Director of Operations

Job Description

Job Description

Starting salary: $100,000 - $140,000 plus bonus paid monthly

(Depending on experience and what market you take on. Being bi-lingual is a plus)

WHAT WE OFFER:

We believe our people are our greatest asset and that through them, we create purpose and opportunity. We believe in driving sales and generating employee growth. We offer our Director of Operations the opportunity to grow and develop to their personal level. Some of our highlighted benefits are:

• Clear and defined training.

• Bonus plan, paid monthly!

• Paid time off!

• Career growth, you are our future!

• Employee referral Program.

• Medical, Dental, Vision (eligible the first day of the following month after 60 days of employment)

• 401K plan with company match and you can enroll upon hire!

STATEMENT OF PURPOSE

Directs daily operations of the Area to achieve profit, sales, customer satisfaction, marketing and human resource development objectives. Ensures objectives are achieved while operating within all Company guidelines and following ethical business practices.

ACCOUNTABILITIES AND KEY MEASUREMENT CRITERIA

Key Measurement Criteria:

In order to achieve consistency throughout our system as we measure and evaluate performance, the measurement criteria following each accountability should be considered and evaluated. The actual results as well as the methods and processes used to obtain the results should be assessed and commented on within the evaluation. It is also appropriate in your narrative to discuss the leadership, management and development of subordinates in the attainment of the accountabilities. The Key Measurement Criteria should not be viewed as the only factors to evaluate, as there are normally additional items that relate to a specific individual or market.

1. Ensures all food safety procedures are executed according to Company policies and health/sanitation regulations; takes corrective actions, as appropriate.

KEY MEASUREMENT CRITERIA

• Training and Execution of all food safety procedures

• Health Department evaluation results tracked at area office, critical items escalated immediately

• Models food safety culture during store visits

• Total store cleaning systems

• Expiration dates

• Cooked and raw product

• Temp log

• Handwashing

• Dishwashing, sanitizing and proper drying

• Current Food Safety certification, themselves and management staff

• FSE scores

• Food Safety Walk throughs

2. Maximizes Area profit objectives, and provides leadership and direction to subordinates for

achievement of their assigned territory profit objectives. Working closely with Finance staff.

KEY MEASUREMENT CRITERIA

• Area profitability versus budget and prior year

• Management of food, paper, labor, overhead and other controllable costs

• Management of cash control program, POS targets and risk management targets

• Proactive identification by Area and District management of opportunities to enhance profits, and

their execution of profit-enhancing objectives

• Execution of Safety and Security policies as they relate to risk and casualty claim loss

• Leadership and direction, including coaching, support and education, to District Managers in

profit building and cost management techniques

3. Maximizes area sales objectives versus budget and prior year, and provides leadership and

direction to subordinates for achievement of their assigned territory sales objectives.

KEY MEASUREMENT CRITERIA

• Comparable area sales performance versus budget and prior year

• Percentage of individual units meeting budget; percentage of districts meeting budget

• Development and execution of short and long-term action plans to maximize sales, including

downstores

• Education, development and coaching of District Managers in sales building techniques

• Sales performance of key initiatives including:

• Transaction growth %

• Service times

• Late night sales $

• Pick up window %

• Kids Meals

4. Ensures total store “Service Excellence” and “Customer Courtesy” through the effective

management and evaluation of QSC and other related programs in the Area. Achieves QSC goals.

KEY MEASUREMENT CRITERIA

• Speed of service

• Continual improvement in ROE, SOE, FSE and other store performance indicators

• Execution (quantity and quality) of store visits

• Execution of Quality, Service, Cleanliness and “Customer Courtesy” standards on all day parts

and in all locations

• Execution of Company systems and operating procedures

• Number of Sparkle certified stores; number of "Dave's Way" certified stores

• Frequency, nature and resolution of customer complaints; identification of trends developing

from customer complaints, and development of action plan to address trends

5. Participates in the development of, and manages the implementation of, the Area's marketing plan and monitors market conditions to maximize sales opportunities and minimize competitor intrusion, working closely with the Marketing staff.

KEY MEASUREMENT CRITERIA

• Effectiveness of Area's marketing plan

• Execution of national and local marketing programs

• Execution of new product roll-outs

• Establishment of community presence and goodwill for the Brand, including utilization of CJ research information and any trends indicated

• Consistent message to customer (e.g., POP, reader boards, menu boards)

• Proactive identification of opportunities to enhance visibility, respond to competitive activity, maximize POP, etc.

• Participation in DMA planning and leadership

6. Manages the effective development and utilization of the Area's human resources; achieves staffing, turnover and affirmative action goals. Ensures the diversity of management work force including Shift Supervisor. Perpetuates People Excellence culture that maximizes motivation and productivity. Manages the performance management and Human Resources planning processes in the Area, working closely with the human resources staff. Assures adherence to all federal, state and local employment laws.

KEY MEASUREMENT CRITERIA

• Proper escalation of employee issues

• Diversity of hires and benchstrength at all levels

• Crew, Shift Supervisor and management staffing and turnover levels versus goal

• Minority and female DMs and GMs in Area versus goal

• Churn results for management

• Creation of a productive and motivating workplace environment through role-modeling, goal-setting, coaching and providing training and development to Area staff

• Quality of content, and percent of on-time reviews for DMs, GMs, Co-Managers, Assistant Managers, Shift Supervisors and Crew Members

• Recruiting, selection, recognition, compensation, discipline and other labor and employment practices are in compliance with all Wendy’s policies and procedures and federal, state and local employment laws

7. Develops subordinates to maximize their contributions and future promotability. Provides proper store management training and development using established systems and practices.

KEY MEASUREMENT CRITERIA

• Oversees utilization of COT system

• Number of Phase I and Phase II stores versus goals

• Attendance of Area management to training classes and completion of training assignments

• Development and execution of personal development plans for DMs and store management employees within Area.

• Development of benchstrength at every level, as measured by internal promotions vs. external hires

• CMIT and GMIT hires versus internal promotions

• Ongoing review of personal development plans

8. Participates in the Area's planning process; including the development and implementation of the Area's business plans and budgets to ensure Wendy's growth and development in the territory. Working closely with Development staff.

KEY MEASUREMENT CRITERIA

• Development of annual sales and budget forecasts

• Development and execution of Area Business Plan to support North America Business Plan

• Development and management of Capital Budget Plan including write offs

• Store openings on time, on budget and in compliance with opening operating standards

• Participation and support of DMA business plan

• Management of acquisitions/dispositions, if applicable

9. Performs other job-related duties as may be assigned or required.

KEY MEASUREMENT CRITERIA

This accountability should be left blank unless a specific program, activity, or contribution resulted which is not addressed by a previous accountability.

QUALIFICATIONS 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 functions.

KNOWLEDGE

Strong knowledge of restaurant operations, Company policies and procedures, and the financial, marketing, training and human resource aspects of the industry. Excellent communication, organization and management skills.

EDUCATION and/or EXPERIENCE

College degree, preferred or equivalent operational experience; and 7 - 8 years of restaurant operations management experience, including experience in managing multi-location operations; or equivalent combination of education and experience. PC experience.

WORK ENVIRONMENT

Frequent travel to multiple restaurants within the assigned area.