Food Service Operations Manager

4 weeks ago

SaintDizierlesDomaines, Nouvelle-Aquitaine, United States Great Wolf Lodge Full time
Job Title: Food Outlet Supervisor

Job Summary:

The Food Outlet Supervisor at Great Wolf Lodge is a critical leadership role responsible for executing daily food outlet operations, supporting the food and beverage team, and enhancing the guest experience. This position requires strong leadership skills, attention to detail, and the ability to work in a fast-paced environment.

Key Responsibilities:

  • Supervise daily food outlet operations to ensure successful execution of all lodge standards and completion of daily tasks and assignments
  • Assist with the overall operation of the restaurant(s) including; Point of Sale transactions, expediting, re-stocking, ensuring staff breaks
  • Ensure that outlets are sanitized, cleaned, stocked, and setup correctly at start of and throughout the shift while always adhering to sanitation, safety, and alcohol beverage control policies
  • Provide coaching, encouragement, and recognition to pack members regularly
  • Understand and champion Great Wolf policies and procedures, and collaborate with Department and Lodge leadership in performance management of the department and its Pack Members
  • Respond to pack/guest concerns and escalate to leadership as appropriate
  • Understand and participate in scheduling of staff, execution of labor management and forecasting
  • Provide supervisory and administrative support for food and beverage operations including; scheduling, payroll, time and attendance, reservations, inventory, receiving, birthday parties and personnel related matters
  • Perform daily audits per procedure to ensure optimal operation to standards
  • Conduct daily stand up meetings with food and beverage pack to prioritize the day and facilitate feedback from Pack Members
  • Monitor performance of staff, providing real-time feedback and coaching
  • Participate in recruitment process and selection of talent for the F&B staff
  • Partner with F&B leadership to develop and execute action plans related to guest service and Pack Member engagement measured through NPS and eNPS
  • Participate in pack performance management including; employee reviews, corrective action, investigations, conflict resolution, etc.
  • Maintain quality of operation by ensuring service excellence, ensuring adequate supply and food inventory levels, and operation of equipment by troubleshooting, maintenance, and/or calling for repair
  • Assist in developing, implementing, and monitoring programs ensuring a safe facility that complies with all appropriate regulations-Ergonomics, Emergency Responses, Injury and Illness Prevention, and Hazard Communications Programs

Requirements:

  • High School diploma or GED
  • Minimum of 1 year experience in a food service leadership capacity
  • Minimum of 1 year experience utilizing Point-of-Sale (POS) technology
  • Experience with Microsoft Office and general software systems; proficiency in Excel, Word, and Outlook
  • Demonstrated customer service, conflict resolution, employee engagement, retention, and team building skills
  • Basic math skills (addition, subtraction, etc.) as they apply to cash handling
  • Proficient in both written and spoken English
  • Ability to work flexible schedule including nights, weekends, holidays as needed

Preferred Qualifications:

  • Associates degree or higher in hospitality or related field
  • Prior experience with Micros POS
  • Serve-Safe and/or TIPS certification
  • Previous hotel experience, preferably in a large family resort or hotel

Physical Requirements:

  • Able to lift up to 30lbs
  • Able to bend, stretch, and twist
  • Able to stand and walk for long periods of time

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 c)

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