Restaurant Manager

Crescent Hotels & Resorts
75000.00
vision insurance, paid time off, 401(k), retirement plan
United States, Maryland, Owings Mills
10309 Grand Central Avenue (Show on map)
Jan 14, 2025
Description Join Our Team as Restaurant Manager at The Tillery! Are you a passionate leader with a flair for hospitality and a drive for excellence? The Tillery, located within the elegant Marriott Owings Mills Metro Centre, is searching for a dynamic Restaurant Manager to lead our team and deliver unforgettable dining experiences! Why Join The Tillery? At The Tillery, we pride ourselves on providing exceptional service, and a warm, welcoming atmosphere. As Restaurant Manager, you'll have the opportunity to lead a talented team, contribute to an elevated guest experience, and grow your career within Crescent Hotels & Resorts. What You'll Do Lead daily restaurant operations with energy and enthusiasm. Inspire and develop a team of hospitality professionals. Ensure impeccable service standards and foster memorable guest interactions. Collaborate with culinary teams to curate unique dining experiences. Drive revenue goals and oversee cost management. What We're Looking For Proven leadership experience in restaurant management (hotel F&B experience a plus!). Strong organizational and communication skills. A hands-on approach and a passion for mentoring and developing your team. A commitment to creating a guest-first environment. What We Offer Competitive Salary: $75,000 - $80,000 annually. Bonus Eligible: Rewarding your dedication and success. World-Class Benefits: Health, dental, and vision insurance. 401(k) retirement plan with company match. Paid time off to recharge and enjoy life. Exclusive Marriott Associate Room Discounts: Travel and stay at Marriott properties worldwide at unbeatable rates. Growth opportunities within the Marriott International network. 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)