Food & Beverage Manager / Director

Description

At least three (3) years bar, food and beverage management experience in luxury hotel restaurant or equivalent required. Banquet experience preferred. TABC and Food Handlers certification required.

ESSENTIAL JOB FUNCTIONS:

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

Work required AM and PM shifts to support bar, room service and banquet set up and catering events and ensure service expectations are consistently met.

Ensure that the restaurant complies with sanitation and safety standards for guests and associates. Check that all equipment is in working order. Visually inspect and take action to ensure that facilities in restaurant look appealing and attractive to guests. Follow up on work orders so repairs and maintenance of facility are complete on a timely basis.

Monitor product quality and guest satisfaction in restaurant. Ensure that food quality is consistent, appealing, and prepared to guest specifications. Interact with guests to obtain feedback on quality of service and food in outlet.

Document inventory forecast usage and monitor supply so that restaurants are stocked with linen, glassware, silverware, china, condiments, in order to provide service.

Abide by all State, Federal and Corporate requirements pertaining to serving alcoholic beverages.

Participate in marketing efforts of restaurants, create menu ideas, survey competition and report food trends, and assist in preparations of specials.

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

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

Perform any other job related duties as assigned.

REQUIRED SKILLS AND ABILITIES:

Must have the ability to communicate in English. Self-starting personality with an even disposition. Maintain a professional appearance and manner at all times. Can communicate well with guests. Must be willing to “pitch-in” and help co- workers with their job duties and be a team player. Strong knowledge of Food & Beverage operations and service, wines and preparation techniques. Excellent mathematical abilities in order to determine and track inventory, controls, revenue productions, and other hotel financial statements. Ability to work entire shift standing and moving about in restaurants and kitchen area. Ability to effectively deal with internal and external customers, some of whom will require high levels of patience, tact and diplomacy to defuse anger, collect accurate information and resolve conflicts. Ability to lift/carry weight up to 50 pounds. Ability to push/and pull carts of products weighing up to 150 pounds.

PERFORMANCE STANDARDS

Customer Satisfaction:

Our customer service is the main focus of the entire hotel. 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.

NOTE:

This description excludes non-essential and marginal functions of the position that are incidental to the performance of the fundamental job duties. Furthermore, the specific examples in each section are not intended to be all-inclusive. Rather, they represent the typical elements and criteria considered necessary to perform the job successfully. Other job-related duties may be assigned by the associate’s supervisor.

Furthermore, this description is subject to change, in the sole discretion of the Company, and in no way creates an employment contract, implied or otherwise; each associate remains, at all times, an “at will” associate.

Qualifications

Behaviors

• Thought Provoking: Capable of making others think deeply on a subject (Preferred)
• Team Player: Works well as a member of a group (Preferred)
• Loyal: Shows firm and constant support to a cause (Preferred)
• Leader: Inspires teammates to follow them (Preferred)
• Innovative: Consistently introduces new ideas and demonstrates original thinking (Preferred)
• Functional Expert: Considered a thought leader on a subject (Preferred)
• Enthusiastic: Shows intense and eager enjoyment and interest (Preferred)
• Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well (Preferred)
• Dedicated: Devoted to a task or purpose with loyalty or integrity (Preferred)

Motivations

• Preferred

  Self-Starter: Inspired to perform without outside help

• Preferred

  Goal Completion: Inspired to perform well by the completion of tasks

• Preferred

  Flexibility: Inspired to perform well when granted the ability to set your own schedule and goals

• Preferred

  Financial: Inspired to perform well by monetary reimbursement

• Preferred

  Ability to Make an Impact: Inspired to perform well by the ability to contribute to the success of a project or the organization

Licenses and Certifications

• Preferred

  ServSafe Alcohol Awaren

• Preferred

  Certified Food Handler

• Preferred

  ServSafe Food Mgr Cert

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)