Job Board

Responsibilities And Duties
Supervise service personnel including counseling and discipline, to maintain service standards.

Meet and greet guests as they arrive, offer choice of seating, and then escort them to their table and present menu.

Read, maintain and make daily entries in the logbook to coordinate communication between shifts and management.

Maintain proper set-up of dining room and enforce uniform and grooming standards of all service personnel on a daily basis.

Conduct daily "roll call” meetings: to keep staff informed of current promotions, daily special, guest comments, daily events and pertinent memos.

Receive, record and make any necessary arrangements for reservations and special functions in the restaurant.

Maintain an open line of communication between guests, management and line employees.

Carry coffee and/or teapots throughout outlet, refilling guests' cups as requested.

Perform other related duties as assigned.

Specific Job Knowledge And Skills
The individual must possess the following knowledge, skills and abilities and be able to explain and demonstrate that he or she can perform the essential functions of the job, with or without reasonable accommodation.

Knowledge of restaurant operations, to include appropriate staffing levels, service equipment and guest relations.

Ability to read the English language to fully comprehend guest requests, memos, reservations, promotional materials, event orders and similar written materials.

Ability to speak the English language sufficient to conduct small employee meeting to impart new information.

Ability to remember, recite and promote the variety of menu items.

Ability to move throughout a crowded room to seat guest.

Ability to effectively deal with customer complaints and concerns in a friendly and positive manner. This involves listening to the nature of the concern, demonstrating empathy with the customer and providing positive and proactive solutions.

Other Expectations
Regular attendance in conformance with the standards, which may be established from time to time, is essential to the successful performance of this position.

Due to the cyclical nature of the hospitality industry, associates may be required to work varying schedules to reflect the business needs of the hotel. This includes nights, weekends and/or holidays.

All employees must maintain a neat, clean and well-groomed appearance (specific standards available).

Employee is always required to take on the responsibility and wear appropriate Personal Protective Equipment (PPE) as determined by position and duties.

Complies with health and safety rules, regulations and procedures to maintain a safe environment.

Working Conditions

Physical Demands
The physical demands and work environment characteristics described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions.

Qualifications

Education
Any combination of education and experience equivalent to graduation from high school or any other combination of education, training or experience that provides the required knowledge of skills and abilities.

Experience
Prior restaurant experience preferred.

Licenses Or Certificates
Food handler certification a plus.

Grooming:
All employees must maintain a neat, clean and well-groomed appearance (specific standards available).

Other:

Additional language ability preferred.

Spire Hospitality is an equal opportunity/AA/Disability/Veteran employer.

The EEO is the Law poster and its supplement are available using the following links: EEOC is the Law Poster (https://www1.eeoc.gov/employers/poster.cfm) and the following link is the OFCCP's Pay Transparency Nondiscrimination policy statement (https://www.dol.gov/ofccp/pdf/pay-transp\_formattedESQA508c.pdf)

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)