Job Information
Spire SeaTac Management LLC Restaurant Operations Supervisor in SeaTac, Washington
Description CompensationHourly $21.63 USD +free parking + employee meal Essential functions: Attends to guest's needs Trains all employees in the performance of their duties Schedules within the budget guidelines Knowledgeable of ABC laws and Health regulations Extensive knowledge of liquor, wine and beer is required Supportive Functions: In addition to performance of the essential functions, this position may be required to perform the following supportive functions, with the percentage of time performing each function to be solely determined by the supervisor based upon the particular requirements of the hotel. Ordering of liquor, beer and wine on a weekly basis Support the restaurant general manager in upholding service standards during dinner service Able to address any guests inquiries or issues at the table The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of the job, with or without reasonable accommodation, using some other combination of skills and abilities. Mathematical skills and considerable skill in the use of a calculator to prepare calculations without error. Ability to access and accurately input information using a moderately complex computer system. Ability to grasp, lift and/or carry or otherwise move packages weighing a maximum of 30 lbs. Ability to read, listen, and communicate in English both verbally and in writing. Ability to walk, stand, sit, and perform essential functions continuously for a maximum of 8 hours. Hearing and visual ability necessary to read and analyze reports and data. Qualification Standards Education: High school graduate or equivalent combination of training and experience. Experience: Prior experience in food and beverage or service related industry. Minimum six months supervisory experience. 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) EOE/AA