Director Outlets EX

3 weeks ago

Los Angeles, United States The Aster Full time
Description

RESPONSIBILITIES:

Interview, hire, train, recommend performance evaluations, resolve problems, provide open

communication and recommend discipline and/or termination when appropriate.

Plan and direct the functions of administration and planning of the F&B outlets to meet the daily needs of the

operation.

Oversee full scope of payroll process and weekly scheduling to ensure accuracy, efficiency and profitable

results.

Responsible for oversight of Labor Forecasting and daily management of labor needs. Maintain POS systems accuracy, update product pricing as needed and audit reports as requested Partner with Culinary leadership to assist with updated menu changes and ensure efficient execution of

changes.

Responsible for maintaining inventory and beverage costs and supplies to appropriate levels and approve all

requisitions to ensure operation is held to budget standards.

Abide by all State, Federal and Corporate requirements pertaining to serving alcoholic beverages. Assist managers in establishing and achieving predetermined profit objectives and desired standards of

quality food, service, cleanliness, merchandising and promotion.

Creatively modernizing all beverage offerings that enhance the guest experience; Including signature hand

crated cocktails, local craft beer selections and win pairing options, etc.

Plan and administer a training and development program within the department which will provide well

trained associate at all levels.

Maintain a high level of creativity among the team with regards to Food & Beverage menus Establish both short and long term programming/promotions to increase revenue, generate foot traffic,

and raise awareness

Work collaboratively with our marketing team 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.

Page 2 of 2

ADDITIONAL SUPPORTIVE FUNCTIONS

Floor Management Administrative tasks Cocktail quality control and menu developing

ESSENTIAL QUALIFICATIONS:

Proven experience in the Restaurant/Hospitality industry with minimum of 5 years Managerial experience Must have the ability to communicate in English; bilingual would be a plus. Self-starting personality with an even disposition. Maintain a professional appearance and manner at all times. Can communicate well with guests and staff alike. Must be willing to “pitch-in” and help co-workers with their job duties and be a team player. Considerable skill in complex mathematical calculations without error. 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 move throughout all food and beverage areas and continuously perform essential job functions. Ability to identify potential issues proactively and rectify promptly. Flexibility to work various shifts, including evenings, weekends, and holidays. Ability to make sound decisions and remain composed in high-pressure situations.

EDUCATION, LICENSES, & CERTIFICATIONS:

High School Diploma or GED Equivalent

Bachelor’s degree in Hospitality and/or minimum 4 years of experience in Food & Beverage

Management in a 4 star club/hotel. Minimum 1 year of cocktail mixology experience where

demonstrating knowledge of exact recipes and presentation methodologies.

Valid Certifications: ServSafe Alcohol and/or RBS

ENSURE A SAFE WORK ENVIRONMENT:

Promptly correct or report any hazard, potential hazard, or unsafe work condition to the Director of Facilities,

and/or People & Culture; ensure work location is kept safe, clean, and organized.

Working and reporting all internal work-related injuries to People & Culture to ensure worker’s compensation

compliance

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)

Source: Hospitality Online

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