$58k - $64k Annually
Why Join Us?

Work your way- Flexible shifts
Perks and Benefits that matter
Teamwork all day, everyday
Tuition Reimbursement

Surrounded by beautiful Colorado scenery and located only minutes away from Vail Mountain, the Highline Vail, a DoubleTree by Hilton, offers a unique and relaxing experience to our guests during their stay and an amazing environment for our associates to work in. We are currently looking for an outgoing, energetic, and customer service oriented individual to fill the position of Kitchen Manager on a Full-Time basis.

Our Full-Time associates are eligible for benefits such as Sick and Vacation Pay, Paid Holidays, 401(k), Medical Benefits and Hotel Room Discounts.

What will I be doing?

• Interview, hire, train, recommend performance evaluations, resolve problems, provide open communication and recommend discipline and/or termination when appropriate.
• implement company programs and supervise the daily operations of the Front Desk to comply with SOPS and LSOPs, maximize revenues, and motivate associates to ensure an optimal level of quality service and hospitality are provided to the hotel customers, to include maintaining Brand GSS scores within Scope, successful BSA Scores within scope, Brand Membership Enrollment Goals, stay within budget on expenses and payroll goals.
• Remain calm and alert, especially during emergency situations and/or heavy hotel activity, serving as a role model for clerks and other employees. Resolve customer complications and complaints by conducting thorough research of the situation and determining the most effective solutions. Make decisions and take action based on previous experience and good judgment, sometimes revising approach to accommodate unusual situation. Authorize revenue allowances to remedy problems only after other alternative solutions have been offered.
• Responsible for ordering and purchasing for Kitchen and Made Market.
• Prep and prepare food of consistent quality following recipe cards and production and portion standards, per check from servers.
• Start food items that are prepared ahead of time, making sure not to over prepare estimated needs.
• Date all food containers and rotate as per Crescent standards, making sure that all perishables are kept at proper temperatures.
• Check pars for shift use, determine necessary preparation, freezer pull, and line set up. Note any out-of-stock items or possible shortages.
• Return all food items not used on next shift to designated storage areas, being sure to cover/date all perishables.
• Assist in setting up plans and actions to correct any food cost problems, control food waste, loss and usage per Crescent standards.
• Operate, maintain and properly clean deep fryer, broiler, stove, steamer, food processor, mixer, slicer, oven steam table, tilt kettle, waffle iron and flat top grill.
• Comply with attendance rules and be available to work on a regular basis. Perform any other job-related duties as assigned.

For applicants who will be working in Colorado , the anticipated compensation range for the position is 58k-64k. 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

Experience

• 1 year(s): Must have at least one year's experience in Kitchen Supervisor or Manager role.

Education

• High School or better

Licenses & Certifications

• ServSafe Food Mgr Cert

Behaviors

• Leader: Inspires teammates to follow them
• Team Player: Works well as a member of a group
• Enthusiastic: Shows intense and eager enjoyment and interest
• Detail Oriented: Capable of carrying out a given task with all details necessary to get the task done well

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)