Food Outlet Supervisor

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Job description

Pay: $21.5 per hour

At Great Wolf, the Food Outlet Supervisor brings joy to families through involvement in daily food outlet and lodge operations. This leadership role is critical in executing on business requirements, supporting the food and beverage team, and interacting with guest and pack members to enhance their experience and maximize profitability.

Essential Duties & Responsibilities

Supervises daily food outlet operations to ensure successful execution of all lodge standards and completion of daily tasks and assignments

Assists with the overall operation of the restaurant(s) including; Point of Sale transactions, expediting, re-stocking, ensuring staff breaks

Ensures 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

Provides coaching, encouragement, and recognition to pack members regularly

Understands and champions Great Wolf policies and procedures, and collaborates with Department and Lodge leadership in performance management of the department and its Pack Members

Responds to pack/guest concerns and escalates to leadership as appropriate

Understands and participates in scheduling of staff, execution of labor management and forecasting

Provides supervisory and administrative support for food and beverage operations including; scheduling, payroll, time and attendance, reservations, inventory, receiving, birthday parties and personnel related matters

Performs daily audits per procedure to ensure optimal operation to standards

Conducts daily stand up meetings with food and beverage pack to prioritize the day and facilitates feedback from Pack Members

Monitors performance of staff, providing real time feedback and coaching

Participates 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.

Maintains 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

Assists 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

Basic Qualifications & Skills

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

Desired Qualifications & Traits

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 60-1.35(c)

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