Banquet Manager

The Essential Functions for the Banquet Manager are as follows: 

1. Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.

2. Supervise the set up of function rooms to include placement of linens, silver, china, and glassware according to event order specifications. Visually inspect function rooms and equipment prior to functions for cleanliness, proper inventory, and set up.

3. Verbally communicate, in a calm, positive demeanor, during the course of the function with the kitchen, service, beverage, convention services, and engineering staff, as well as the guest host to ensure timely execution of events, quality service, and adherence to all applicable federal, state, local safety and health regulations and corporate standards.

4. Supervise clean-up of function room and proper breakdown and storage of equipment.

5. Enter billing information into point of sale/automated sales system in order to generate a final guest check. Process payroll for each event which includes calculating number of hours worked and gratuity distribution.

6. Check staff attendance according to schedules, adjust and reassign server stations, as necessary, in order to provide quality service during functions.

7. Communicate both verbally and in writing to provide clear direction to staff.

8. Comply with attendance rules and be available to work on a regular basis.

At the Baltimore Marriott Inner Harbor at Camden Yards, Leaders perform any other job related duties as assigned.

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)