- Professional
- Office in Moab
Under Canvas launched an elevated brand concept, ULUM, at a new resort property in Moab, UT. This is a unique opportunity to make an impact a location that incorporates luxury amenities and glamping accommodations in the backdrop of Utah’s red rock scenery.
The Food & Beverage Manager is responsible for all onsite food & beverage operations, including, but not limited to, running the restaurant, bar, and cafe. This is a guest-facing position focused on maximizing sales and revenue, driving guest satisfaction, and creating high levels of employee engagement. The F&B Manager will forecast, plan, and manage all F&B orders, supervise team members, and track and oversee departmental finances. They may serve as a Manager on Duty for the property and should be willing to learn and support all aspects of the hospitality operation.
Job Code: FB MGR |
Location: Moab, UT |
Reports to: General Manager |
Job Level: Manager Salary starting at 60K |
Responsibilities
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Competencies
Core
Effective Communication (Level 3) |
Listening and communicating openly, honestly, and respectfully with different audiences, promoting dialogue, and building consensus. |
Adapts communication |
- Tailors written and verbal communication (e.g., content, style, and medium) to diverse audiences.
- Reads cues from diverse listeners to assess when and how to change planned communication approach to effectively deliver the message.
- Communicates with all organizational levels.
- Understands others' complex or underlying needs, motivations, emotions, or concerns, communicating effectively despite the situation’s sensitivity.
- Handles difficult on-the-spot questions (e.g., from senior executives, public officials, interest groups, or the media).
Adaptagility (Level 3) |
Excelling in ambiguous environments with diverse individuals and groups by anticipating and responding to changes with swift, focused, and flexible solutions. |
Guides others to prepare for and respond to changes with quick, focused actions. |
- Presents changes and uncertainties to others with a positive attitude, emphasizing the opportunities and the actions to be taken.
- Encourages others to experiment and try new ideas, helping to create a safe-to-fail environment.
- Empowers team members to take action with a sense of urgency, providing timely feedback based on clear metrics.
- Adapts interpersonal style to highly diverse individuals and groups in various situations.
Job Specific
Decision Making (Level 3) |
I am using critical thinking, good business sense, and organizational values to make decisions involving varying levels of risk and ambiguity. |
Makes decisions in vague situations |
- Applies guidelines and procedures that leave considerable room for discretion and interpretation.
- Makes decisions by weighing several factors, some of which are partially defined and entail missing pieces of critical information.
- Involves the right people in the decision-making process, when applicable.
- Foresees longer-term implications of decisions that are not readily apparent.
- Selects new information to share with key stakeholders to enhance their understanding and help decision-making.
- Considers emerging opportunities and risks to construct defensible options.
- Uses critical thinking to implement solutions for gaps in current processes.
Initiative (Level 2) |
We are dealing with situations and issues proactively and persistently, seizing opportunities that arise. |
Addresses current issues |
- Acts on issues of own responsibility instead of waiting or hoping the problem will solve itself.
- Tries varied approaches and solutions to resolve a problem.
- Persists when significant difficulties arise.
Leadership
Planning and Organizing (Level 3) |
Making and executing plans to reach goals supporting organizational success. |
Plans and organizes major activities |
- Identifies varied resources needed for each stage of a plan.
- Produces realistic and achievable work plans and communicates progress proactively.
- Develops contingency plans to handle potential obstacles.
- Breaks activities into smaller components to facilitate completion.
- Renegotiates commitments or deadlines as circumstances dictate, ensuring "no surprises" at the expected completion.
- Evaluates the extent to which objectives have been achieved.
- Identifies gaps in the workforce and adjusts recruitment efforts to fill gaps.
Fostering Learning and Development (Level 3) |
Supporting others to develop and learn, recognizing their achievements, and building an organizational culture where knowledge and growth are valued and rewarded. |
Empowers others for ongoing learning and development. |
- Provides opportunities for development activities to encourage high performance.
- Encourages others to take responsibility for managing their own learning.
- Assembles teams with complementary skills, promoting a supportive environment for team members to be self-directed and learn from each other.
- Supports team members in taking risks and exploring new approaches.
- Encourages team members to ask questions and express their thoughts about their work.
Inspiring Others (Level 3) |
Energizing and inspiring others to strive for excellence and commit to shared goals and purposes, fostering a positive work environment, and creating a sense of self-efficacy, resilience, and persistence in followers. |
Fosters positive engagement across different teams. |
- Resolves conflict across teams fairly and sensitively.
- Translates the mission of cross-functional collaborations into terms relevant to each team’s work, generating excitement and commitment.
- Seeks to understand and address concerns and resistance in cross-team collaborations.
- Recognizes individual and group achievements and talents across functions.
- Facilitates teams to understand and align their objectives with cross-functional goals.
Working Conditions
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Preferred Qualifications
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This job description may not be inclusive of all assigned duties, responsibilities, or aspects of the job described. It may be amended at any time at the sole discretion of Under Canvas.
