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Bar Manager Job Description

How to Hire a Bar Manager

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Bar Manager Job Description

Bar Managers manage their bars efficiently by handling daily operations, managing resources and employees and creating a safe, fun environment for staff and patrons.

We are actively looking for a committed, proactive Bar Manager with lots of energy who enjoys working in an exciting, fast-paced environment. As Bar Manager you will promote and grow the business, hire and train waitstaff and ensure that patrons are receiving excellent drinks, food, and service. You will also manage inventory and resources, plan promotional events, ensure that quality and safety controls are followed, maintain current licences and update vender contracts, create schedules, and set business objectives to increase profits and maximise customer satisfaction. We also expect someone who should be able to work with diverse personalities and diffuse tense situations.

To excel as a Bar Manager, you should be observant and have the ability to think critically and efficiently. You should be a skilled communicator with excellent problem solving, observation, and interpersonal skills.

Bar Manager Duties and Responsibilities

  • Restaurant or management experience or more education is generally preferred.
  • Strong understanding of business management and accounting principles.
  • Excellent computer, problem-solving, and customer service skills.
  • Exceptional communication and interpersonal skills.
  • Ability to diffuse tense situations and resolve conflicts.
  • Willingness to work during peak hours, including nites, weekends, and holidays.
  • Effectively delegate responsibilities and maximise resources.
  • Decisiveness.
  • Ability to walk, stand, and occasionally carry heavy items in a fast-paced, stressful environment.

Bar Manager Skills and Requirements

  • Manage the business aspects of the bar, such as keeping a current liquor licence, negotiating supplier contracts, taking inventory and reordering supplies, managing budgets, and setting goals.
  • Hire and train staff to provide excellent service to patrons.
  • Create effective schedules and quickly resolving conflicts to ensure that bar is well staffed during peak hours.
  • Set and enforce quality and safety controls.
  • Ensure licences are updated.
  • Work with diverse personalities both on the staff and patrons.
  • Plan and take part in promotional events.
  • Diffuse tense situations between patrons or staff members to prevent possible safety or legal issues, ejecting unruly persons, if needed.
  • Maintain a fun, safe atmosphere for patrons.
  • Restaurant or management experience or more education is generally preferred.
  • Strong understanding of business management and accounting principles.
  • Excellent computer, problem-solving, and customer service skills.
  • Exceptional communication and interpersonal skills.
  • Ability to diffuse tense situations and resolve conflicts.
  • Willingness to work during peak hours, including nites, weekends, and holidays.
  • Effectively delegate responsibilities and maximise resources.
  • Decisiveness.
  • Ability to walk, stand, and occasionally carry heavy items in a fast-paced, stressful environment.

How to write a Bar Manager Job Description

To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.

How to write a Bar Manager job Advert

Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.

Personalising Your Bar 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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