Pool and Health Club Manager - Casino manages the pool and the health club. Monitors cleanliness, safety, and ensures guest satisfaction. Being a Pool and Health Club Manager - Casino hires, trains, and schedules employees. May require a bachelor's degree in area of specialty. Additionally, Pool and Health Club Manager - Casino typically reports to a head of a unit/department. The Pool and Health Club Manager - Casino 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 Pool and Health Club Manager - Casino 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)
As a member of our hospitality team, the primary responsibility of a Health Club Attendant is to uphold the cleanliness and visual appeal of the lobby, conference center areas, elevators, and public restrooms by following a daily duties checklist to ensure all assigned tasks are promptly completed. This role is responsible for regularly inspecting the public areas for any unusual conditions or maintenance issues and taking necessary action to address them. This may involve promptly cleaning up spills or stains, tidying up the surroundings, or reporting any significant issues to the maintenance team for further attention. This role plays a vital part in creating a welcoming and aesthetically pleasing environment for our guests.
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)
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