General Manager II

General Manager IILocation: San Jose Airport F&B Advertised Compensation: $75,054.00 to $88,299.00 Basic Purpose of Position: Working under minimal supervision, the General Manager II 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.Primary or Major Responsibilities: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/requirementsUnderstands, adopts, and consistently demonstrates defined manager behaviors designed to create an environment where employee engagement thrivesDeploys staff and resources to maximize profitability within the restaurant and accepts P&L responsibilityAssigns work tasks and activities, prepares schedules, and ensures that all shifts are coveredProvides restaurant staff(s) with consistent support, coaching and encouragement necessary to achieve business goalsInterviews job candidates, makes hiring, termination, advancement, promotion or any other status change decisions for associates within the unit.Promotes HMSHost/Avolta as an employer of choice within the local communityEnsures company and branch diversity and inclusion philosophy is understood and actively executed within the restaurantEnsures on-boarding and off-boarding of all restaurant associates, to include all activities related to compliance with proper badging requirements, orientation, OJT, and other company training/processesReads and understands financial and operational data and reports to monitor progress towards unit goals and assigns associates to meet those objectives.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.Accepts, understands, adopts, trains and champions all Employee Engagement behaviorsEnsures that the company has most current contact information for all associates working in the restaurantEnsures daily orders are prepared and units are stocked with appropriate levels of product and teaches associates these order proceduresOversees receiving goods, processing invoices, and contacting vendors for supply chain issues/product availability.Maintains proficiency in management information systems and tools like MIV, Crunch Time, Kronos and other programs as utilized by the company.Monitors and maintains restaurant equipment, schedules routine service or repairs as needed.Participates and manages company response to NSF and other auditsMinimizes waste, records as needed and participates in food donation program.Assesses skill levels of restaurant associates and conducts and coordinates on-the-job and other training/education activities as necessaryEmbraces technology and inspires employees to understand and adopt new technologies implemented by the companyMaintains 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 standardsDevelops and implements creative strategies to increase revenueManages the day-to-day activities of associates within a defined individual or group of restaurants or points-of-saleUses judgment and discretion to resolve customer and associate questions and problems and determines when to refer more complex issues to senior level leadersUtilizes associate's strengths and provides ongoing feedback that reflects on progress against individual development goals and business goalsImplements 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.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.Understands and performs all Health and Safety activities as specified in the Manager's Guide to Associate Health and Safety Ensures that the company has most current contact information for all Team Members working in the restaurant Comply with all applicable CAL-OSHA regulationsAll other duties as assignedQUALIFICATIONS To perform this job successfully, an individual must be able to perform each essential duty satisfactorily. The requirements listed below are representative of the knowledge, skill, and/or ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functionsSafety: Ensure that all assignments are performed in compliance with all applicable Federal, State/Provincial and Company safety and health regulations. Where applicable, ensure proper personal safety protective equipment is utilized. 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 Holds Managers accountable for ensuring all safety standards are understood and followed Understands and performs all Health and Safety activities as specified in the Manager's Guide to Associate Health and Safety Enforces safety regulations in accordance with Corporate PolicyMinimum Requirements: GMIIs 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, to include overall responsibility for success and failure of the restaurant under their leadership as identified by P&L success for multiple annual cycles for the type or restaurant assigned. Generally speaking, restaurant P&L management experience for a minimum of 3 years with underlying overall working restaurant experience of 5-7 years in type is typically necessary to be successful. Graduation from a Food Service Management or Culinary program may substitute for a portion of the time based experience requirement for each of these roles 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, or able to demonstrate this knowledge within a reasonable time from hire or promotion Requires the ability to speak, read and comprehend instructions, short correspondence and policy documents, understand menus and brand standards as well as converse comfortably with individuals and customers Knowledge of all applicable federal, state, and local sanitary, safety, and health standards, and all procedures and protocols to comply with HACCP standardsPhysical Demands: Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions Requires standing and walking for up to 80% of work time. This position requires use of a computer and data input. Working conditions are generally favorable. Lighting and temperature are adequate and there are no hazardous or unpleasant conditions caused by noise, dust, etc. It is understood that certain minimum requirements are not tested for but monitored for competent capability during the employee's indoctrination period.Avolta, including Dufry, HMSHost Corporation, Hudson, and affiliates ("the Company"), is an equal opportunity employer. It is the Company's policy to ensure equal employment opportunity in all aspects of employment and to comply with anti-discrimination laws and regulations. The Company prohibits discrimination and harassment of any type and provides equal opportunities to applicants and team members without regard to actual or perceived race, color, creed, age, religion, sex or gender (including pregnancy, childbirth, related medical conditions and lactation), gender identity or gender expression (including transgender status), sexual orientation, national origin, disability, military service and veteran status, ancestry, citizenship status, marital status, protected medical condition as defined by applicable state or local law, genetic information, or any other basis protected by applicable federal, state or local laws and ordinances (referred to as "protected characteristics").