Job Details
Job Title: General Manager
Location: Washington D.C.
Employment Type: Full-Time
Salary Range: $190,000 - $210,000
Department: Administration
Overview:
The General Manager is responsible for the day-to-day operations of the community including occupancy and financial performance as well as the planning, development, implementation, evaluation and improvement of all operational standards. The General Manager is to ensure accurate, timely, and professional service to all residents and must uphold the Insp?r philosophy and values.
Key Responsibilities:
- Maintains ongoing compliance with appropriate local, state, federal, regulatory, and/or accrediting body standards. Ensures that the community is prepared for inspection by regulatory agencies through regular auditing and maintenance of community policies and procedures.
- Oversees departmental budgets and provides guidance to department leaders on how to meet budgetary guidelines.
- Maintains monthly financials and provides explanations for variances while driving strong expenditure control.
- Maintains and increases occupancy goals in accordance with budgetary guidelines. Identifies and develops professional referral sources and business development.
- Optimizes all opportunities to generate revenue, including ancillary revenue.
- Gathers competitive market analysis data and maintains a detailed competitor comparative analysis (including rates, apartment sizes, services, and amenities).
- Works collaboratively with department leaders to emphasize the team's role in sales and participation in the community sales and marketing efforts.
- Maintain good rapport with and take leadership roles in appropriate professional associations, educational institutions, philanthropic organizations, and community groups.
- Lead, develop, and support staff through role modeling, company programs, and various initiatives.
- Provides ongoing support, direction, supervision, and feedback regarding the job performance of all staff.
- Communicates with associates to ensure they are fully informed regarding any questions that might be asked by residents, families, and prospective residents and families.
- Acts as a mentor for all team members to ensure the processes, procedures, and standards are consistently delivered, and policies are adhered to.
- Direct programs for training and development of the department leaders so that all areas of the operation are supervised properly and are geared to perform to the best advantage.
- Maintains open communication and responds to all residents, guests, associates, and department leaders' correspondence in a timely manner.
- Ensure property goals are met or exceeded by working proactively with division/department leaders to respond to business challenges.
- Maintain an atmosphere within the property that encourages an exchange of information and builds rapport between all associates.
- Supervise staff, including interviewing, hiring, scheduling, training, developing, empowering, coaching, and counseling; recommending and conducting performance and salary reviews; resolve problems, provide open communications, and recommend discipline & termination as appropriate.
- Presents with a positive, engaging, and professional demeanor.
- Institute safety measures necessary to comply with appropriate company OSHA regulations and safety procedures.
- Develop and implement procedures to improve operations.
- Establishes and maintains open, collaborative relationships with direct reports and the entire team & ensures direct reports do the same for their teams.
- Establishes a presence with associates on the property and actively solicits feedback.
- Utilizes an "open door" policy and reviews associate engagement results to identify and address associate problems or concerns.
- Fosters associate commitment to providing exceptional service; participates in daily stand-up meetings; and models desired service behaviors in all interactions with residents, guests, and associates.
- Pulls together resources to resolve resident and operational issues and impact results.
- Is highly visible and interfaces with residents on a regular basis to obtain feedback on the quality of the product, service levels, and overall satisfaction.
- Continuously strives to improve service performance.
- Assists in the recruitment of associates, including interviews.
- Analyzes quality service issues and identifies trends.
- Facilitates the development of creative solutions to overcome obstacles and ensures implementation to improve guest satisfaction results continually.
What We are Looking For:- Bachelor's degree or equivalent in experience in human services management, housing management, or nursing home management.
- Must possess 7-10 years of progressive experience in hospitality and/or senior living management.
- Pre-leasing and new property pre-opening experiences are a plus.
- Must have proven leadership and management skills.
- Experience working with seniors, including those with memory care needs.
- Excellent customer service and public relations skills.
Why You'll Love Working With Us:- Innovative Culture: We are a group of smart, forward-thinking and compassionate pros dedicated to enhancing the lives of our residents through service excellence, creative and meaningful programs and continuous innovation.
- HEART: We recognize Humor, Empathy, Autonomy, Respect and Trust as core values that guide our work.
- Growth Opportunities: We promote and foster career development and continuous learning.
- Work-Life Balance: We value autonomy, flexibility and a family-friendly supportive workplace.
- Competitive Comp and Benefits: We offer a competitive compensation package including monthly commissions, bonus, health insurance, 401K with match, paid time off, and more. Inspir believes in rewarding top talent and dedication, depending upon years of experience and commitment to the company. Inspir strives for transparency, reviewing pay periodically, to be the industry leader in recruiting talent like you!
EEO: 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)
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)