Food and Beverage Manager Job Description
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Food and Beverage Manager Job Description
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We are seeking an experienced Food and Beverage Manager to oversee our operation. You will be responsible for managing the service team, ensuring a seamless daily service for our customers. You will monitor and order inventory, schedule the team for each shift, and work with the events planning team to create outstanding customer events. The candidate will have accumulated a minimum of five years of experience in food and beverage services and possess an understanding of government food handling regulations.
Food and Beverage Manager Duties and Responsibilities
- Cheque the food and beverage inventory and replenish stock when necessary
- Conduct staff training sessions
- Manage the team’s schedule
- Monitor food service to ensure efficiency during events
Food and Beverage Manager Skills and Requirements
- Five years of experience within the food industry and managing staff
- Familiarity with food service rules and regulations
- Excellent organisational and communication skills
- Bachelor’s degree in Hospitality or Business
Personalising Your Food and Beverage 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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