SUMMARY OF POSITION
Assists the General Manager in restaurant operations and in achieving planned sales and profit levels for the restaurant through the implementation, management, and enforcement of company policies, procedures, programs, and performance standards. Provide direction to restaurant staff to ensure maximum guest satisfaction, and quality of work.
REPORTING RELATIONSHIPS
Reports: Directly to General Manager
Internal: Extensive contacts with all levels of store personnel.
External: Extensive contacts include guests, distributors, repair technicians, salespersons, and community organizations and schools.
LEADERSHIP ABILITIES
Demonstrates principles actions, uses sound judgment and follow through on commitments.
Anticipates problems and issues and makes timely and sound decisions.
Demonstrates a passion and working knowledge of food, liquor, beer and wine.
Leads by example and maintains a guest first focus.
Sets and shares goals with team, monitors and tracks progress of goals.
Directly and honestly addresses issues and resolves conflicts and seeks opportunities for improvement.
Clarifies roles, responsibilities, priorities and expectations.
POSITION ACTIVITIES AND TASKS
Assists the General Manager in planning and analyzing administration and operations manpower.
Ensures that all menu items are prepared, portioned and presented properly n a clean, safe and sanitary manner, according to all established procedures, performance standards, and local health department regulations.
Required, under certain circumstances, to perform/assist all functions for all positions in the restaurant.
Ensures the unit's compliance to productivity and service standards with a sufficient number of well-trained and productive employees.
Ensures proper management of the facility and equipment through preventive maintenance, energy conservation, repairs, security measures, and adherence to safety and sanitation requirements.
Conducts employee activities to include staffing, training and conducting performance reviews with all kitchen personnel, as well as recommending salary increases and issuing employee work counseling.
Accountable for accurate financial data to include: payroll, cash and receipts, productivity, food costs and operating expenses.
Attends unit management meetings; makes presentations as requested.
Responsible for meeting established objectives during periods of his/her or Key hourly’s supervision.
Anticipates, identifies and corrects system breakdowns to achieve guest satisfaction.
Responsible for all communications with regard to system breakdowns and deficiencies.
Ensures the thorough training and development of Key Hourly and other non-exempt personnel supervised, and the documentation thereof.
PHYSICAL REQUIREMENTS/ENVIROMENT/WORKING CONDITIONS
Extensive standing and walking for up to 8 hours
Must be able to see at a distance (20) feet, at close range (12 inches), distinguish between shapes and utilize peripheral vision to avoid hazards.
Must be able to communicate clearly
Exposure to heat, steam, smoke, cold
Reaching heights of approximately 6 feet and depts. of 2 1⁄2 - 3 feet.
Must have high level of mobility/flexibility in space provided
Must have time management skills
Must be able to read, write and perform addition/subtraction calculations
Must be able to control and utilize fingers to write, slice chop and operate equipment.
Must be able to fit through openings 30” wide
Must be able to work irregular hours under heavy pressure/stress during busy times
Bending, reaching, walking
Carrying trays of food products weighing about 50 pounds for distances up to 30 feet
Lifting up to 50 pounds
Exposure to dish and cleaning chemicals
EDUCATION LEVEL REQUIRED
High school diploma; some college or degree preferred.
EXPERIENCE REQUIRED
One to 2 years previous managerial experience; preferably in the food services industry.
Disclaimer This position description is not intended, and should not be construed to be, an exhaustive list of all responsibilities, skills, efforts or working conditions associated with the job. It is intended, however, to be an accurate reflection of those principal job elements essential for making decisions related to job performance, employee development and compensation. As such, the incumbent may perform other duties and responsibilities as required.