What are the responsibilities and job description for the Cash Control Team Lead position at Wild Adventures Theme Park?
- Direct the work of Cash Control tellers
- Enforce Cash Control and Wild Adventures cash handling policy
- Train new employees using Cash Control On-boarding Procedures
- Maintain security of safe contents and certify the balance at beginning and end of each shift
- Prepare shift open/close safe count sign-off sheet and turn in to Sales Audit daily
- Supervise and participate in the issuance of tills, wristbands, credit card machines, and other items according to policy
- Schedule employee breaks, cash pickups, and cashier audits
- Insure that Cash Control tellers' banks are in balance at all times
- Prepare armored car pickup logs and deliver deposits to armored car personnel
- Open/close office at begin/end of shift
- Maintain records and issue reports using Microsoft Excel, Word, Power point and Outlook
- Oversee and participate in the operation and maintenance of coin and currency recyclers and coin wrapping machine
- Participate in on-going discussions to improve procedures and guest service
- Model Servant Leader behavior when working with tellers and other team members
- Position will need to have annual PCI training, background and credit check
- Position will help to train team members with cash handling procedures
- Ensure compliance with all Herschend Family Entertainment and Wild Adventures policies and procedures
- Represents the company to guests and other team members in a positive and friendly manner
- Satisfies Wild Adventure’s standards for performance and conduct. For example, reports to work regularly and on time
- “Create Memories Worth Repeating” for our Guests by exceeding guest expectations
- Perform other 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)
