Kitchen Manager
2 months ago
At Crescent Hotels & Resorts, we understand what it takes to be a part of something great. We will encourage you to bring your true self to work every day, we will celebrate you and we will cheer you on as you shine bright in your career journey. Whether it be our health & wellness programs, best in class learning and development or our travel discounts that ‘feed your inner explorer’, we work hard to create and deliver on what YOU need. We are ready for you to start your journey with us where You Belong. We Care. Shine Bright.
In this role, the Kitchen Manager/Chef is responsible for all aspects of managing the kitchen and kitchen staff, ensuring the quality preparation of all menu items and proper handling/storage of all food items in accordance with standards.
We are committed to providing you with:
- Excellent compensation package
- Operational incentive plan eligibility
- An exceptional benefit plan for eligible associates & your family members
- 401K matching program for eligible associates
- Discounts with our Crescent managed properties in North America for you & your family members
ESSENTIAL JOB FUNCTIONS:
- Maintain complete knowledge of and ensure associate compliance with all departmental/hotel policies and procedures.
Required Skills/Abilities:
Minimum of 1 year experience as a Chef managing a full-service kitchen required. Previous experience as a hotel Executive Chef is highly preferred. Some Banquet experience preferred: interpreting BEO’s, labor costing, food costing, scheduling, working hands-on at the cook line, Banquet chef, prep, delegation and managing a team. Servsafe certification Ability to read, write and speak the English language fluently. QualificationsManagement Experience
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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