What You’ll Do:
Righthand to the Restaurant Manager, the Assistant Restaurant Manager is tasked with the demanding role of keeping all restaurant operations running smoothly. Whether it be assisting the Manager, supervising staff, or re-stocking the restaurant’s stores, the Assistant Manager will rarely find themselves without a full plate.
Here are just a few of the tasks you’ll be completing on a daily basis:
- Assisting the Restaurant Manager in administrative duties (e.g. hiring, firing, and training employees).
- Scheduling employee shifts.
- Calculating future needs in kitchenware and equipment and placing orders.
- Overseeing restaurant staff performance, ensuring quality dining.
- Stepping in for the Restaurant Manager when needed.
Where You’ve Been:
You have a high school diploma at minimum, although an additional certificate in hospitality or a similar field is a plus. You have 3 years of previous supervisory experience in hospitality and additional experience in the Food & Beverage industry. Most importantly, you’re someone who has excellent problem-solving skills, works well in a team, and is able to perform under pressure.
When You’re Here:
Bring your best pair of shoes and be prepared to be on your feet all day! The Assistant Restaurant Manager is a demanding position, one which will require you to leverage all your previous experience. If you’re looking for a cushy desk job with standard hours this may not be the role for you. However, if you are interested this is an amazing opportunity for you to enter the upper echelons of restaurant and hospitality management. Be prepared to accommodate varying schedules including nights, weekends and holidays. But wait, there’s a great upside: in exchange for your flexibility, we offer excellent pay, hotel discounts, F&B discounts and the opportunity to be part of an anything-but-standard growing hotel company.
Licenses & Certifications
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)