Summary: At Great Wolf, the Food & Beverage Supervisor works to ensure safe operations, employee engagement, guest satisfaction, and profitability goals are achieved. The F&B Supervisor’s key responsibilities include upholding brand standards in food safety/sanitation, cleanliness, staff scheduling & preparedness, training, supervision, and guest service. The Food & Beverage Supervisor is responsible for multiple operations including restaurants, bars, quick-serve outlets and banquets in conjunction with fellow F&B Supervisors.

Essential Daily Duties & Responsibilities:

• As assigned, supervise and take ownership of daily functions in the lodge restaurant and bar, quick service outlets and banquet operations per brand guidelines.
• Complete all tasks necessary to achieve monthly KPI goals. Ensure all areas are operationally prepared for timely, thorough and profitable guest service interactions.
• Actively participates interviewing, training, scheduling and coaching of Pack Members; communicating job expectations; planning, monitoring, giving feedback, and reviewing job contributions; enforcing policies and procedures consistent with the Great Wolf Lodge Handbook.
• Support compliance of Pack Member participation training courses in Great Wolf University.
• Supports frontline staff in anticipating and attending to guests needs to ensure maximum satisfaction.
• Partners with other F&B Leaders to supervise preparation, presentation and timeliness of food and beverage in all venues within the Lodge; Ensure all items are prepared per recipe guidelines meeting flavor, quality, speed and service standards.
• Assists in functional areas during peak demand times as needed; to include all guest-facing roles in restaurants, bars, quick-service outlets and banquets.
• Assists with regular review of portion control and preparation quantities produced by frontline pack; Extends to activities designed to minimize waste.
• Supporting all F&B areas with adherence to local and national standards of food handling, cleanliness, sanitation, organization and maintenance coinciding with the daily/weekly/monthly cleaning schedule and daily execution of Great Wolf internal safety audits.
• Works with other F&B Leaders and HR to ensure timely execution of scheduling and accurate hour tracking
• Communicates repairs and maintenance as necessary through designated channels.
• Participates in weekly/monthly inventory procedures.
• Conducts department pre-shift meetings and service audits
• Supports lodge compliance to meet goals for safety inspections.

Basic Qualifications & Skills:

• High School diploma or equivalent experience
• Minimum of 1-year experience in a leadership capacity faced paced food & beverage operation
• Must be flexible regarding scheduling based on business demands, including nights, weekends and Holidays as needed
• Experienced in driving guest satisfaction and employee engagement
• Strong attention to detail, communication and time management skills
• Proficiency with food and beverage preparation, service standards, guest relations, and etiquette
• Desktop and similar hospitality software (Familiarity with Microsoft Office Suite, staff scheduling system, POS)
• Successful completion of criminal background check and drug screen
• Proficiency with food safety and sanitation practices, rules and regulations

Desired Qualifications & Traits:

• Passion for food and beverage operations
• Conceptual understanding of diversity, equity and inclusion (Should we include this?... don’t love the term “conceptual understanding”)
• Experience with basic P&L functions – cost and revenue
• Career driven and professionally ambitious
• Strong service mind set for both internal teams and guests
• Completed Serve Safe for Manager

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)