HOSPITALITY AND SALES MANAGER

Wrexham AFC; Wrexham; On-site; GBP 35,000 - 55,000; Full time

Job summary

Wrexham AFC seeks a Venue Manager to maximize revenue from hospitality offerings, particularly with the upcoming development of the new Kop Stand. The ideal candidate will have extensive experience in venue management, event planning, and a strong commitment to enhancing customer experiences and stakeholder relationships.

Qualifications

• 7-10 years of demonstrable experience in venue management or event planning.
• Strong understanding of revenue generation strategies.
• Commitment to equality, diversity, and inclusion.

Responsibilities

• Develop revenue strategies for hospitality activities.
• Plan and manage events to drive revenue.
• Enhance customer experiences at the Club's venues.

Skills

Strategic Thinking

Customer Experience

Team Management

Financial Management

Analytical Skills

Problem Solving

Relationship Building

Project Management

Education

Degree in Business, Marketing or Event Management

Job description

Job Purpose

Maximise revenue generation from the Club’s venue(s), including the new Kop Stand that will be under construction during the 2025/26 season, by developing and implementing a clear strategy for the Club’s hospitality offerings to cater for all fans and guests ensuring exceptional fan experiences and driving commercial growth through innovative venue-based hospitality initiatives.

Support the Commercial Sales Director in all aspects of the Club’s venue revenue generation, including sales of hospitality and events on both matchdays and non-matchdays.

Main Responsibilities

• Revenue Strategy: Develop and implement a comprehensive revenue strategy to maximise income from all hospitality activities and Club venues including the new Kop Stand.
• Matchday Sales: Maximise matchday revenue generation via hospitality packages.
• Event Management: Plan and execute a wide range of events, both matchday and non-matchday, to drive additional revenue and engage with fans and the local community.
• Venue Utilisation: Optimise the use of the Club’s facilities for non-matchday events, including conferences, exhibitions, and private functions.
• Customer Experience: Enhance the overall customer experience at the Club’s venues, ensuring a seamless and enjoyable experience for all visitors.
• In conjunction with the Head of Partnership Management, develop and maintain relationships with key partners, sponsors, and suppliers to support venue revenue initiatives, building and maintaining strong relationships with internal and external stakeholders, including fans, sponsors, and suppliers.
• Market Analysis: Conduct market research and analysis to identify trends, opportunities, and areas for growth in venue revenue generation.
• Financial Management: Develop and manage budgets for venue activities, ensuring cost control and bottom-line profitability.
• Team Leadership: Work with the team to foster a culture of excellence, innovation, and collaboration.
• Performance Analysis: Monitor and analyse the performance of hospitality revenue initiatives, providing regular reports and insights to senior management.
• Any other duties as required.
  
  

KEY RELATIONSHIPS

• Internal Club stakeholders including Head of F&B, Head of Ticketing & Membership, Head of Partnership Management, and Head of Operations.
• International sponsor partners and local business / partners. SAFEGUARDING RESPONSIBILITIES
• We are committed to ensuring everyone who engages with the Club has a positive, safe, and supportive experience.Staff are required to comply with all aspects of the Club Safeguarding Policies and arrangements and to take personal responsibility and care to enable strong safeguarding practices to be embedded across the Club HEALTH & SAFETY RESPONSIBILITIES
• Take responsibility and care for the health and safety of yourself and other employees and members of the public who may be affected by your acts or omissions at work.
• Comply with all aspects of the Club’s Health & Safety Policy and arrangements to enable the company to perform its civil and statutory obligations in relation to Health & Safety.
  
  

Equality, Diversity And Inclusion Responsibilities

• Hold a commitment to equality, diversity and inclusion in the workplace.
  
  

About The Candidate

EXPERIENCE/QUALIFICATIONS REQUIRED

• A Degree in a relevant area (Business, Marketing, Event Management etc.) or a number of years’ experience normally associated with this level of qualification.
• Demonstrable experience (7-10 years) in venue management, event planning or revenue generation - ideally within sports or entertainment.
• Byddai hyfedredd yn y Gymraeg yn fantais amlwg PERSONAL SPECIFICATION - SKILLS/ABILITIES REQUIRED
• Strong understanding of venue operations, event management, and revenue generation strategies.
• Ability to think strategically and develop long-term plans to enhance venue revenue streams.
• Proven leadership and team management skills, with the ability to inspire and motivate a diverse team.
• Excellent verbal and written communication skills, with ability to engage with a wide range of stakeholders.
• Excellent analytical and problem-solving skills, with ability to interpret complex data and make strategic recommendations.
• Commitment to delivering exceptional customer experiences and satisfaction.
• Strong project management skills, able to manage multiple initiatives and priorities simultaneously
• Strong financial management skills, able to develop and manage budgets effectively.
• Ability to adapt to changing circumstances and work effectively under pressure.
• Strong relationship-building skills, with a track record of managing and nurturing key partnerships.
• A keen interest in football and an understanding of the football industry.
  
  

About The Club

CLUB VALUES

Code of Conduct

Wrexham Football Club expects the highest standards of integrity and conduct in all matters concerning the Club and its employees. The Code of Conduct makes clear the standards of conduct expected from its employees and explains the responsibilities of the Club, as the employer. All employees are expected to always act wholeheartedly in the interests of the Club. Any conduct detrimental to its interests or its relations with its customers, suppliers, the public or damaging to its public image shall be a breach of Club rules and policies. Discriminatory, offensive, and violent behaviour are unacceptable, and any complaints or concerns will be dealt with and acted upon.

Equality, Diversity & Inclusion

Wrexham Football Club are committed to ensuring that equality, diversity and inclusion of opportunity is at the very heart of everything we do to ensure we provide fair and non-prejudicial access to the services across the Club. We uphold everyone’s freedom of rights and choice to be different and aim to provide opportunities for everyone to succeed. It is the policy of the Club that no person, whether player, job applicant, employee, volunteer, or customer, shall be discriminated against. The Club opposes all forms of unlawful and unfair discrimination, either direct or indirect, or harassment, on the grounds of the following ‘protected characteristics’: Age, Disability, Gender Reassignment, Marriage & Civil Partnership, Pregnancy & Maternity, Race, Religion or Belief, Sex and Sexual Orientation. Anyone who is found to be in breach of this could receive disciplinary action, which may well include suspension and dismissal.

The Club is fully committed to the EFL Equality, Diversity & Inclusion Standards and as we are under represented in these areas; we particularly welcome ‘entry level’ applications from women, individuals from Black and Minority Ethnicities, the LGBT community and anyone with a disability.

Safeguarding and Safer Recruitment

Wrexham Football Club are committed to and has both a moral and legal obligation to ensure that all children and vulnerable adults are protected and kept safe from harm whilst engaged in services organised and provided by the club and believes that the general wellbeing, welfare and safety of all children and vulnerable adults engaged in club activities is of the upmost importance. The Club will fulfil its responsibilities by ensuring it displays best practice in safeguarding matters – including Safer Recruitment - carried out in a spirit of partnership and openness with the child or vulnerable adult, families, and the relevant local authority.

Having a criminal record will not necessarily bar a potential candidate from working with the Club. This will depend on the nature of the position and the circumstances and background of the offence(s) committed. As an organisation using the Disclosure and Barring Service (DBS) to assess applicant’s suitability for positions of trust, the Club complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. Potential applicants need to check on the government website (https://www.gov.uk/tell-employer-or-college-about-criminal-record/what-information-you-need-to-give) whether cautions / convictions should be disclosed as part of their application.

CLUB VALUES

Code of Conduct

Wrexham Football Club expects the highest standards of integrity and conduct in all matters concerning the Club and its employees. The Code of Conduct makes clear the standards of conduct expected from its employees and explains the responsibilities of the Club, as the employer. All employees are expected to always act wholeheartedly in the interests of the Club. Any conduct detrimental to its interests or its relations with its customers, suppliers, the public or damaging to its public image shall be a breach of Club rules and policies. Discriminatory, offensive, and violent behaviour are unacceptable, and any complaints or concerns will be dealt with and acted upon.

Equality, Diversity & Inclusion

Wrexham Football Club are committed to ensuring that equality, diversity and inclusion of opportunity is at the very heart of everything we do to ensure we provide fair and non-prejudicial access to the services across the Club. We uphold everyone’s freedom of rights and choice to be different and aim to provide opportunities for everyone to succeed. It is the policy of the Club that no person, whether player, job applicant, employee, volunteer, or customer, shall be discriminated against. The Club opposes all forms of unlawful and unfair discrimination, either direct or indirect, or harassment, on the grounds of the following ‘protected characteristics’: Age, Disability, Gender Reassignment, Marriage & Civil Partnership, Pregnancy & Maternity, Race, Religion or Belief, Sex and Sexual Orientation. Anyone who is found to be in breach of this could receive disciplinary action, which may well include suspension and dismissal.

The Club is fully committed to the EFL Equality, Diversity & Inclusion Standards and as we are under represented in these areas; we particularly welcome ‘entry level’ applications from women, individuals from Black and Minority Ethnicities, the LGBT community and anyone with a disability.

Safeguarding and Safer Recruitment

Wrexham Football Club are committed to and has both a moral and legal obligation to ensure that all children and vulnerable adults are protected and kept safe from harm whilst engaged in services organised and provided by the club and believes that the general wellbeing, welfare and safety of all children and vulnerable adults engaged in club activities is of the upmost importance. The Club will fulfil its responsibilities by ensuring it displays best practice in safeguarding matters – including Safer Recruitment - carried out in a spirit of partnership and openness with the child or vulnerable adult, families, and the relevant local authority.

Having a criminal record will not necessarily bar a potential candidate from working with the Club. This will depend on the nature of the position and the circumstances and background of the offence(s) committed. As an organisation using the Disclosure and Barring Service (DBS) to assess applicant’s suitability for positions of trust, the Club complies fully with the DBS Code of Practice and undertakes to treat all applicants for positions fairly. Potential applicants need to check on the government website (https://www.gov.uk/tell-employer-or-college-about-criminal-record/what-information-you-need-to-give) whether cautions / convictions should be disclosed as part of their application.