What are the responsibilities and job description for the Restaurant Supervisor,H15 position at PM Hospitality Strategies, Inc.?
What You’ll Do:
The restaurant business is a complex operation. It’s so complex that we need multiple teams of associates specialized in different areas. Someone needs to coordinate and supervise those teams. That someone is the Restaurant Supervisor.
Here are just some of the tasks you’ll be undertaking while on your shift:
- Monitor bussers and servers to ensure service is up to standard.
- Read daily communication sheets from the previous shift and prepare one for the following shift.
- Check restaurant for cleanliness and set up. Check service stands and aisle areas. Check tables for cleanliness and proper setup.
- Communicate daily with the restaurant manager with regard to special events, house counts, etc.
Where You’ve Been:
We’re looking for someone with at least 2 years of experience in F&B and at least 6 months of experience in a supervisory role. Most importantly, you’re someone who can remain calm under pressure all while communicating and coordinating associates in a positive and professional manner.
When You’re Here:
This probably goes without saying but you’ll be on your feet a lot. There will be occasions when you may be carrying/lifting up to 25 pounds, walking, bending/twisting, climbing stairs and working on slippery floors. You also must be able 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.
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)
