Vice President of Revenue

Job Description

Job Description

The Vice President of Revenue Strategy is a key member of the Hospitality America Executive Team responsible for enterprise revenue strategy across the hotel portfolio. This role sets the commercial revenue framework—demand and market intelligence, pricing and distribution strategy, performance management, and property revenue-team enablement—to maximize RevPAR, total revenue, and profitability.

The VP of Revenue Strategy partners closely with Sales, Marketing, and Operations leaders to drive alignment and accountability across property revenue teams within the HA Revenue Optimization Cycle. The role establishes standards, tools, and governance for revenue decision-making while translating market dynamics into clear portfolio and property-level action.

ABOUT US:

At Hospitality America, winner of Top Workplaces USA , we provide hospitality management services across all aspects of hotel management and operations through a principled approach that is guided by our values. What we call P.E.A.C.H.

PASSIONATE – Passionate with the spirit to serve.

EXCELLENCE – Committed to excellence that inspires results.

ADAPTABLE – Adjust, adapt, and overcome.

COMMUNITY – Creators of a collaborative community invested in growth.

HUMBLE – Humble, trustworthy, and transparent.

They guide how we work, who we work with, and how we achieve success for our partners and our internal community. Our people are the core to our success; therefore, we invest in employee training and development to ensure our communities and team members can thrive. If you want to elevate your hospitality career and work in a team spirited, collaborative environment, apply with us today.

Key Responsibilities:

Revenue Strategy Development: Lead and support property revenue teams in the development, execution, and measurement of strategic and tactical revenue plans, including demand forecasting, business mix strategy, and total revenue optimization.

Market & Demand Intelligence: Conduct ongoing market, demand, and competitor analysis—along with guest insights and industry trends—to identify opportunities and risks impacting rate strategy, occupancy, channel performance, and overall revenue.

Pricing & Distribution Strategy: Set portfolio standards and governance for pricing, inventory controls, and channel deployment. Partner with Sales and Marketing to align offers and go-to-market activity with demand trends, customer behavior, and hotel positioning.

Cross-Functional Commercial Alignment: Align revenue priorities across Revenue Management, Sales, Marketing, and Operations to ensure disciplined execution of segmentation strategy, account and group displacement decisions, and go-to-market initiatives that impact total revenue.

Performance Management: Monitor KPIs (e.g., RevPAR, ADR, occupancy, contribution by segment, channel costs, and forecast accuracy). Establish review cadences to drive data-driven decisions and continuous improvement.

Resource & Budget Stewardship: Oversee budgets and resource allocation supporting revenue initiatives (e.g., revenue systems, reporting/analytics, training, and channel strategy), ensuring efficient utilization and measurable ROI.

Team Leadership & Enablement: Lead the revenue strategy and revenue management support function, providing coaching, tools, and best practices to elevate property-level performance and build bench strength across the portfolio.

Executive & Owner Stakeholder Engagement: Partner with executive leadership and ownership stakeholders to ensure revenue strategy is integrated into business planning, capital decisions, brand/management agreements, and portfolio growth objectives.

Requirements:

10 years of progressive experience in revenue strategy, revenue management, commercial analytics, or related roles, with a proven track record of driving measurable revenue and profitability outcomes.

Strong industry knowledge and understanding of market dynamics.

Exceptional analytical and problem-solving skills, with the ability to translate data into actionable insights.

Excellent leadership and team-building abilities, with a history of developing and mentoring talent.

Outstanding communication and presentation skills, with the ability to influence and collaborate effectively at all organizational levels.

Ability to thrive in a fast-paced, dynamic environment and adapt to changing priorities.

WHY Hospitality America:

Competitive Salary and Bonus: We believe in recognizing and rewarding our team members for their hard work.

Exciting and Fun Work Environment: Nobody wants to work in a dull and boring environment, join a team that believes you should enjoy coming to work every day!

Top Notch Training and Growth Opportunities: We will make sure you have what you need to excel in your career!

Medical, Dental, and Vision coverage.

Paid holidays and vacation time.

401k Retirement Plan.

PHYSICAL DEMANDS:

The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform essential functions.

AFFIRMATIVE ACTION/EEO STATEMENT:

Hospitality America, LLC provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws.

ADDITIONAL INFORMATION:

This job description in no way states or implies that these are the only duties to be performed by the employee filling this position. Employees will be required to follow any other job-related instructions and to perform any other job-related duties requested by management. Management can add, revise, or delete information in this job description. Reasonable accommodation will be made to enable qualified individuals with disabilities to perform this position's essential functions.

This document does not create an employment contract, implied or otherwise, other than an “at will” employment relationship.