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Bakery Manager Job Description

How to Hire a Bakery Manager

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Bakery Manager Job Description

Bakery Managers typically manage baking staff and ensure that all bakery operations run smoothly. They take inventory of baking supplies, resolve customer complaints, and address poor staff performance.

We are actively looking for an experienced Bakery Manager to supervise our baking staff and manage all bakery operations. The Bakery Manager’s responsibilities include maintaining accurate financial records, conducting interviews, hiring suitable bakery staff, and ensuring that orders for speciality cakes are completed on time.

You should also be able to discard stale or spoilt bakery items and mark down goods nearing their expiration dates.

To succeed as a Bakery Manager, you should demonstrate excellent management and problem-solving skills. Ultimately, an outstanding Bakery Manager should be able to achieve exceptional customer and enforce staff compliance with food health and safety regulations.

Bakery Manager Duties and Responsibilities

  • Previous experience managing a bakery.
  • Sound knowledge of different baking techniques.
  • The ability to work under pressure.
  • Outstanding problem-solving skills.
  • Excellent management skills.
  • Effective communication skills.
  • Exceptional customer service skills.
  • Associate’s degree in Culinary Arts or Baking and Pastry Arts is advantageous.

Bakery Manager Skills and Requirements

  • Ensuring that the bakery is adequately stocked with quality baking ingredients and supplies.
  • Ensuring that baking tools, utensils, and equipment are properly cleaned and sanitised.
  • Developing and implementing advertizing and marketing strategies to attract new customers.
  • Creating suitable work schedules for staff members.
  • Appraising staff performance and carrying out the necessary disciplinary measures to address poor performance.
  • Training staff to produce high-quality bakery items while following proper food handling procedures.
  • Strategically arranging bakery items in display cases to encourage customer purchases.
  • Inspecting bakery items to ensure that established standards on quality, uniformity, and aesthetic appeal are met.
  • Resolving customer complaints in a professional manner.
  • Previous experience managing a bakery.
  • Sound knowledge of different baking techniques.
  • The ability to work under pressure.
  • Outstanding problem-solving skills.
  • Excellent management skills.
  • Effective communication skills.
  • Exceptional customer service skills.
  • Associate’s degree in Culinary Arts or Baking and Pastry Arts is advantageous.

Personalising Your Bakery Manager Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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