Regional Director of Sales + Marketing |Waikiki Hawaii Market

Are you ready to lead with passion, drive growth, and shape the future of hospitality in paradise?

We’re looking for a visionary Area Director of Sales and Marketing to oversee our portfolio of premier properties in the stunning Hawaii market. Based in the vibrant heart of Waikiki, this is your chance to make a significant impact while working in one of the world’s most iconic destinations.

The Area Director | Sales + Marketing is a key leadership role responsible for driving revenue growth, managing strategic accounts, and developing sales action plans for hotels within Waikiki, Honolulu. This individual will also recruit, mentor, and onboard sales managers, ensuring a high-performing sales team. The position requires the candidate to be based in Honolulu.

Key Responsibilities

Strategic Leadership:

• Develop and execute annual revenue budgets and marketing plans to achieve targets and optimize marketing costs.
• Lead and motivate property-level sales teams to exceed revenue goals and drive top-line growth.
• Create and implement strategic marketing plans tailored to market segments and competitor analysis.
• Collaborate with property General Managers (GMs) to oversee sales production and ensure alignment with company goals.

Revenue Management:

• Regularly review short-term and long-term revenue forecasts and identify strategies to improve performance.
• Evaluate and optimize pricing and rate structures to maximize market share and profitability.
• Analyze and critique end-of-month reports, providing actionable insights to improve revenue generation.

Team Development:

• Recruit, onboard, and mentor Directors of Sales and sales managers to build and maintain high-performing teams.
• Design and deliver training programs, ensuring new hires complete onboarding checklists and are aligned with company standards.
• Foster career development for sales associates, providing coaching and performance feedback.

Operational Excellence:

• Develop and oversee sales action plans for each property, ensuring they are challenging yet achievable.
• Participate in bi-weekly forecasting calls to align property-level and regional strategies.
• Communicate company objectives and expectations to sales teams across the region.
• Support hotels by maintaining relationships with major accounts and assessing sales effectiveness.

Required Qualifications and Skills

Experience:

• Proven success as a Director of Sales with experience managing multiple properties.
• Demonstrated ability to drive results, lead teams, and manage large-scale projects from concept to execution.

Skills:

• Exceptional leadership and team management skills.
• Strong critical thinking, problem-solving, and decision-making abilities.
• Outstanding communication and negotiation skills, both written and verbal.
• Expertise in budgeting, cost control, and resource allocation.

Key Competencies:

• Strategic planning and organization
• Teamwork and collaboration
• Adaptability and stress management
• Conflict resolution and influencing skills
• Focus on results and accountability

The projected annual salary range for this position is $125,250.00 - $155,000.00 per year. Actual pay is based on several factors, including but not limited to the applicant’s: qualifications, skills, expertise, education/training, certifications, and other organization requirements. Starting salaries for new assoiates are frequently not at the top of the applicable salary range.

Why Join Us?

This is an exciting opportunity to lead and inspire a dynamic team in one of the most iconic travel destinations in the world. As Regional Director of Sales and Marketing, you will play a pivotal role in shaping the success of our properties and driving the future of our brand in Waikiki.

Apply now to bring your expertise to our vibrant team and make a lasting impact!

Customer Satisfaction:

Our customers are what we are about. One of the keys to a positive guest experience is positive interaction with PM Hotel Group staff. It is essential that you remain professional at all times, and that you treat all guests and associates with courtesy and respect, under all circumstances. Every PM Hotel Group associate is a guest relations ambassador, every working minute of every day.

Work Habits:

In order to maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance. You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job, and ask for help whenever you are not sure how to do something.

Safety & Security:

The safety and security of our guests and associates is of utmost importance to PM Hotel Group. Every PM Hotel Group associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.

NOTE:

This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties. Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. Other job-related duties may be assigned by the associate’s supervisor. Furthermore, this description is subject to change, at the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” associate.

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)