How to write a hotel assistant manager job description: hotel assistant manager job description template included.

Step 1: Define Your Hotel Environment

When writing a hotel assistant manager job description, start by clearly articulating your property's management structure and operational support requirements. The hotel assistant manager role varies dramatically between boutique properties, business hotels, and resort operations, so candidates must understand the specific management context they'll be entering.

The hotel assistant manager serves as a key support role to the general manager, responsible for departmental coordination, operational oversight, and guest experience management. Without understanding your hotel's operational complexity, management hierarchy, and service philosophy, candidates can't assess whether their management experience matches your needs.

Your goal is to help candidates understand:

• •Your hotel's management structure and reporting relationships
• •The operational complexity and departmental coordination required
• •The level of decision-making authority and management responsibility
• •The guest service standards and operational excellence expectations

Use this 3-part approach:

1. Define Your Hotel Type and Management Structure

Be specific about your property: "We operate a 90-room business hotel with assistant manager supporting general manager across front office, housekeeping, and guest services / manage a 150-room conference hotel with assistant manager coordinating between multiple departments / run a 45-room boutique hotel with hands-on assistant manager role..."

Give candidates concrete details about your management model:

• •What's your property size and average occupancy expectations?
• •Do you operate with flat management structure or clear hierarchies?
• •Are you part of a hotel group or independent property with specific systems?
• •What's the scope of departments the assistant manager coordinates?

2. Describe Your Operational Philosophy and Management Approach

Explain the management support approach and operational philosophy that drives your hotel. The assistant manager's role changes significantly based on management expectations:

• •

  "Our operational philosophy emphasises collaborative management that supports department heads whilst maintaining high service standards and operational efficiency."

• •

  "We focus on hands-on management support that ensures seamless guest experiences through proactive coordination and problem-solving."

• •

  "Our assistant manager provides strategic support to general manager whilst taking ownership of specific operational areas and guest relations."

• •

  "We operate with professional management standards that balance guest satisfaction with operational efficiency and team development."

Detail the specific operational elements your assistant manager will support:

• •How many departments and staff members require coordination?
• •Do you operate restaurants, conference facilities, or additional revenue centres?
• •Are there brand standards or franchise requirements to maintain?
• •What makes your management approach unique in your market segment?

3. Highlight Your Management Team Structure and Coordination Requirements

Showcase the management environment and departmental relationships:

• •

  "Our hotel assistant manager works closely with general manager to coordinate 65 staff across front office, housekeeping, maintenance, and guest services."

• •

  "We operate with collaborative management structure where assistant manager supports department heads whilst maintaining direct guest relations responsibilities."

• •

  "Our management approach emphasises developing operational expertise whilst providing comprehensive support to general manager during all service periods."

• •

  "The assistant manager coordinates between multiple departments including rooms division, food & beverage, and sales whilst supporting strategic planning initiatives."

Tips if you're unsure

To get started, answer these questions comprehensively:

• •How many rooms and what's your typical occupancy and service complexity?
• •How many departments does the assistant manager coordinate or oversee?
• •What's the reporting relationship between assistant manager and general manager?
• •What's the scope of decision-making authority for the assistant manager role?
• •How does management information flow between departments and senior leadership?
• •What makes your management structure challenging or unique compared to other hotels?
• •Do you have specific operational systems or technology the assistant manager must master?
• •How does your assistant manager interface with corporate structure or ownership?

Additional considerations for your environment description:

• •Management complexity: Are you managing multiple revenue streams, conference facilities, or seasonal operations?
• •Service standards: Do you compete on luxury service, efficiency, or specialised guest experiences?
• •Property characteristics: Are you managing heritage buildings, new constructions, or properties with unique features?
• •Market position: Are you positioning as business hotel, leisure destination, or local hospitality provider?
• •Seasonal variation: Does management complexity change with seasons, events, or business cycles?

Example 1: Business Hotel with Conference Facilities

We operate a 120-room business hotel with extensive conference facilities, generating £8 million annually through rooms, meetings, and food & beverage operations. Our hotel assistant manager supports the general manager in coordinating 70 staff across front office, housekeeping, food & beverage, and conference services to ensure seamless business traveller experiences. The role demands strong organisational skills and the ability to coordinate between multiple departments whilst maintaining the professional service standards our corporate clients expect.

Example 2: Boutique Hotel with Restaurant

We manage a 40-room boutique hotel with award-winning restaurant, focusing on personalised service and local market positioning. Our hotel assistant manager works closely with the general manager to oversee 35 staff across accommodation and dining operations, ensuring intimate guest experiences whilst supporting efficient operations. The environment requires hands-on management approach and the ability to maintain boutique service standards whilst supporting business development and guest relations initiatives.

Example 3: Resort Hotel with Seasonal Operations

We're a 180-room resort hotel operating with significant seasonal variation, managing leisure guests, events, and conference bookings alongside recreational facilities. Our hotel assistant manager supports complex operations including multiple dining outlets, recreational activities, and event coordination whilst assisting with seasonal staffing and revenue optimisation. The role requires adaptable management skills and operational expertise given our diverse guest mix and varying operational intensity throughout the year.

Step 2: Outline Key Responsibilities for the Hotel Assistant Manager

The hotel assistant manager role encompasses operational support, departmental coordination, and guest relations management, but the specific duties vary significantly between properties. Focus on the actual management support tasks your assistant manager performs daily, from departmental oversight to guest experience coordination and administrative responsibilities.

Avoid generic descriptions like "assist general manager" and create detailed responsibilities that reflect your hotel's specific operational demands and management structure.

Your goal is to outline tasks that reflect your hotel's actual management support needs and operational coordination requirements.

Write 10–15 bullet points covering the assistant manager's responsibilities throughout operations. Segment the role into three clear management areas:

1. Operational Support and Departmental Coordination

These responsibilities focus on supporting general manager and coordinating departmental operations:

Consider who handles what in operational management:

• •Who coordinates daily operations between departments and shifts?
• •How is performance monitoring and operational oversight delivered?
• •What coordination happens between different revenue centres and service areas?

Common operational support tasks include:

• •Supporting general manager with daily operational oversight across front office, housekeeping, and guest services departments
• •Coordinating morning management meetings and departmental briefings on operational priorities and guest requirements
• •Monitoring service delivery standards and performance metrics across all departments and service areas
• •Assisting with staff scheduling, resource allocation, and operational efficiency optimisation across departments
• •Coordinating with department heads on operational challenges, staffing needs, and service delivery improvements
• •Supporting budget management, cost control initiatives, and operational performance reporting to general manager
• •Overseeing compliance with brand standards, health and safety regulations, and operational procedures
• •Assisting with technology systems management including PMS, reporting systems, and operational technology coordination

2. Guest Experience Management and Service Oversight

The core responsibilities for guest relations and service delivery coordination:

Ask yourself what guest management your property demands:

• •How complex is your guest relations and service recovery coordination?
• •What level of VIP services and special request management do you require?
• •How do you handle operational issues that affect guest experience?
• •What service quality assurance and guest satisfaction monitoring is expected?

Essential guest experience management tasks include:

• •Managing guest relations including VIP services, special requests, and personalised attention coordination
• •Handling escalated guest complaints and service recovery situations with professionalism and discretion
• •Coordinating guest experience delivery across all touchpoints including arrival, accommodation, and departure services
• •Overseeing special occasion management including celebrations, corporate events, and guest recognition programmes
• •Managing guest feedback collection, analysis, and operational improvement implementation based on guest insights
• •Coordinating with sales and marketing teams on guest experience enhancement and repeat business development
• •Supporting revenue management through guest relations, upselling opportunities, and service enhancement initiatives
• •Ensuring consistent guest satisfaction delivery through service standard monitoring and team coordination

3. Administrative Management and Strategic Support

Tasks that support hotel administration and strategic management initiatives:

Consider your administrative and strategic requirements:

• •What administrative duties need management-level attention and coordination?
• •How do you handle strategic planning support and business development activities?
• •What coordination is needed with corporate structures, ownership, or external partners?

Strategic and administrative responsibilities include:

• •Supporting general manager with strategic planning, business development, and operational improvement initiatives
• •Managing human resources coordination including recruitment support, training programme oversight, and performance management
• •Assisting with financial management including budget monitoring, revenue analysis, and cost control implementation
• •Coordinating with corporate teams, franchise partners, or ownership groups on operational reporting and strategic initiatives
• •Managing vendor relationships, contract negotiations, and procurement coordination for operational efficiency
• •Supporting sales and marketing initiatives including corporate account management and business development activities
• •Overseeing capital project coordination, maintenance planning, and property improvement implementation
• •Managing emergency response coordination, crisis management, and business continuity planning support

If you have an assistant manager but no documented duties, you can:

• •Shadow your current assistant manager: Observe their management support approach, departmental coordination, and guest interaction throughout an entire week.
• •Document their decision-making: Note specific management approaches they use with department heads, staff, and guests during different operational scenarios.
• •Consult your general manager: Understand expectations for operational support, strategic assistance, and management development outcomes.
• •Review operational performance: Analyse how assistant manager support impacts service delivery during different operational intensities and challenges.

Key questions to ask your current assistant manager might be:

• •How do you prioritise competing management demands during busy operational periods?
• •What coordination techniques work best with different department heads and their operational requirements?
• •How do you handle complex guest situations whilst supporting overall operational management?
• •What systems do you use to monitor operational performance and support strategic planning?
• •How do you coordinate with general manager during strategic planning and business development?
• •What approaches do you take to support staff development whilst maintaining operational standards?
• •How do you balance guest relations with operational oversight and administrative responsibilities?
• •What methods do you use to support team performance and operational efficiency during challenging periods?

Tips if you're unsure

To develop comprehensive responsibility lists:

• •Ask existing department heads to describe what they need from assistant manager support during operations
• •Use your operational reports and guest feedback to identify areas requiring management coordination
• •Consider what breaks down when assistant manager support is absent or ineffective
• •Think about seasonal variations or special events that affect assistant manager responsibilities
• •Review operational challenges and successes to understand management support impact

Example for business hotel with conference facilities

As our hotel assistant manager, your responsibilities include:

• •Supporting general manager with operational oversight of 120-room property and conference facilities serving corporate clients
• •Coordinating daily operations across front office, housekeeping, food & beverage, and conference services with 70 staff
• •Managing guest relations including corporate VIP services, meeting coordination, and business traveller support
• •Assisting with revenue management, budget monitoring, and operational performance reporting to senior management
• •Coordinating conference and event logistics including setup, catering, and technology support for business functions
• •Supporting staff training and development programmes focused on business service excellence and operational efficiency
• •Managing vendor relationships, contract coordination, and procurement for conference and accommodation operations
• •Ensuring brand compliance, operational standards, and business traveller satisfaction across all service delivery

Example for boutique hotel with restaurant

As hotel assistant manager, you will:

• •Support general manager with integrated operations of 40-room property and award-winning restaurant
• •Coordinate hands-on operations across accommodation and dining teams with focus on personalised guest experiences
• •Manage guest relations including special occasion coordination, local recommendations, and boutique service delivery
• •Assist with financial management including cost control, revenue optimisation, and profit margin monitoring
• •Support marketing and sales initiatives including local partnerships, guest experience enhancement, and repeat business development
• •Coordinate staff training focused on boutique hospitality standards and local market knowledge
• •Manage operational administration including scheduling, inventory coordination, and vendor relationship management
• •Ensure consistent delivery of boutique service standards whilst supporting business development and operational efficiency

Example for resort hotel with seasonal operations

As hotel assistant manager, your duties include:

• •Supporting general manager with complex seasonal operations across 180-room resort property
• •Coordinating multiple departments including accommodation, dining, recreational facilities, and event services
• •Managing diverse guest relations including leisure families, corporate groups, and special event coordination
• •Assisting with seasonal staffing management, training coordination, and operational scaling for demand fluctuations
• •Supporting revenue optimisation across multiple revenue streams including rooms, dining, events, and recreational activities
• •Coordinating with external partners for recreational activities, local tourism, and guest experience enhancement
• •Managing operational administration including compliance, safety coordination, and seasonal business planning support
• •Ensuring consistent guest satisfaction delivery whilst adapting operations for seasonal demand and guest mix variations

Step 3: Specify Required Skills for the Hotel Assistant Manager

A hotel assistant manager requires strong management skills, comprehensive hospitality knowledge, and advanced operational competence. Focus on the specific capabilities your property demands rather than generic management requirements.

Building on responsibilities, identify the skills essential for effective hotel assistant manager performance. This ensures candidates can accurately assess their capability and development needs for your specific operational environment.

Focus on skills that match your property's management demands and avoid generic lists. Each hotel requires different management approaches based on property type, operational complexity, and service standards.

Your goal is to create a list that separates essential management skills from skills that enhance performance.

1. Review your task list

Connect each responsibility with the skill needed to excel:

Example:

• •If they coordinate departments → they need organisational skills and systems thinking
• •If they manage guest relations → they need diplomatic communication and customer service expertise
• •If they support strategic planning → they need analytical thinking and business acumen
• •If they handle crisis situations → they need decision-making abilities and problem-solving skills
• •If they coordinate with corporate teams → they need professional communication and reporting capabilities

2. Divide your skills list

• •Essential Skills: Non-negotiable capabilities needed from day one
• •Preferred Skills: Additional skills that enhance performance but can be developed

Key Skill Areas for Hotel Assistant Manager Roles

Consider these fundamental skill categories:

• •Strong management and operational coordination capabilities
• •Excellent guest relations and customer service expertise
• •Comprehensive hospitality operations and systems knowledge
• •Effective communication and stakeholder management skills
• •Administrative competency and attention to detail
• •Problem-solving and decision-making abilities
• •Team coordination and performance management skills
• •Business acumen and financial management understanding

Tailor this based on your hotel's exact requirements and operational complexity.

Example for business hotel with conference facilities

Essential Skills:

• •Proven management experience in hotel operations with understanding of multi-departmental coordination
• •Strong organisational and systems thinking abilities for complex operational oversight and conference management
• •Excellent professional communication skills for corporate client relations and stakeholder management
• •Business acumen including financial management, budget monitoring, and revenue optimisation understanding
• •Technology proficiency including hotel management systems, reporting platforms, and conference technology coordination
• •Problem-solving and decision-making abilities for operational challenges and guest service situations

Preferred Skills:

• •Hospitality management qualification or business administration degree with relevant specialisation
• •Experience with conference and event management including corporate functions and business travel services
• •Advanced knowledge of hotel technology systems including PMS, revenue management, and reporting tools
• •Training and development experience for staff coaching and operational performance improvement
• •Corporate sales and account management experience for business development and client relationship building

Example for boutique hotel with restaurant

Essential Skills:

• •Hands-on management abilities with understanding of intimate property operations and personalised service delivery
• •Strong guest relations instincts with ability to create memorable experiences and build guest loyalty
• •Operational versatility including accommodation management, restaurant coordination, and local market knowledge
• •Excellent communication skills for guest interaction, staff coordination, and community relationship building
• •Financial management competency with focus on cost control and profit optimisation for independent operations
• •Creative problem-solving abilities for unique guest requests and operational challenges

Preferred Skills:

• •Experience with boutique or independent hotel operations and local market development
• •Food and beverage management knowledge including restaurant operations and dining service coordination
• •Marketing and social media skills for boutique property promotion and guest experience enhancement
• •Event coordination experience for special occasions, celebrations, and intimate gatherings
• •Entrepreneurial mindset with ability to identify and develop revenue enhancement opportunities

Example for resort hotel with seasonal operations

Essential Skills:

• •Adaptable management abilities with understanding of seasonal operations and demand fluctuation management
• •Strong organisational skills for coordinating multiple departments, recreational facilities, and diverse guest services
• •Excellent guest relations capabilities for leisure families, corporate groups, and varied guest demographic management
• •Operational flexibility for managing staffing changes, seasonal activities, and revenue stream coordination
• •Communication competency for guest interaction, staff coordination, and external partner relationship management
• •Business understanding of seasonal revenue optimisation and operational efficiency during varying demand periods

Preferred Skills:

• •Experience with resort or leisure hotel operations including recreational facility management and seasonal business cycles
• •Event management and activity coordination experience for guest entertainment and special programme development
• •Revenue management understanding including seasonal pricing, demand forecasting, and profit optimisation
• •Staff training and development abilities for seasonal workforce management and service standard maintenance
• •Local tourism knowledge and partnership development for guest experience enhancement and business development

Step 4: Determine Experience Requirements

The hotel assistant manager role demands specific management experience in hospitality operations. Be clear about whether you're seeking an experienced manager ready to assume significant responsibility or someone with strong operational background who can grow into management with support.

Defining experience requirements helps candidates understand the management expectations and prevents mismatched applications. However, overestimating requirements is a common mistake that can eliminate capable candidates with development potential.

Your goal is to specify the type of hospitality management experience necessary, focusing on relevant operational environments rather than just years served.

1. Identify if the role suits a developing, experienced, or senior manager

• •Developing manager: Someone with solid departmental or supervisory experience ready to step into assistant manager role with training and support
• •Experienced manager: Requires proven hotel assistant manager or equivalent management experience in similar properties
• •Senior manager: Looking for seasoned hospitality professional capable of strategic support and operational transformation

Be honest about your needs; a developing property shouldn't demand senior-level experience if they can provide appropriate management support and development.

2. Specify the type of experience rather than just duration

Instead of simply stating "3 years' management experience," outline important operational environments and capabilities:

• •Do they need experience in business hotels, boutique properties, or resort operations?
• •Must they understand multi-departmental coordination, guest relations, or revenue management?
• •Is experience with conference management, food & beverage operations, or specific market segments essential?
• •Do they need experience with hotel chains, independent properties, or specific operational systems?

Be precise — someone with 4 years managing chain hotel operations differs significantly from 2 years in boutique luxury properties.

3. Indicate whether development and support will be provided

If you're willing to invest in management development, highlight it clearly. Conversely, if you need someone ready to manage strategically immediately, specify that expectation.

Consider what management support you can realistically provide:

• •Will you offer mentoring from general manager or experienced hotel management professionals?
• •Do you have structured management development programmes or external leadership training opportunities?
• •Can you provide shadowing periods with successful assistant managers in similar properties?
• •What timeline do you expect for full competency and independent management performance?

Example for experienced manager recruitment

"We seek candidates with minimum 2 years' hotel assistant manager or equivalent management experience in quality hospitality properties. You should demonstrate proven ability to coordinate departments, manage guest relations, and support operational delivery. Experience with staff coordination, revenue support, and administrative management is essential. We provide ongoing support for professional development but expect immediate management competency and operational contribution."

Example for developing manager opportunity

"We're looking for ambitious hospitality professionals with 18+ months supervisory or departmental management experience ready to advance into assistant manager role. You should have solid operational background with multi-departmental exposure and clear management potential. Comprehensive assistant manager training will be provided alongside general manager mentorship, with structured development over 6 months including leadership coaching and hospitality management education support."

Example for senior management role

"Candidates should bring minimum 4 years' hotel assistant manager or senior hospitality management experience in quality properties. You must demonstrate exceptional operational abilities, guest relations expertise, and strategic support capability with track record of departmental coordination and operational improvement. Experience with revenue management, staff development, and administrative oversight is essential for immediate strategic contribution and operational enhancement."

Example for boutique hotel management

"We require candidates with management experience in boutique, independent, or small luxury hotel environments. Previous experience with hands-on operations, personalised guest service, and intimate property management is essential. Understanding of independent hotel challenges, local market dynamics, and flexible operational approaches necessary. Minimum 20 months in similar management capacity with guest relations focus required."

Step 5: Describe the Ideal Personality Fit

The hotel assistant manager role demands specific personality traits for successful management support and operational coordination. This position requires someone who can provide effective management assistance whilst maintaining excellent guest relations and supporting team development.

While technical skills matter, long-term success depends on cultural fit and management personality. This section helps you attract candidates whose natural traits align with your hotel's operational philosophy and management expectations.

Avoid generic phrases like "natural leader" or "team player" which don't convey meaningful information to potential managers.

Instead, describe specific personality traits and behavioural characteristics that succeed in your hotel environment.

Your goal is to articulate the management style, professional presence, and interpersonal skills that thrive in your operational culture.

1. Reflect on your operational culture and management dynamics

Consider the following:

• •What management traits do your most successful assistant managers demonstrate?
• •What personality characteristics have struggled in previous management hires?
• •Does your hotel thrive with collaborative management or independent decision-making approaches?
• •Are guest interactions formal and professional or warm and personal?
• •What management communication style works best with your team and general manager?
• •Do you need someone proactive and initiative-taking or supportive and detail-oriented?
• •How does your hotel handle operational pressure and challenging situations?
• •What personality traits help during busy periods and complex operational demands?

Develop keywords that capture the management presence and approach desired.

2. Be definitive, not general

Avoid vague terms and instead illustrate traits in action:

• •"Maintains professional composure during complex operational situations whilst providing effective support to general manager and department heads"
• •"Demonstrates natural diplomacy when coordinating between departments and managing guest relations challenges"
• •"Adapts management approach to support diverse operational needs whilst maintaining consistent performance standards"
• •"Shows genuine commitment to hospitality excellence that inspires both operational efficiency and guest satisfaction"
• •"Exhibits strategic thinking and attention to detail when supporting business planning and operational coordination"

3. Align personality attributes with management responsibilities

• •In business hotels or corporate environments: Look for professional presence combined with organisational skills and systematic thinking
• •In boutique or independent properties: Seek creativity and personal engagement balanced with operational discipline and attention to detail
• •In resort or leisure environments: Value adaptability and positive energy balanced with organisational capabilities and guest focus

Example for business hotel with conference facilities

"You'll excel as our hotel assistant manager if you possess natural professional presence and organisational skills combined with genuine commitment to operational excellence. We value managers who support strategic initiatives through systematic thinking and effective coordination, maintaining high standards whilst facilitating smooth operations across multiple departments. The ability to handle complex business situations, coordinate conference logistics, and support both team development and guest satisfaction with equal competency is essential."

Example for boutique hotel with restaurant

"This role suits someone with entrepreneurial spirit and attention to detail who genuinely enjoys creating unique guest experiences whilst supporting efficient operations. We value management professionals who balance creative thinking with operational discipline, ensuring boutique service delivery whilst maintaining business focus and team development. Strong interpersonal skills, adaptability, and ability to maintain positive relationships with guests, staff, and local community partners are crucial."

Example for resort hotel with seasonal operations

"Our ideal hotel assistant manager demonstrates adaptable management approach combined with positive energy and organisational capabilities appropriate for seasonal hospitality operations. You should possess operational flexibility and guest relations instincts suitable for diverse clientele whilst maintaining professional standards that ensure consistent service delivery. Natural problem-solving abilities, patience with varying operational demands, and ability to coordinate complex seasonal logistics whilst maintaining team morale are essential qualities."

Tips if you're stuck

• •Consult current management team: "What management qualities do you most value and respond to?"
• •Observe successful hotel managers during different operational situations and pressure levels
• •Consider what guest and staff feedback reveals about preferred management and communication styles
• •Ask your general manager what personality traits create the most effective operational environment
• •Reflect on previous management hires - what management personalities succeeded or struggled?
• •Be authentic about your environment - if it's demanding and detail-oriented, seek organised and systematic managers
• •Consider cultural fit with your property type and guest expectations

Step 6: Provide Transparency on Compensation

Transparency about compensation is crucial for attracting quality hotel assistant manager candidates. This management role commands higher compensation than supervisory positions, so be clear about your total compensation package and management development opportunities.

This section often receives inadequate attention, yet it's fundamental to attracting committed hospitality management professionals. Candidates need clarity on compensation and career advancement to make informed decisions about management opportunities.

While you may not lead the market in salary, transparency about benefits, development opportunities, and working conditions demonstrates professionalism and builds trust with potential managers.

Be clear about:

• •The salary range or total compensation package
• •Management benefits and professional development opportunities
• •What distinguishes your hotel as an exceptional place to manage and develop professionally

1. Make compensation clear — salary and benefits

Specify the definite salary or present a realistic range. Guidance when unsure includes:

• •Research similar hotel assistant manager positions in your area using hospitality recruitment consultants and industry contacts
• •Consider your expectations — are you seeking developing, experienced, or senior management professionals?
• •Factor in the complexity and responsibility level of your specific assistant manager role
• •Include performance bonuses, profit sharing, or management incentives if applicable

Example: £35,000–£42,000 annually based on experience plus performance bonuses £38,000 starting salary with quarterly reviews and merit increases £40,000 base salary plus 2% of quarterly profit exceeding targets

Avoiding terms like "competitive salary" is essential as they provide no useful information to candidates.

2. Highlight management benefits and opportunities

Benefits beyond salary can significantly attract quality management candidates. Consider:

• •Management development funding for hospitality qualifications and leadership training
• •Leadership coaching, mentorship, and career advancement opportunities within hotel groups
• •Performance bonuses, profit sharing, or management incentive programmes
• •Comprehensive management healthcare, pension, and family support benefits
• •Industry networking opportunities, conference attendance, and professional recognition
• •Management lifestyle benefits, accommodation allowances, and work-life balance support
• •Strategic planning involvement, business development participation, and ownership relationship opportunities

Example:

• •Annual management development budget of £3,000 for hospitality education and leadership training
• •Quarterly performance bonuses based on operational metrics, guest satisfaction, and revenue achievement
• •Comprehensive management healthcare including private medical, dental, and family coverage
• •28 days paid holiday plus bank holidays and professional development time
• •Management mentorship programme with senior hospitality leaders and industry professionals
• •Strategic planning participation including business development and operational improvement initiatives

3. Discuss career progression and development (if available)

Communicate advancement opportunities and management development support available.

Example:

We invest significantly in management development through strategic mentorship, advanced hospitality training, and clear progression pathways. Our hotel assistant manager positions often advance to general manager or regional management roles, with dedicated support for those pursuing hospitality management qualifications and senior leadership positions.

Example section: Compensation & Benefits

Salary: £36,000–£44,000 per annum based on experience and performance Performance Bonus: Quarterly bonuses up to £3,000 based on operational excellence, guest satisfaction, and revenue metrics Management Benefits:

• •Comprehensive management healthcare including private medical, dental, and family coverage
• •Annual professional development budget of £4,000 for hospitality training and management qualifications
• •30 days paid holiday annually plus bank holidays and training time
• •Management coaching and mentorship programme with experienced hospitality executives
• •Career advancement support with clear progression to general manager positions
• •Strategic planning participation including business development and operational improvement involvement
• •Management lifestyle benefits including accommodation allowances and industry networking support
• •Performance-based management incentives including profit sharing and achievement recognition

Example for boutique hotel with restaurant

Salary: £32,000–£38,000 annually plus discretionary bonuses Operational Excellence Bonus: Quarterly awards for guest satisfaction, operational efficiency, and team development Management Benefits:

• •Premium hospitality experiences and industry recognition opportunities during work and personal time
• •26 days paid holiday plus bank holidays and professional development leave
• •Management development support including hospitality certification and business training
• •Performance-based salary reviews every six months with merit increase opportunities
• •Industry networking at hospitality conferences and boutique hotel development events
• •Management recognition programme with operational achievements and leadership rewards
• •Clear progression to general manager with boutique hotel group opportunities

Tips if you're stuck

• •Ask yourself: "What attracts exceptional hospitality managers to stay and grow strategically with us?"
• •Research what successful hotels in your market offer to similar management positions
• •Consider what would motivate you to excel in a demanding management role long-term
• •Be forthcoming — avoid inflating promises beyond what you can deliver consistently
• •If salary is limited, highlight what makes the management experience valuable (development opportunities, strategic involvement, operational autonomy, etc.)
• •Focus on unique aspects like exceptional property reputation, career progression, or management responsibility
• •Consider management benefits that appeal to career-focused hospitality professionals

What's Next

Now you've written your hotel assistant manager job description, it's time to advertise your role and start interviewing. Check out our guide to Hotel Assistant Manager interview questions.