Food Outlet Manager

The Food Outlet Manager leads the daily operations of a food outlet and ensures areas are kept in a clean and orderly condition. The Manager is responsible for standards'' establishment, staff training, schedule/resource coordination, workflow inspection, inventory maintenance and equipment supplies.Essential Duties & ResponsibilitiesResponsible for training and developing of staff for potential career advancement, providing feedback, and making personnel related decisionsEnsures staff are scheduled effectively to maximize customer satisfaction and financial objectives are metResponsible for performance reviews, investigations, discipline, salary planning, and all other staff related functionsPoint of contact for customer escalations and ensuring issues are resolved consistent with Great Wolf policiesResponsible for interaction with customers to take food and beverage orders, process via Point of Sale system, and preparing customer ordersEnsures balance of registers and daily reporting of financialsMaintains food and beverage readiness by notifying employees of service standards, ensuring adequate supply and food inventory levels, and keeping equipment operating by troubleshooting, maintenance, and/or calling for repairBasic Qualifications & SkillsHigh School diploma or equivalent experience1+ year supervisory experience in a food/restaurant settingDemonstrated ability to effectively resolve conflictWillingness to work flexible schedule including nights, weekends, and/or Holidays as neededDesired Qualifications & TraitsThorough understanding of sanitation related skills and experience taking precautions to ensure clean food environmentExcellent customer service skillsPositive attitudePhysical RequirementsAbility to lift 30 lbs.Ability to stand/sit for long periods of timeAbility to bend, stretch and twistEqual Opportunity Employer/Protected Veterans/Individuals with DisabilitiesThe 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)

Created: 2021-11-29