HMSHost
With a career at HMSHost, you really benefit! We Offer
Health, dental and vision insurance
Generous paid time off (vacation, flex or sick)
Holiday pay
Meal and Transportation Benefits
401(k) retirement plan with company match
Company paid life insurance
Tuition reimbursement
Employee assistance program
Training and exciting career growth opportunities
Referral program – refer a friend and earn a bonus
Benefits may vary by position so ask your recruiter for details.
Purpose The purpose of the General Manager I (GM) position is to manage a QSR restaurant or small cluster of restaurants or points-of-sale in close proximity to each other with Sales of generally up to $5M. The GM ensures the restaurant is clean, staffed, open for business, and operates to high operational and financial standards. The GM uses broad discretion and judgement to make great leadership decisions and is responsible for the overall success of the restaurant.
Essential Functions
Open and Close: Ensures all assistant managers and staff recognize the importance of closing the restaurant to prepare the restaurant for opening, holding Shift Managers accountable for executing all closing and opening checklist/requirements
Staffing/Deployment: Understands, adopts, and consistently demonstrates defined manager behaviors designed to create an environment where employee engagement thrives
Staffing/Deployment: Deploys staff and resources to maximize profitability within the restaurant and accepts P&L responsibility
Staffing/Deployment: Assigns work tasks and activities, prepares schedules, and ensures that all shifts are covered
Staffing/Deployment: Provides restaurant staff with consistent support, coaching and encouragement necessary to achieve business goals
Staffing/Deployment: Interviews job candidates, makes hiring, termination, advancement, promotion or any other status change decisions for associates within the unit. Promotes HMSHost as an employer of choice within the local community
Staffing/Deployment: Ensures company and branch diversity and inclusion philosophy is understood and actively executed within the restaurant
Staffing/Deployment: Ensures on-boarding and off-boarding of all restaurant associates, to include all activities related to compliance with proper badging requirements, orientation, on-the-job training, and other company training/processes
Staffing/Deployment: Reads and understands financial and operational data and reports to monitor progress towards unit goals and assigns associates to meet those objectives
Staffing/Deployment: Recognizes restaurant staff for their contributions and performance, including using Shout-Out tools and materials; supports company recognition initiatives and develops and implements plans that will motivate team
Staffing/Deployment: Accepts, understands, adopts, trains and champions all Employee Engagement behaviors
Staffing/Deployment: Ensures that the company has most current contact information for all associates working in the restaurant
Product Availability/Working Equipment: Ensures daily orders are prepared and units are stocked with appropriate levels of product and teaches associates these order procedures
Product Availability/Working Equipment: Oversees receiving goods, processing invoices, and contacting vendors for supply chain issues/product availability
Product Availability/Working Equipment: Maintains proficiency in management information systems and tools like MIV, Crunch Time, Kronos and other programs as utilized by the company
Product Availability/Working Equipment: Monitors and maintains restaurant equipment, schedules routine service or repairs as needed
Product Availability/Working Equipment: Participates and manages company response to NSF and other audits
Product Availability/Working Equipment: Minimizes waste, records as needed and participates in food donation program
Brand Knowledge/Proficiency: Assesses skill levels of restaurant associates and conducts and coordinates on-the-job and other training/education activities as necessary
Brand Knowledge/Proficiency: Embraces technology and inspires employees to understand and adopt new technologies implemented by the company
Brand Knowledge/Proficiency: Maintains a working knowledge of all applicable brand standards, CBAs, landlord lease agreements, and all procedures and protocols to maximize brand/landlord/labor relations, and teaches associates these standards
Brand Knowledge/Proficiency: Develops and implements creative strategies to increase revenue
Visual/Vibe/Appeal: Manages the day-to-day activities of associates within a defined individual or group of restaurants or points-of-sale
Visual/Vibe/Appeal: Uses judgment and discretion to resolve customer and associate questions and problems and determines when to refer more complex issues to senior level leaders
Visual/Vibe/Appeal: Utilizes associate strengths and provides ongoing feedback that reflects progress against individual development goals and business goals
Visual/Vibe/Appeal: Implements marketing programs as directed by OSC or brand initiatives, complies with promotional activity, drives revenue and interacts with support teams for AB programming, sales matrix, Coke programming or other as directed
Safety: Maintains an in-depth understanding of all federal, state, and local sanitary, safety, and health standards, and all procedures and protocols to comply with the law
Safety: Holds Managers accountable for ensuring all safety standards are understood and followed
Safety: Trains new managers and associates in wellness check protocols and adheres to new COVID-19 requirements
Safety: Understands and performs all Health and Safety activities as specified in the Manager’s Guide to Associate Health and Safety
Reporting relationship and other important information: The GMI position as described falls under the Fair Labor Standards Act as an Exempt position, under both the Administrative Exemption and the Executive Exemption tests
Reporting relationship and other important information: The position typically reports to the Director of Operations, or an intermediate zone, cluster or area leader within the assigned location
Reporting relationship and other important information: The GMI position is expected to work a varied and rotating schedule to be on site at various operating days and hours each week; some opening shifts, during some busy dayparts, and during some closing shifts to monitor restaurant associates’ work activities during these different days and times
Minimum Qualifications, Knowledge, Skills, and Work Environment
GMIs must have documented and demonstrated skills managing the types of restaurants (QSR, Casual Dine, Full Service, similar complexity, Union and Non-Union, etc.) to which the role is assigned, including overall responsibility for success and failure of the restaurant under their leadership as identified by P&L success for multiple annual cycles; typical requirement is 3 years of restaurant P&L management experience and 5–7 years of overall restaurant experience in the type
Graduation from a Food Service Management or Culinary program may substitute for a portion of the time-based experience requirement
Demonstrates team management, delegation and issue resolution skills and the ability to manage multiple and concurrent priorities
Demonstrates knowledge of HMSHost policies and products, service, quality, equipment and operations standards
Requires the ability to speak, read and comprehend instructions, short correspondence and policy documents, understand menus and brand standards
Additional Information To learn more about HMSHost and additional career opportunities, visit HMSHost.com
Equal Opportunity Employer (EOE)
Minority/Female/Disabled/Veteran (M/F/D/V)
Equal Opportunity Employer (EOE) Minority/Female/Disabled/Veteran (M/F/D/V) Drug Free Workplace (DFW)
Source: HMSHost
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Health, dental and vision insurance
Generous paid time off (vacation, flex or sick)
Holiday pay
Meal and Transportation Benefits
401(k) retirement plan with company match
Company paid life insurance
Tuition reimbursement
Employee assistance program
Training and exciting career growth opportunities
Referral program – refer a friend and earn a bonus
Benefits may vary by position so ask your recruiter for details.
Purpose The purpose of the General Manager I (GM) position is to manage a QSR restaurant or small cluster of restaurants or points-of-sale in close proximity to each other with Sales of generally up to $5M. The GM ensures the restaurant is clean, staffed, open for business, and operates to high operational and financial standards. The GM uses broad discretion and judgement to make great leadership decisions and is responsible for the overall success of the restaurant.
Essential Functions
Open and Close: Ensures all assistant managers and staff recognize the importance of closing the restaurant to prepare the restaurant for opening, holding Shift Managers accountable for executing all closing and opening checklist/requirements
Staffing/Deployment: Understands, adopts, and consistently demonstrates defined manager behaviors designed to create an environment where employee engagement thrives
Staffing/Deployment: Deploys staff and resources to maximize profitability within the restaurant and accepts P&L responsibility
Staffing/Deployment: Assigns work tasks and activities, prepares schedules, and ensures that all shifts are covered
Staffing/Deployment: Provides restaurant staff with consistent support, coaching and encouragement necessary to achieve business goals
Staffing/Deployment: Interviews job candidates, makes hiring, termination, advancement, promotion or any other status change decisions for associates within the unit. Promotes HMSHost as an employer of choice within the local community
Staffing/Deployment: Ensures company and branch diversity and inclusion philosophy is understood and actively executed within the restaurant
Staffing/Deployment: Ensures on-boarding and off-boarding of all restaurant associates, to include all activities related to compliance with proper badging requirements, orientation, on-the-job training, and other company training/processes
Staffing/Deployment: Reads and understands financial and operational data and reports to monitor progress towards unit goals and assigns associates to meet those objectives
Staffing/Deployment: Recognizes restaurant staff for their contributions and performance, including using Shout-Out tools and materials; supports company recognition initiatives and develops and implements plans that will motivate team
Staffing/Deployment: Accepts, understands, adopts, trains and champions all Employee Engagement behaviors
Staffing/Deployment: Ensures that the company has most current contact information for all associates working in the restaurant
Product Availability/Working Equipment: Ensures daily orders are prepared and units are stocked with appropriate levels of product and teaches associates these order procedures
Product Availability/Working Equipment: Oversees receiving goods, processing invoices, and contacting vendors for supply chain issues/product availability
Product Availability/Working Equipment: Maintains proficiency in management information systems and tools like MIV, Crunch Time, Kronos and other programs as utilized by the company
Product Availability/Working Equipment: Monitors and maintains restaurant equipment, schedules routine service or repairs as needed
Product Availability/Working Equipment: Participates and manages company response to NSF and other audits
Product Availability/Working Equipment: Minimizes waste, records as needed and participates in food donation program
Brand Knowledge/Proficiency: Assesses skill levels of restaurant associates and conducts and coordinates on-the-job and other training/education activities as necessary
Brand Knowledge/Proficiency: Embraces technology and inspires employees to understand and adopt new technologies implemented by the company
Brand Knowledge/Proficiency: Maintains a working knowledge of all applicable brand standards, CBAs, landlord lease agreements, and all procedures and protocols to maximize brand/landlord/labor relations, and teaches associates these standards
Brand Knowledge/Proficiency: Develops and implements creative strategies to increase revenue
Visual/Vibe/Appeal: Manages the day-to-day activities of associates within a defined individual or group of restaurants or points-of-sale
Visual/Vibe/Appeal: Uses judgment and discretion to resolve customer and associate questions and problems and determines when to refer more complex issues to senior level leaders
Visual/Vibe/Appeal: Utilizes associate strengths and provides ongoing feedback that reflects progress against individual development goals and business goals
Visual/Vibe/Appeal: Implements marketing programs as directed by OSC or brand initiatives, complies with promotional activity, drives revenue and interacts with support teams for AB programming, sales matrix, Coke programming or other as directed
Safety: Maintains an in-depth understanding of all federal, state, and local sanitary, safety, and health standards, and all procedures and protocols to comply with the law
Safety: Holds Managers accountable for ensuring all safety standards are understood and followed
Safety: Trains new managers and associates in wellness check protocols and adheres to new COVID-19 requirements
Safety: Understands and performs all Health and Safety activities as specified in the Manager’s Guide to Associate Health and Safety
Reporting relationship and other important information: The GMI position as described falls under the Fair Labor Standards Act as an Exempt position, under both the Administrative Exemption and the Executive Exemption tests
Reporting relationship and other important information: The position typically reports to the Director of Operations, or an intermediate zone, cluster or area leader within the assigned location
Reporting relationship and other important information: The GMI position is expected to work a varied and rotating schedule to be on site at various operating days and hours each week; some opening shifts, during some busy dayparts, and during some closing shifts to monitor restaurant associates’ work activities during these different days and times
Minimum Qualifications, Knowledge, Skills, and Work Environment
GMIs must have documented and demonstrated skills managing the types of restaurants (QSR, Casual Dine, Full Service, similar complexity, Union and Non-Union, etc.) to which the role is assigned, including overall responsibility for success and failure of the restaurant under their leadership as identified by P&L success for multiple annual cycles; typical requirement is 3 years of restaurant P&L management experience and 5–7 years of overall restaurant experience in the type
Graduation from a Food Service Management or Culinary program may substitute for a portion of the time-based experience requirement
Demonstrates team management, delegation and issue resolution skills and the ability to manage multiple and concurrent priorities
Demonstrates knowledge of HMSHost policies and products, service, quality, equipment and operations standards
Requires the ability to speak, read and comprehend instructions, short correspondence and policy documents, understand menus and brand standards
Additional Information To learn more about HMSHost and additional career opportunities, visit HMSHost.com
Equal Opportunity Employer (EOE)
Minority/Female/Disabled/Veteran (M/F/D/V)
Equal Opportunity Employer (EOE) Minority/Female/Disabled/Veteran (M/F/D/V) Drug Free Workplace (DFW)
Source: HMSHost
#J-18808-Ljbffr