Assistant General Manager at RMD Group

Position Summary: 

Responsible for most aspects of the operation and growth of the restaurant. Most time will be spent on the development and supervision of staff, driving revenue in all day parts, managing payroll, and ensuring compliance with all policies and procedures.  

Type: Salaried, Full-time 

Pay scale: 80K-90K 

Duties and Responsibilities: 

Responsibilities include, but are not limited to: 

Financial 

• The number one goal of the venue is to exceed customer expectations while meeting or exceeding the budgeted EBITDA 
• Approving invoices for payables and ensuring clear communication with the accounting department on all checks, invoices, etc. 
• Managing petty cash per company policy 

Employee Performance 

• Working with underperforming employees to get them to the top half of the list or removing from roster 
• Always be working to raise the Per Person Average (PPA) 
• Creating, implementing, and maintaining systems related to customer service and revenue maximization. 
• Reviewing server sales performance report and taking appropriate action (posting results)  
• Reviewing and identifying the “Best Players”, putting these employees on the best shifts and grooming to be leads 

Menu Analysis 

• Implementing FOH incentive programs to push appropriate menu items 

Staff Turnover 

• Always working towards keeping the overall turnover percentage down to help reduce payroll cost  
• Identifying and correcting reasons causing high turnover 

Other Wages 

• Ensuring all staff clock in/out times are being reviewed before payroll is processed 
• Tracking, managing, and minimizing overtime & meal break premiums  
• Weekly audits on TipHous to assure numbers are correct and to get a sense of what your team is taking home. 

Marketing 

• Always be thinking about big and small social media opportunities, taking impactful video and photo content at every opportunity to be submitted to the Marketing Department 
• Ensuring all reviews are at goal numbers  

Internal Restaurant Marketing & Revenue Generation 

• Executing in-house marketing promotions and ensuring staff is trained and aware of promotion details 

• Executing RMD cross-selling programs including: RMD Loyalty App, Synergy wristbands, etc. 
• Executing RMD Loyalty Program 
• Ensuring the proper menus and promotional material are always out  
• Creating and executing promotions to drive business like tournaments and nightly contests 
• Working with all managers and staff to come up with new ways of driving revenue and communicate ideas to GM/DOFB 
• Developing and implementing specific staff up-selling programs and ensuring quantifiable tracking is always in place  

Operation 

• Holding everyone accountable for ALL policies and procedures  
• Overseeing nightly closing to ensure all elements are properly completed by MODs 
• Reviewing all manager nightly notes, making comments and responding as needed 
• Ensuring all changes to policies and procedures are communicated and documented formally 
• As MODs to ensure closing tasks are continuously reviewed and appropriately followed and changes are implemented as required 
• As MOD consistently touching ALL tables 
• Creating and implementing specific policies and procedures that will enhance customer service and share best practices with other RMD venues 

Other 

• Knowing your ABC, CUP, and Entertainment permit conditions 
• Reading Industry publications to keep up to date on trends 
• Conducting staff check-ins per company standard  
• Taking time to learn what you don’t know 
• Responsible for all aspects of POS (Toast) system including TipHous (front and back of the house) 

Training & Onboarding 

The best way to achieve success on all the above is to have effective and consistent onboarding and ongoing training programs for all new staff and managers 

• Ensuring new hires go through orientation with all necessary paperwork before scheduling them on any shifts 
• Ensuring all training programs are being executed properly 
• Ensuring trainees have all required certificates 
• Ensuring all potential new hires are properly interviewed and vetted for qualifications, and conducting interviews before an employee is sent to GM/DOFB 
• Identifying approved “Lead” staff that can train new employees (should have multiple trainers in each department) 
• Creating and executing a minimum of one voluntary staff training per month  
• Creating and implementing one mandatory staff training per quarte