Food & Beverage Supervisor Jobs

Description
General Duties:

• Conduct taste panels and menu classes on a daily basis for restaurant.
• Assume responsibility of daily operation of all assigned outlets.
• Monitor hours and staffing on a daily basis, for restaurant, with accurate scheduling in line forecast and budget guidelines.
• Be on the floor during entire meal period and ensure adequate coverage.
• Assist in ensuring that scheduling functions are performed accurately and on a timely basis.
• During shift, ensure that guests are satisfied by assisting with serving, seating, and communication with kitchen and by striving to speak to all guests.
• Understand and teach empowerment principles to ensure guest satisfaction.
• Actively support the Quality Improvement Process.
• Ensure all side work is done on daily basis.
• Train, maintain and enforce all Horseshoe Bay Resort and Crescent Hotels & Resorts service standards using use records, menus and appropriate reference materials.
• Maintain proper associate uniform standards and footwear which is slip resistant, enclosed toe and heel.
• Assist in working toward positive financial results.
• Assist in identifying and implementing a successful marketing plan for assigned outlets.
• Gather and implement all proper tools for running shift, (e.g., schedules, floor plans, reservations, checks).
• Assist in maintaining a highly motivated and well-trained staff.
• Manage an effective repair and maintenance program through the use of work orders, inspections, etc.
• Maintain a safe and sanitary work environment for all associates and guests.
• Handle daily associate relations (e.g., scheduling, time adjustments).
• Assist any associate in his/her job performance, when required, to ensure guest satisfaction.
• Properly execute revenue and check control procedures on shift.
• Exercise station rotation to ensure stations are distributed fairly.
• Find solutions for problems such as call outs, last minute bookings or any other daily problems that may arise.
• Ensure that only a quality product is being served.
• Initiate aggressive guest interaction through seeking and soliciting feedback from guests.
• Open and close shift in accordance with manager's checklist.

Employment Standards

• Basic technical knowledge of restaurant operations.
• Written/verbal communication skills.
• Demonstrated hospitality skills.
• Demonstrated leadership qualities.
• Able to work with teams.
• NOTICE: The hotel business functions seven days a week, 24 hours a day. All employees must realize this fact and be aware that, at all times, it may be necessary to move employees from their accustomed shift, as business demands. In addition, this is a hospitality business and a hospitable service atmosphere must be projected at all times.
• Demonstrated strong work ethic.

Required Certifications

• Minimum age requirement – 18+ Food Handler’s Certificate
• TABC Certificate
• Encourage OSHA Hazard Communication Standard training and certification.
• Minimum of two years food service or related hospitality experience.
• High school diploma or GED required; college valued

Physical & Mental Requirements
The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job.

• Maintain a clean, safe and environmentally responsible work environment.
• Must be able to interact with co-workers and have a sense of TEAM.
• Follow all company and safety and security policies and procedures.
• Report work related accidents, or other injuries immediately upon occurrence to manager/supervisor.
• Must have the physical strength, stamina and agility to perform the assigned duties.
• Requires problem solving abilities.
• Report maintenance needs, accidents, injuries and unsafe work conditions to manager.
• The employee must frequently lift and/or move up to 50 pounds.

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)