Director of Revenue Strategy

About the Position:

The Director of Revenue Strategy is responsible for executing revenue management strategies for an assigned portfolio of approximately 8–10 Hilton and Marriott franchise hotels. This role focuses on pricing, inventory, distribution, forecasting, and performance analysis to maximize topline revenue, profitability, and market share at the property level.

Reporting to the Corporate Director of Revenue Strategy, this position serves as the primary revenue strategy partner to General Managers and Sales leaders for assigned hotels. The Director of Revenue Strategy does not manage associates and operates as an individual contributor, ensuring corporate revenue philosophy is consistently applied while adapting strategies to each hotel’s market dynamics.

This role requires strong analytical capability, disciplined execution, and effective communication to translate data into actionable hotel-level strategies.

  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.

P ASSIONATE – Passionate with the spirit to serve.

E XCELLENCE – Committed to excellence that inspires results.

A DAPTABLE – Adjust, adapt, and overcome.

C OMMUNITY – Creators of a collaborative community invested in growth.

H UMBLE – 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. Join us and develop a team of your own, inspired to be their best.

SKILLS AND KNOWLEDGE:

· Strong analytical and quantitative skills with the ability to interpret performance data and market trends

· Working knowledge of hotel revenue management principles, segmentation, pricing, and distribution strategy

· Proficiency in brand revenue systems and tools (e.g., One Yield, MRDW, Marsha, MarRFP, MarketVision, Hotelligence, OnQ R&I, Agency360+)

· Ability to communicate insights and recommendations clearly to hotel leadership teams

· Strong organizational skills with the ability to manage multiple hotels and competing priorities

· Ability to work independently while collaborating closely with corporate and property teams

· Bachelor’s degree in hospitality management, business administration, finance, economics, or related field preferred

· Revenue certifications (CRME, CRMP, HSMAI) a plus

DUTIES:

Revenue Strategy Execution

· Execute corporate revenue management strategies across assigned hotels to optimize ADR, occupancy, RevPAR, and market share

· Lead weekly Sales Strategy Meetings using brand revenue systems and performance reports

· Conduct daily Morning Revenue Reviews, evaluating pickup, pace, turndowns, market pricing, inventory controls, and demand shifts

· Communicate tactical strategy adjustments to General Managers, Sales leaders, and Operations leadership

Forecasting & Analysis

· Prepare and maintain accurate rolling forecasts; provide analysis and recommendations based on performance trends

· Perform displacement and replacement analyses for group business outside established parameters

· Review month-end brand reservation and performance reports to identify opportunities and risks

· Analyze STAR reports weekly and monthly, providing written performance summaries to stakeholders

Distribution & Channel Management

· Monitor channel mix and pricing parity across direct, OTA, GDS, and contracted channels

· Ensure hotels understand ecommerce positioning (merchant, retail, opaque, bundled) and performance implications

· Review GDS performance via Agency360+ to identify target accounts for Sales follow-up

· Monitor RFP participation to ensure timely, accurate, and strategic responses aligned with hotel objectives

Market & Demand Intelligence

· Maintain working knowledge of each hotel’s local market, competitive landscape, and demand drivers

· Track special events, demand influencers, and market disruptions; adjust strategies accordingly

· For airport properties, review monthly passenger traffic trends and assess impact on demand

Collaboration & Support

· Partner with Sales, Marketing, and Operations teams to align revenue strategy with commercial initiatives

· Support hotels with package development, seasonal offers, and value-driven demand generation

· Assist hotels in understanding the impact of online reputation on pricing power and demand

· Maintain strong, collaborative relationships with hotel leaders, corporate partners, and brand contacts

Systems & Data Integrity

· Ensure accurate segment tracking, package setup, and reporting across PMS and CRS systems

· Verify parity between Delphi GRC totals and CRS group data; flag discrepancies for Sales leadership

· Maintain functional knowledge of PMS and brand systems to support accurate reporting and strategy execution

MANAGEMENT COMPETENCIES:

Execution & Professional Effectiveness

· Adaptability – Adjusts strategies in response to changing market and performance conditions

· Problem Solving & Decision Making – Analyzes data, evaluates alternatives, and recommends effective solutions

· Professional Demeanor – Represents Hospitality America with credibility, confidence, and integrity

Collaboration & Communication

· Communication – Clearly conveys data-driven insights and recommendations to diverse stakeholders

· Building Relationships – Establishes trust-based partnerships with hotel teams and corporate peers

· Driving for Results – Takes ownership of assigned portfolio performance and follows through on commitments

Learning & Technical Expertise

· Business Acumen – Understands hotel financial drivers and how revenue decisions impact profitability

· Technical Acumen – Applies revenue systems, reports, and analytical tools to optimize performance

· Applied Learning – Continuously develops knowledge of revenue best practices and brand systems

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.

TRAVEL:

Less than 20%

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 accommodation may be made to enable individuals with disabilities to perform the essential functions.

· Must be able to stand for prolonged periods of time.

· Must be able to lift to 50 pounds.

· Must be able to navigate various departments of the organization’s physical premises.

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 has the right to add to, revise, or delete information in this job description. Reasonable accommodation will be provided 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.