CREDIT RISK MANAGER jobs in Columbus, GA

As a member of our hospitality team, the primary role of a Credit Manager is to establish and implement policies and procedures for assessing the creditworthiness of hotel clients by conducting investigations and analyses to evaluate the risks associated with potential clients and reviewing the lines of credit for existing clients. This role works closely with the Director of Finance and other members of the hotel management team, to assess the credit processes and approvals to recommend changes that ensure the financial stability of the hotel. This role is responsible for checking credit references and determining the creditworthiness of all applicants, addressing client billing needs, and routing charges for proper billing in the Marriott Property Management System.

• Responsible for checking credit references and determining direct creditworthiness for all those who apply.
• Attend pre-cons, bill reviews, and staff meetings. Meet with clients regarding all billing needs and details.
• Responsible for group and transient routing of charges for proper billing in the Marriott PMS.
• Evaluates group contracts for special concessions and critiques and approves all rebates, comps, and Marriott points issues to be posted.
• Prepares a statement with appropriate backup and mails it to the client for payment.
• Conducts monthly credit meetings at both properties. Reviews delinquent accounts over 60 days, return checks, and chargebacks. Suggests the appropriate actions needed if any.
• Answers account receivable phone inquiries, researched, and follow up. Document and file accordingly. Incoming calls are priorities to be handled quickly, efficiently, and professionally.
• Collection of returned checks and charge-back accounts; calls and/or mail correspondence to customers as necessary to update accounts. Reviews delinquent accounts to determine future civil actions with courts.
• Reviews and resolves any outstanding non-payment activity by the front office. Clear O status, the holding of accounts between the front desk and accounting to be reconciled.
• Resolves any issues regarding billing disputes and can authorize refunds or other possible adjustments for resolutions.
• Supervise the day-to-day activities of the accounts receivable clerk and ensure all standards are followed.
• Approves all billing adjustments and postings done by the accounts receivable clerk.
• Ensures all company standard operating procedures regarding billing, collection, credit cards, and check cashing are followed.
• Responsible for monthly posting of membership revenue, payments, statement billings, and member inquiries.
• Processing credit card payments.
• Reconcile related A/R Asset/Liability accounts monthly, including guest ledger, city ledger, membership ledger, Marriott Gift Cards, and deferred income.
• Reconciles credit card submissions with payments and investigates all discrepancies.
• Supervises Accounting Assistants regarding accurate and timely billing of group master accounts, processing of credit card inquiries and chargebacks, billing of wholesale accounts, processing of advance deposits, and advance deposit refunds.
• Makes collection calls on group master accounts, FIT accounts, and individual guest and other city ledger accounts.
• Reviews and approve credit data on incoming groups 90 days in advance of arrival.
• Assists in resolving questions from internal and external customers regarding billing.
• Identifies and tracks billing process issues, and works with department heads to address and resolve them.

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)