Restaurant Manager

Here is what you will be doing each day:

The Food & Beverage Manager will manage, administer, direct and control the smooth, friendly and efficient operation of the restaurant and/or room service discipline. To direct staffing of areas consistent with volume of business and needs. To maintain high sanitation standards and ensure compliance with all standards, policies and procedures.

ESSENTIAL JOB FUNCTIONS:

• Know all emergency procedures
• Efficiently supervise, guide and train all restaurant/room service employees to perform their job duties to the best of their abilities.
• Schedule, evaluate and direct all direct-reports.
• Keep open communication between management and employees.
• Provide disciplinary action when, and if, necessary.
• Provide employees with the tools and equipment they need to perform their jobs.
• Participate in the following:
• Oversee all functions of the Restaurant Supervisor and all hourly personnel.
• Take immediate action on problems that are encountered in the restaurant.
• Maintain constant control of sanitation levels and operating standards for the restaurant.
• Responsible for the care, handling and storage of all restaurant equipment placed in his or her care.
• Responsible for the proper forecasting and payroll controls in the restaurant.
• Assure prompt and professional service to all guests.
• Advise Food & Beverage Director of daily problems and needs and utilize all available resources to maximize profits.
• Ensure all paperwork needed by Accounting and other departments for the correct assessment of monies spent daily and product control be finished correctly and turned in (menu tabs, guest counts, drop envelopes, taste panels, daily payroll, schedules, and opening/closing reports).
• Share accountability for achieving cost goals in the area of sales, labor and expense.
• Interview and hire new personnel when needed.
• Review and approve all restaurant evaluations, hires, job transfers, warning notices, counseling sessions and termination records.
• Evaluate staff performance on a 90-day and annual basis.
• Conduct self to reflect the high standards of professionalism within the company.
• Read, learn, understand, and refer tot the applicable company Standard Operating Procedures.
• Accurately perform cash handling procedures.
• During scheduled shift and specifically during peak hours, generally circulate through the restaurant to cordially greet and visit with guests.
• Enforce alcohol awareness policy.

Does this sound like you?

• At least two years of experience in a similar position
• Previous experience in all food and beverage areas with emphasis on creativity and merchandising.
• Strong knowledge of supervisory and other management skills.
• Thorough knowledge of food preparation and purchasing, dining room service, banquet operation, back-of-the-house operations, cost control, basic accounting, scheduling, payroll, bartending, wine and alcoholic beverage merchandising and dispensing.
• Food Manager Certification
• TIPS or equivalent Certification

At Crescent Hotels & Resorts we strive to create a great place to work where associates at all levels of our organization are respected for their differences, just like the guests and owners we serve. That’s why we are dedicated to creating an environment that facilitates open and honest conversations about race, equity, diversity, and inclusion. By examining our own beliefs and behaviors, we can create change through training, recruiting, and promoting diverse talent to strengthen our culture.

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)