Bartender Supervisor-350

Description

What will I be doing?

Create cocktail specials and menus; Product ordering, monitoring, rotation and inventory; Overseeing setup and closing the bar; Train and lead other bartenders; Hands on approach that includes bartending, side work, setup, opening and closing duties based on staffing and scheduling; Address and resolve beverage issues when they arise; Ensure proper and consistent pours for high quality beverage service and controlling costs; Positive and energetic attitude and Team focused. Enforces Texas and Federal laws and regulations regarding food and liquor sales; Providing guests with the best experience possible; Taking pride in and maintaining an organized workspace; The ability to anticipate the guest needs; Setting up/breaking (server station/dining room) down the bar.

Requirements:

• Previous experience of bartender supervisor.
• Must be able to reasonably and rationally handle guest's and staff comments, questions and complaints.
• Trainer experience - at least 1 year.
• Inventory experience of at least 1 year.
• Experience with cost analysis, SOP creation experience is a plus.
• POS System experience - at least 1 year.
• Ability to walk, stand, carry heavy items.
• work in face-paced environment
• Willingness to work peak hours, including nights, weekends and holidays, on a rotating schedule.
• Initiative to continue to learn and create beverage specials, as well as keeping the menu trendy.
• FH / TABC Certified.
• Must stand and walk for long periods of time.
• Must be able to communicate effectively by telephone and in person.

Benefits:

• Medical, dental and vision insurance
• Matching 401k
• Employee assistance program
• Free life insurance
• Paid time off
• Holiday pay
• Hotel discount program, and more...

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)