The 33 Seaport Hotel NYC has an immediate opening for an experienced, outgoing and energetic leader to fill the position of Restaurant General Manager. In this role, you will be responsible for overseeing, directing and organizing the activities of the restaurant and bars to maintain high standards of food and beverage quality, service and merchandising to maximize hotel Profitability.

We offer excellent benefits to include Medical, Dental, Vision, Life insurance, 401(k) with a match, Vacation Pay, Sick Pay, Holiday Pay, hotel room discounts and much more!!

Why Crescent Hotels and Resorts?

Crescent was started with a deep belief in our people, encouraging them to apply their energy, passion, and unique abilities to make our hotels run remarkably. When that happens, our guests experience The Crescent Care, an industry-leading ideal.

Our guests benefit from what each associate does as a part of this shared vision. We live the belief that we are successful because of our associates and that every role is important. As you grow, so does Crescent.

We value you and what you do. We manage properties of every size and major brand across North America.

Our goal is to hire the best people and prove that we are the only place you will ever want to work. Join us on that journey and explore the opportunities with us.

What you will be doing:

Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.

Plan and direct the functions of administration and planning of the restaurant to meet the daily needs of the operation.

Clearly describe, assign and delegate responsibility and authority for the operation of the restaurant and bars.

Develop, implement and monitor schedules for the operation of restaurant and bar to achieve a profitable result.

Participate with managers and Executive Chef in the creation of menus designed to attract a predetermined customer market.

Implement effective control of food, beverage and labor costs to Crescent standards.

Abide by all State, Federal and Corporate requirements pertaining to serving alcoholic beverages.

Assist managers in establishing and achieving predetermined profit objectives and desired standards of quality food, service, cleanliness, merchandising and promotion.

Regularly review and evaluate the degree of guest satisfaction of the restaurant, to recommend new operating and marketing policies whenever declining or constant sales imply dissatisfaction by the customers, a material change in the make-up or the customer market, or a change in the competitive environment.

Develop operating tools necessary and incidental to modern management principles, e.g. budgeting, forecasting purchase specifications, recipes, portion specifications, menu abstracts, food production control etc.

Continuously evaluate the performance and encourage improvement of the associates in the department. Plan and administer a training and development program within the department which will provide well trained associate at all levels.

Communicate both verbally and in writing to provide clear direction to staff.

Perform any other job related duties as assigned.

What is required:

2-3 years of experience in a similar position in Food and Beverage.

Extensive knowledge of all aspects of Food and Beverage Operations.

Food Manager and TIPS (or equivalent) certifications.

Excellent leadership, communication and customer service skills.

For applicants who will be working in NYC, the anticipated compensation range for the position is $70,000.00 - $120,000.00 per year. The salary offered to a successful candidate will be dependent on several factors that may include but are not limited to years of experience within the job, years of experience within the required industry, education, work location, etc. Crescent Hotels is a multi-state employer and the salary ranges indicated herein may not reflect positions that work only in other states.

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)