What are the responsibilities and job description for the Night Audit Clerk position at Marriott Shoals Hotel and Spa?
As a member of our hospitality team, the primary responsibility of a Night Audit Clerk is to provide smooth guest arrival and departure procedures while maintaining high hospitality standards. This role is responsible for verifying the accuracy of room blocks, pre-registration, and pre-assignment of rooms, and properly assigning rooms based on room location, rate, guaranteed room types, Marriott Reward Members, or group status. This role also plays a vital role in handling guest concerns in a professional and timely manner, to find appropriate solutions and ensure guest satisfaction. The ability to empathize with guests and take swift action will contribute to creating a positive and memorable experience.
- Conducting audits of various financial transactions, verifying data accuracy.
- Balancing individual profit center codes to ensure financial accuracy.
- Identifying errors or discrepancies and initiating appropriate adjustments.
- Performing calculations, percentages, and totals, cross-referencing results with recorded entries.
- Auditing room rates and market codes to ensure correctness and uniformity with the current rate structure.
- Posting room and tax charges to active guest accounts.
- Balancing hotel credit cards for Rooms, Food & Beverage, and Golf transactions.
- Reconciling Front Desk cash to preliminary reconciliation and Food & Beverage cash to micros reports, and Golf Pro Shop cash to the CGS report.
- Posting late charges and guest check corrections to guest folios for 3:00 AM check-outs.
- Running necessary computer reports to complete the daily revenue report.
- Organizing the front desk area by 6:30 AM to facilitate the AM front desk staff's smooth transition into their shift.
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)
