We're Busy, and We're Hiring! Join the culinary team at Horseshoe Bay Resort!

JOB SUMMARY:

First impressions are everything! Buspersons will detail tables and stock service stations in an efficient manner while assisting Restaurant Servers with table service to ensure total guest satisfaction. Maintains sanitation and cleanliness of the restaurant/bar and counter areas.  Also maintains adequate food items and service supplies and resets table in dining areas.

ESSENTIAL JOB FUNCTIONS:

• Replenish and maintain adequate service supplies and utensils to include, but not limited to:

1. China - proper plates in proper area
2. Glasses - water, ice tea, juice, sodas
3. Coffee mugs or cup and saucers
4. Silverware (cutlery)

• Replenish and maintain adequate food items and beverages.
• Actively promote accident prevention by keeping all areas swept and clean, at all times.
• All counters and shelves cleaned and polished daily.
• All machines cleaned and sanitized to include
• All refrigerators and reach-ins cleaned.
• All drains cleaned.
• Heat strips and service window cleaned.
• Floor swept and mopped on aisle, hot side and cold side.
• Complete food store room requisition and store all items in their proper place.
• Empty all trash cans.
• Perform extra cleaning, as necessary, and as delegated by the lead utility person.
• Perform all other duties, as directed by management.

MINIMUM QUALIFICATIONS:

• Neat in appearance and well groomed.
• Maintain proper associate uniform standards and footwear which is slip resistant, enclosed toe and heel.
• Able to work with little supervision.
• Friendly disposition and well mannered.
• Must be punctual.
• Must be able to communicate in English well enough to understand schedules and cleaning checklists.
• Must be organized.
• Must be able to work efficiently.
• Stooping, bending and lifting an average of 30 pounds will be required.

ADDITIONAL QUALIFICATIONS:

The hotel business functions seven days a week, 24 hours a day. All associates must realize this fact and be aware that, at all times, it may be necessary to move an associate 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.

PERFORMANCE STANDARDS

Customer Satisfaction: 

Our customers are what we are about.  One of the keys to a positive guest experience is positive interaction with Crescent staff.  It is essential that you remain professional at all times, and that you treat all guests and associates with courtesy and respect, under all circumstances.  Every Crescent associate is a guest relations ambassador, every working minute of every day. 

Work Habits:

In order to maintain a positive guest and associate experience, your work habits should always meet and strive to exceed hotel standards for work procedures, dress, grooming, punctuality and attendance.  You should be adaptable to change in your work area and in hotel procedures with a willingness to learn new skills and/or improve existing ones, have the ability to solve routine problems that occur on the job and ask for help whenever you are not sure how to do something.

Safety & Security: 

The safety and security of our guests and associates is of utmost importance to Crescent.  Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.

* $2000 Hiring Bonus will be paid to hourly, non-management new hires who accept an offer of employment by May 31, 2022. The first $1000 will be paid when the associate reaches 90 days employment. The remaining $1000 will be paid when the associate reaches 180 days employment.

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)