What You’ll Do:
Tasked with overseeing all aspects of Food & Beverage, the Food & Beverage Director is no small potatoes.
With your knowledge, expertise, and leadership skills you’ll maximize the quality of our food & beverage and enhance our guests stay and experience.
You’ll also work with and coordinate with the various sub-department managers beneath you, helping them achieve their own goals and objectives.
Still your cup of tea? Here are just a few of the tasks you’ll be completing on a daily basis:
· Interview, hire, train, and schedule F & B employees.
· Collaborate with F & B managers in the creation of new menus.
· Regularly review and evaluate the individual restaurants and banquet service to recommend new operating and marketing policies.
· Continuously evaluate the performance and encourage the improvement of the associates in the food and beverage department.
· Clearly describe, assign and delegate for the operation of the various food & beverage sub-departments.
Where You’ve Been:
You have a high school diploma at minimum, although an additional certificate in hospitality or a similar field is a plus.
You have 3 years of previous supervisory experience in hospitality and an additional 2 years experience in the Food & Beverage industry.
Most importantly, you’re someone who has excellent problem-solving skills, leadership skills and is able to perform under pressure.
When You’re Here:
Be prepared 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)
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