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Kitchen Manager Job Description

How to Hire a Kitchen Manager

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Kitchen Manager Job Description

We are looking for an experienced Kitchen Manager to oversee the daily operations of our establishment’s kitchen workforce. As the kitchen manager, you will be responsible for overseeing food preparation, ordering supplies, scheduling shifts, and monitoring inventory levels.

To be succeed in this role, the ideal candidate will have proven culinary and management experience. In addition to being an excellent communicator and team player you should also demonstrate outstanding leadership and organisational abilities.

Kitchen Manager Duties and Responsibilities

  • Minimum 3 years’ experience in a similar role.
  • In-depth knowledge of kitchen health and safety regulations.
  • Ability to work well in a stressful and fast-paced environment.
  • Excellent problem-solving and conflict management abilities.
  • Outstanding communication and organisational skills.
  • Bachelor’s degree in Restaurant Management or certification from culinary school is required.

Kitchen Manager Skills and Requirements

  • Supervise kitchen employees and organise food orders.
  • Manage the ordering of materials, supplies, and ingredients based on demand.
  • Oversee the food preparation and cooking process.
  • Recruit and train kitchen employees in designated stations.
  • Monitor inventory levels and perform weekly inventory assessments.
  • Work with the restaurant manager to price and change menu items.
  • Schedule work shifts for employees.
  • Store all food products in compliance with health and safety regulations.
  • Ensure the kitchen is clean and organised.
  • Maintain weekly and monthly cost reports.
  • Minimum 3 years’ experience in a similar role.
  • In-depth knowledge of kitchen health and safety regulations.
  • Ability to work well in a stressful and fast-paced environment.
  • Excellent problem-solving and conflict management abilities.
  • Outstanding communication and organisational skills.
  • Bachelor’s degree in Restaurant Management or certification from culinary school is required.

Personalising Your Kitchen 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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