Food & Beverage Manager

Description

Are you a foodie? Do you love pairing food & wine? Do you enjoy building teams and helping others excel? If so, we would love to speak with you about how your skills and experience could be a great fit for Hull & Mason, our hotel restaurant/lounge!

We offer an excellent benefits package, including medical/dental/vision, company paid life insurance and short and long term disability insurance, a matching 401k, paid time off, hotel discounts, free meals, and more...plus a great team of co-workers.

What you will do: You will oversee restaurant, Starbucks, and room service operations for our 464 room Marriott hotel. Daily tasks will involve supervision and support of all restaurant, bar, and room service staff; ensuring exceptional service for our guests. Other duties include monitoring the quality and consistency of food and beverage production, cost control programs, and inventory.

What you should bring to the table: You should have a passion for food and delivering amazing guest service. We are also looking for a dynamic leader who will train, support and inspire our dedicated team! An understanding of forecasting and food & beverage cost is helpful. Prior experience with MICROS is desired - if you are an expert in the system, that's even better! Prior restaurant management experience is required, hotel experience is preferred.

When you will work: Hotels are open 24 hours a day, 7 days a week. Our restaurant is open for breakfast, lunch and dinner. Full availability to be scheduled based on business demands is important, but we also know it's important to have personal time outside of work, which is exactly why we are adding to our F&B management team.

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)