Food & Beverage Supervisor

Description

• Responsible for the oversight of FOH personnel daily. Assign tasks, maintain checklists for Marriott brand standards and provide excellent guest focused service when necessary.
• Maintain open-door policy and communicate with associates openly and honestly to resolve any concerns.
• Plan, maintain, and execute the FOH function of the outlets to meet the daily needs of the operation.
• Oversee operations of three meal restaurant, bar, in-room dining, and coffee bar

• Supervise the day-to-day operations of the coffee bar, and uphold the Marriott Fair Oaks standards
• Supervise and assist in in-room dining program.
• Learn and assist in Marriott banquet operations as necessary.
• Ensure banquet service standards are met per client’s expectations stated on the Event Order
• Close Banquet Checks
• Assist in effective control of food, beverage and labor costs of outlets to hotel standards.

• Ensure all outlets are in compliance with corporate and brand standards.
• Champion guest service focus in all outlets.
• Abide by all State, Federal and Corporate requirements pertaining to food safety and the serving of alcoholic beverages.
• Abide by all attendance guidelines and standards.

• Perform any other job duties assigned by management.

MINIMUM QUALIFICATIONS:

• Strong communication skills
• Strong customer service skills
• Attention to detail
• Ability to lift, push, and pull up to 50 lbs. with or without reasonable accommodation
• Knowledge of Micros system preferred
• Craft Cocktail background and knowledge preferred
• Banquet background preferable

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)