Oak View Group

Membership Coordinator | Full-Time | The Baylor Club

Location US-TX-Waco
Job ID
2024-15842
Location Name
The Baylor Club
Category
Office and Administrative Support
Type
Regular Full-Time

Oak View Group

Job Summary:

The Membership Sales Assistant is responsible for assisting with sales support and administrative tasks relating to Membership. In the absence of the Membership Sales Director, the Membership Sales Assistant meets with prospects, obtains information, answers questions, and gives club tours. This position presents an opportunity to grow into a Membership Sales Manager Role. 

Overview

Day-to-Day:

  • Preparation of weekly sales and membership reports as required by the accounting department.
  • Maintenance of Salesforce leads and follow-ups.
  • Update Member Pride (member database) with new member information as needed. 
  • Assist in maintaining membership files according to policies and standards set by the company - ensure the completion of all required forms for each file. 
  • Helps to facilitate all aspects of new member enrollment.
  • Provides support for all Membership prospecting-related functions. 
  • Periodic attendance of community events (i.e. Chamber of Commerce).
  • Assist the Membership Director with daily follow-up of new Member prospects.
  • Provides support for the Club Manager and the club's executive offices as directed.

This role will pay an hourly wage of $18 to $22.

 

For FT roles: Benefits: Health, Dental and Vision insurance, 401(k) savings plan, 401(k) matching, and paid time off (vacation days, sick days, and 12 holidays)

 

Job expires 8/31/2024

About the Venue

At the University. For the City.

We're not just Bears fans around here—we're fans of the city of Waco, and together with our members, we're doing big things to connect with and uplift the local community we call home.

Responsibilities

ESSENTIAL FUNCTIONS AND ACCOUNTABILITIES

  1. In the absence or unavailability of the Membership Director, meet with prospects taking initial information, answering questions the prospect(s) may have regarding Club Membership and giving a tour of Club facilities when it is deemed appropriate. All information will be communicated to the Membership Director in a timely manner.
  2. The Coordinator will be responsible for coordinating Enrollment Sessions with the Membership Director and preparation to include, but not limited to:
    1. Invitation to all new Members
    2. Preparing enrollment packets for each Member
    3. Auditing new Member files to ensure completion of all forms and accurate information.
    4. Assist in maintaining Membership files according to policies and standards set by ClubCorp.
    5. Updating enrollment packages as new information comes out on the Club level and taking responsibility of enrollment package presentation and information enclosed; as well as keeping adequate supply on hand.
  3. Provide support to special events for Membership related functions.
  4. Assisting the Membership Director to maintain a sufficient prospect inventory to support the Club's sales plan and the maintenance of the prospect files in accordance with standards.
  5. Assist the Membership Director with daily follow-up of new Member prospects.
  6. Assist fellow Employee Partners, Members, and guests to ensure delivery of the 3 steps of service without being directed. Be aware of team members and the environment and participate as a member of the team.
  7. Attendance at all required Membership Sales Meetings and Employee Partner Meetings.
  8. Be visible in the Club during peak operating hours. Meet and greet Members and guests as needed at appropriate club events.
  9. Responsible for working with Marketing, the Membership Director, General Manager and Regional VP Membership on promotional material and other opportunities to attract new Members.
  10. Notify supervisor of Member/Guest complaints at the time they occur. Rectify, practicing service recover, any complaints as soon as possible.

OTHER ACCOUNTABILITIES

  1. Because of the fluctuating demands of the Club's operation, it may be necessary that each Employee Partner to perform a multitude of different functions; therefore, as an essential part of your job, you will be expected to help others when the occasion arises, just as other Employees are expected to help you. Accordingly, you may be expected to perform other tasks as needed or as directed.
  2. Adhere to all of the various company, club and department written mandatory standards of operations, policies and procedures, manuals, memos, oral instructions, etc., all of which go to make up the essential functions of the job.
  3. Responsible for demonstrating good teamwork.
  4. Maintain a professional appearance according to club policy at all times.
  5. Responsible for maintaining good conduct and safe working habits while in all areas and assuring that others are acting safely.
  6. Attendance at daily line-up and participating as requested.
  7. Manage time effectively.
  8. Take initiative to solve problems, utilizing all available resources including regional and corporate staff.

REPORTING RELATIONSHIPS

  1. Reports Directly To: Membership Director
  2. Also Works For: General Manager and Regional VP Membership

 

 

Qualifications

  • Sales background preferred; knowledge of Salesforce is a plus or CRM systems.
  • 4-year degree preferred.
  • Computer knowledge, comfortable learning new programs/systems. Must be knowledgeable in Microsoft Office Suite. 
  • Must have excellent verbal and written communication skills.
  • 2-3 years of office experience.

Strengthened by our Differences. United to Make a Difference.

We are here to be the best: in everything we do, at every level, as a company and as individuals. We do that by cultivating a culture built on integrity and respect – with the goal of working together to drive ourselves and our businesses forward. We focus on being creative, innovative, and competitive while never wavering from our dedication to the highest operational standards and ethical principles.

EEO

Oak View Group’s policy is to provide equal employment opportunities to, and not to
discriminate against, all applicants and employees without regard to race, color, traits
historically associated with race (such as hair texture, hair type and protective hairstyles),
religion, creed, ethnicity, national origin, ancestry, citizenship or immigration status, age,
sex or gender (including pregnancy, childbirth, related medical conditions and lactation),
gender identity or expression (including transgender status), sexual orientation,
reproductive health decisions, marital status, veteran status, membership in the
uniformed services, disability, protected medical condition as defined by applicable state
or local law, genetic information, or any other trait or status protected by applicable
federal, state or local laws and ordinances (“protected characteristics”), which protections
shall also cover the perception that an individual has a protected characteristic or
associates with a person who has or is perceived as having a protected characteristic, to
the extent required by law. Our commitment to equal opportunity employment applies to
all persons involved in our operations.
This policy of equal opportunity covers all aspects of the employment relationship,
including recruitment, the application and hiring process, placement, corrective action,
promotion and transfer, selection for training opportunities, compensation, termination
and the application of service, retirement and employee benefit plan policies, employee
activities, access to facilities and programs, and general treatment during employment.
Consistent with this policy, OVG is committed to making employment decisions based on
merit, qualifications, business needs, and other job- related criteria without regard to an
individual’s actual or perceived protected characteristic(s).
Any questions or concerns about equal employment opportunities in the workplace can
be raised to Human Resources and/or through one of the channels identified in the Open
Door Policy (which includes avenues for anonymous reporting). Reports of discrimination
should be made in accordance with the Reporting Procedures set forth in the
Discrimination, Harassment & Retaliation Prevention policy as well as any procedures set
forth in any applicable state supplement. We will not allow any form of retaliation against
employees who raise issues of equal employment opportunities in the workplace.

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