hiring Process Is Clear and Respectful
The posts make it clear that:
- Every application will be reviewed
- WorkScreen.io is used to assess skills fairly
- Applicants will be kept in the loop
This level of transparency is rare—and it instantly makes your hotel look professional, modern, and empathetic.
Example of A Bad Hotel Operations Manager Job Description (And Why it Fails)
📌 Job Title: Hotel Operations Manager
🏨 Company: Hospitality Group Inc.
📍 Location: Miami, FL | 🕒 Full-Time
Job Summary:
We are seeking an experienced Hotel Operations Manager to oversee the daily operations of our property. The ideal candidate will be responsible for managing staff, ensuring guest satisfaction, and maintaining operational efficiency.
Key Responsibilities:
- Manage front desk, housekeeping, and maintenance teams
- Monitor guest satisfaction metrics
- Implement standard operating procedures
- Report to upper management
- Ensure health and safety compliance
Qualifications:
- Bachelor’s degree in Hospitality or related field
- 3–5 years of hotel management experience
- Knowledge of industry best practices
- Strong leadership and communication skills
How to Apply:
Submit your resume and cover letter to hiring@hospitalitygroup.com. Only shortlisted candidates will be contacted.
❌ Why This Job Description Fails
🚫 1. The Job Title Is Vague and Generic
It simply says “Hotel Operations Manager” without any personality, location cues, or unique context. It could apply to any hotel anywhere—and that’s the problem. It doesn’t stand out or tell the applicant why this role matters.
🚫 2. The Introduction Is Cold and Impersonal
“Seeking an experienced hotel manager…” is just filler text. It tells you nothing about the hotel, its values, the team, or the guest experience they aim to deliver. Candidates don’t connect with corporate jargon—they connect with stories and missions.
🚫 3. There’s No Company Personality
The name “Hospitality Group Inc.” is vague, and there’s no company overview. What kind of property is this? What’s the culture like? How big is the team? What do they value? None of that is answered.
🚫 4. Responsibilities Are Dry and Overgeneralized
These could’ve been lifted from a hotel operations textbook. There’s no effort to explain what these tasks actually look like on the ground—or how they impact guests and team members.
🚫 5. Zero Transparency on Salary or Benefits
Modern candidates expect to see at least a salary range and some perks or benefits. The absence of this information signals that the company may be outdated, rigid, or not competitive with others in the space.
🚫 6. The Hiring Process Feels Dismissive
“Only shortlisted candidates will be contacted” sends a clear message:
We don’t value your time or effort unless we decide you’re worth it.
That’s the opposite of what today’s top candidates want—especially in a people-first industry like hospitality.
🚫 7. The Call to Action Is Cold and Transactional
It ends with a generic instruction to “submit your resume”—no encouragement, no invitation, no human warmth. It feels like a formality, not a real opportunity.
Bonus Tips to Make Your Job Post Stand Out
If you want to attract the right Hotel Operations Manager—not just anyone—these additions can elevate your job post from good to great:
✅ Tip 1: Add a Candidate Privacy & Security Notice
Let candidates know you’re legit and that you respect their privacy.
Here’s a simple line you can include near your application instructions:
🔒 Important Notice: We take your privacy seriously. We will never ask for payment, bank information, or sensitive personal details during any stage of the hiring process.
Why it matters: It builds trust—especially for candidates applying online who are wary of job scams.
✅ Tip 2: Mention Leave Days or Flex Time
Many candidates value time off just as much as salary—so talk about it.
Even something simple like:
“Enjoy up to 24 paid leave days per year, including flexible personal days, so you can recharge when needed.”
Why it matters: It shows that your hotel values rest, balance, and wellbeing—not just productivity.
✅ Tip 3: Highlight Training & Growth Opportunities
Especially for entry-level or career-transitioning candidates, this is gold.
Try something like:
“We don’t expect you to know everything on Day 1. That’s why we offer 1:1 mentorship, paid training, and growth paths into senior roles for team members who show initiative.”
Why it matters: It positions your hotel as a place where people build careers—not just take jobs.
✅ Tip 4: Add a Personal Video from the Hiring Manager or CEO
Even a 45-second Loom video can completely transform your post.
“Hi, I’m Amanda, the GM here at Seabreeze. If you’re someone who loves systems, people, and delivering great service—we’d love to meet you. This isn’t just a job. It’s a key leadership role in a team that cares about hospitality done right.”
Why it matters: Videos make the opportunity feel real. Candidates feel like they’re being invited into something meaningful—not just applying to a faceless organization.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
Should You Use AI to Write Job Descriptions?
These days, it feels like every ATS platform or HR tool is offering a “Generate Job Post with AI” button.
And yes—AI can be helpful.
But used blindly? It’s a fast way to write a boring, generic, and ineffective job description that turns away the very people you want to hire.
🚫 Why You Shouldn’t Rely on AI Alone
If you just type “Write me a hotel operations manager job description” into an AI tool, here’s what you’ll get:
- Overused phrases like “dynamic individual,” “fast-paced environment,” or “excellent communication skills”
- A generic block of responsibilities with zero personality
- A job post that looks like it came from a résumé builder circa 2010
These posts don’t connect. They don’t inspire. And they attract applicants who are just spraying out one-click applications—not serious candidates looking for alignment.
✅ The Right Way to Use AI: Bring the Human, Let AI Do the Polishing
AI is a great co-writer—but only when you provide it with real, thoughtful input.
Here’s how to do it:
📋 Step-by-Step Prompt for Smarter AI Use:
🧠 Before you start, gather your raw ingredients:
- What does your hotel actually do?
- What’s the personality and culture of your team?
- What are the responsibilities of the role (in plain English)?
- What traits and values matter most in a hire?
- What benefits do you offer (real ones)?
- What does your hiring process look like?
Then prompt AI like this:
“Help me write a hotel operations manager job post for our company, Seabreeze Coastal Hotel. We’re an independently owned, 46-room boutique hotel in Santa Barbara that’s known for high-touch service and warm hospitality. We’re hiring a Hotel Operations Manager to lead daily operations across front desk, housekeeping, and maintenance. Our culture values ownership, calm leadership, and continuous improvement.
The ideal candidate is organized, proactive, and leads by example.
We offer a $60K–$72K salary range, health insurance, paid time off, wellness perks, and beach access.
Here’s our hiring process: 1) Apply via WorkScreen.io, 2) Take a short evaluation, 3) Receive updates at every stage.
Please write a warm, clear job post that speaks directly to experienced hospitality professionals who care about service and leadership.Here are a few notes I’ve written to get you started: [paste your notes] ”
Optional Add-On:
Paste in a job post you admire (like one of the examples from this article), and tell AI to match the tone and structure.
This way, you’re still writing a post that reflects your values—but you’re using AI to polish, structure, and tighten it.
Not to replace your input.
If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Need a Quick Copy-Paste Job Description?
✅ Option 1: Conversational, Culture-First Job Post (Experienced Hire)
Hotel Operations Manager – Help Us Run a Seamless Guest Experience
📍 [Location] | 🕒 [Job Type] | 💵 [Salary Range]
🎥 A Quick Message From Our GM or Hotel Director
We believe hospitality is about people first. Click below to hear a quick welcome message and what this role means to us:
👉 [Insert Loom/YouTube link]
🏨 Who We Are
[Company Name] is a [describe size]-room hotel located in [Location]. We’re known for [insert key attributes—e.g., warm hospitality, attention to detail, or eco-conscious practices]. Our team is small, collaborative, and focused on creating exceptional guest experiences every single day.
We’re not corporate—we’re personal. And we’re proud of that.
🧩 What You’ll Do
- Lead day-to-day hotel operations across front desk, housekeeping, and facilities
- Support and coach staff to ensure consistency, morale, and high performance
- Resolve guest issues calmly and efficiently
- Handle scheduling, supply tracking, and vendor management
- Monitor operational standards and propose improvements
🎯 What We’re Looking For
- 3+ years of experience in hotel or hospitality leadership
- Organized, calm under pressure, and team-oriented
- Strong communicator and hands-on leader
- Comfortable with hotel management systems (e.g., Opera, Cloudbeds, etc.)
- Open availability, including weekends and holidays
🎁 Perks & Benefits
- Health, dental, and vision coverage
- Paid time off and [#] holidays
- Daily team meals or meal stipends
- Wellness credits or staff gym access
- Growth opportunities and performance bonuses
💙 Why This Role Is a Great Fit
This is more than a checklist role. It’s a leadership position where your work has visible impact. You’ll help shape team culture, guest experience, and operational excellence from the inside out. If you’re ready to lead with empathy and precision, we’d love to meet you.
📥 How to Apply
We use WorkScreen.io to run a skill-first hiring process.
👉 [Insert WorkScreen Link]
Just follow the link to complete a quick evaluation. We review every application and keep you in the loop throughout.
📋 Option 2: Structured Format (Responsibilities + Requirements)
Job Title: Hotel Operations Manager
Location: [Location]
Employment Type: [Full-Time/Part-Time]
Salary Range: [Salary Range]
Company: [Company Name]
🎥 Message From Our Hiring Manager
Before you read further, here’s a quick 1-minute video that gives you a sense of who we are and what we’re looking for:
👉 [Insert Loom/YouTube link]
Job Summary:
[Company Name] is seeking a Hotel Operations Manager to lead day-to-day operations across departments. The ideal candidate will be a calm, hands-on leader who can improve systems, coach staff, and deliver consistent guest satisfaction.
Key Responsibilities:
- Oversee all operational areas including guest services, housekeeping, and maintenance
- Maintain quality standards across departments
- Manage team schedules, inventory, and vendor coordination
- Monitor guest reviews and address issues promptly
- Ensure compliance with health and safety regulations
- Report key metrics and suggest operational improvements
Qualifications:
- 3+ years in a similar hotel operations role
- Proven leadership and team management skills
- Familiarity with PMS and booking systems
- Excellent communication and organization skills
- Flexible availability including weekends
Perks & Benefits:
- [Specify medical/dental/vision options]
- days paid leave + holiday coverage
- Meal stipends or on-site staff meals
- Staff wellness programs or stipends
- Performance-based bonuses and growth opportunities
📥 How to Apply
We use WorkScreen.io to ensure a fair and efficient hiring process.
👉 [Insert Link]
Complete a quick evaluation and we’ll be in touch with clear next steps.
Let WorkScreen Handle the Next Step
Writing a great job description is only half the battle.
The next challenge? Figuring out who’s actually a good fit.
That’s where WorkScreen.io comes in.
Once your job post is live, WorkScreen helps you:
✅ Quickly Identify Your Best Candidates
Forget résumé overload. WorkScreen automatically:
- Evaluates applicants using custom skill assessments
- Scores them based on real-world ability
- Ranks them on a performance-based leaderboard
That means no more guesswork. Just data-backed decisions.
✅ Administer One-Click Skill Tests
Instead of relying on résumés and cover letters, WorkScreen lets you:
- Send one-click evaluations tailored to your role
- Test for communication, problem-solving, and practical knowledge
- Get real signals—not fluff
You’ll finally be able to hire based on what people can actually do.
✅ Filter Out Low-Effort Applicants
WorkScreen also helps eliminate:
- Applicants using ChatGPT or AI tools to apply
- Copy-paste responses
- One-click apply spam
Only serious, thoughtful candidates make it through—so you can focus your time where it matters most.
Ready to Start? Post your job through WorkScreen and let it handle the heavy lifting. You’ll spend less time guessing—and more time hiring people who thrive.
FAQ
While the titles are sometimes used interchangeably, there is a key distinction in many hotel settings:
- A Hotel Manager typically oversees the entire property, including marketing, finance, hiring, and long-term strategy. They often report to ownership or a general manager and are responsible for the hotel’s overall success.
- A Hotel Operations Manager, on the other hand, focuses more on the day-to-day execution of tasks—running departments like housekeeping, front desk, and maintenance to ensure smooth guest experiences and operational efficiency.
Think of the Hotel Manager as the visionary, and the Operations Manager as the executor who makes that vision happen daily.
A great Hotel Operations Manager needs a balance of people skills, operational know-how, and leadership ability. Look for:
- Calm, confident leadership
- Strong decision-making under pressure
- Attention to detail
- Communication and staff coaching ability
- Conflict resolution skills
- Familiarity with hotel PMS (Property Management Systems)
- Adaptability across departments (front desk, housekeeping, maintenance, F&B)
Bonus: Experience with process improvement and guest satisfaction strategies.
Salaries vary based on location, property size, and experience. However, here are general ranges:
- United States (national average): $58,000 – $75,000/year
- Entry-level roles or small properties: $45,000 – $55,000/year
- Larger or luxury properties: $80,000 – $95,000+/year
Always adjust your salary range based on your market, the scope of responsibilities, and local cost of living.
Retention comes down to a few key things:
- Clear growth paths (e.g., GM or multi-property roles)
- Recognition and respect from ownership
- Work-life balance support
- Opportunities to lead change and contribute ideas
- Fair compensation and performance-based rewards
Treating your Ops Manager like a partner—not just a task manager—is often the difference.
