Pay: $19.25 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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