Description

This task force position will work at various properties on an assigned basis. As such, this position is subject to extensive travel. On assignment, this position reports to their on property designated Executive Committee Member.

This position will also report to their corresponding corporate F&B Leader. Besides providing leadership and coverage as needed on property, this person reports back to the Crescent Restaurant Group team on a consistent basis.

Responsibilities include, but not limited to:

• Responsible for the management of all aspects of the Food & Beverage Division functions, in accordance with hotel standards.
• Will help oversee and direct the operation of the Banquet functions, Lounge, Room Service, and Restaurant facilities.
• Will direct, implement and maintain a service and management philosophy which serves as a guide to respective staff.
• As the Task Force Director of F&B for the Restaurants, Bars, and Events, you'll build an exciting, innovative, and memorable dining experience for all guests by leading a well-rounded, knowledgeable front-of-house team.
• This position is responsible for monitoring labor costs, financial performance, staff development, scheduling, and nightly/daily service coordination.
• You'll act as an advocate for the restaurant, be a creator of personal experiences, and develop relationships with guests that will compel them to return.
• Maintain an active presence throughout the restaurant and event spaces - lead daily line-ups and regular department meetings, conduct daily walk-throughs of event setups, coordinate and participate in BEO meetings.
• Lead a team of restaurant supervisors and foster opportunities to learn, grow, and develop their skills. Identify talent and provide the necessary training as positions open.
• Assist in interviewing, hire, and train; plan, assign, and direct work; appraise performance; mentor (and celebrate employees!); address any feedback and problem solve.
• Work with the hotel leaders to consistently meet the budget in all areas of cost control with a focus on payroll and cost of sales.
• Partner with Executive Chef to give final approval of all menus and pricing.
• Work directly with in-house clients and contracted to connect and build repeat guests.

Minimum Qualifications

• 3+ years as a Restaurant GM or Director of Food and Beverage in a luxury hotel environment. Food Handler Certification (if applicable).
• Bachelor's degree in Hospitality/Restaurant Management, Business or equivalent field preferred.
• Experience with all aspects of restaurant/banquet/catering operations, and sales including budgeting, expense management, inventory, payroll and labor costing, staffing, marketing, owner relations, and P&L management.
• Proven systems knowledge and experience with restaurant POS systems or combination of these systems required.
• Passion for crafting and personalizing guest experiences!
• Flexible schedule, able to work evenings, weekends, and holidays when needed.

For applicants who will be working in NYC, the anticipated compensation range for the position is $96,050-$101,700; for applicants who will be working in Colorado, the anticipated compensation range for the position is $85,850-$90,900; for applicants who will be working in Washington, the anticipated compensation range is $90,950-$96,300; for applicants who will be working in California, the anticipated compensation range for the position is $95,455-$101,700. The salary offered to a successful candidate will be dependent on several factors that may include but are not limited to years of experience within the job, years of experience within the required industry, education, work location, etc. Crescent Hotels is a multi-state employer and the salary ranges indicated herein may not reflect positions that work only in other states.

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)