Senior Restaurant Manager

Paws-Up-Montana; Greenough (MT); On-site; USD 65,000 - 95,000; Full time

Job summary

Paws Up Montana in Greenough, MT, seeks a Senior Restaurant Manager to lead front-of-house operations across the Main Village venues. You will develop Restaurant Managers and Supervisors, build continuity across seasons, and uphold Forbes-level hospitality.

You will partner with Culinary and resort teams to enhance guest experience, staffing, service standards, and overall outlet performance, ensuring leadership continuity through seasonal transitions.

Qualifications

• Five or more years of progressive food and beverage experience.
• Experience leading managers or supervisors in luxury settings.
• Strong knowledge of Forbes-style luxury hospitality and service standards.

Responsibilities

• Lead and develop Restaurant Managers and Supervisors, ensuring professional conduct and service standards.
• Oversee multi-outlet service flow, reservations, and dining-room readiness across venues.
• Collaborate with Culinary and resort departments to align guest experiences and operational changes.
• Maintain consistent, Forbes-level service and staff engagement across seasons.

Skills

Leadership

Staff development

Guest service

Operations management

Education

Hospitality degree

Tools

Maestro

Silverware

PMS

Job description

If you are unable to complete this application due to a disability, contact this employer to ask for an accommodation or an alternative application process.

Year Round Full Time Management Greenough, MT, US

2 days ago Requisition ID: 5198

Position Summary

The Senior Restaurant Manager provides leadership for front-of-house operations across the Main Village outlets (Pomp, Trough, and Tank) at Paws Up Montana. Reporting to the Director of Food & Beverage, this position leads and develops Restaurant Managers and Supervisors, builds management continuity across seasons, and ensures consistent Forbes-level hospitality. In partnership with Culinary and other resort departments, the role is accountable for guest experience, operating readiness, staffing recommendations, service standards, and Main Village management team performance.

Key Responsibilities

Leadership Development, Talent Management & Succession Planning

• Lead, coach, evaluate, and hold Restaurant Managers and Supervisors accountable for performance, professional conduct, service standards, and team development. Clarify their responsibilities and decision-making authority.
• Conduct regular one-on-one meetings, performance reviews, and individual development planning; provide timely, constructive feedback and address performance concerns consistently.
• Identify high-potential employees and develop internal successors for supervisory and management positions; support recruitment, selection, onboarding, recognition, engagement, and retention.
• Establish a consistent management training framework. Equip Restaurant Managers to train and develop their supervisors and service professionals and evaluate training effectiveness through observation and outcomes.
• Build a culture of ownership, sound judgment, collaboration, and calculated initiative, preserving leadership knowledge and continuity through seasonal transitions.
• Lead the consistent execution of luxury service standards throughout all meal periods, emphasizing genuine hospitality, guest recognition, anticipation, menu and beverage knowledge, and thoughtful service recovery.
• Ensure managers conduct effective daily lineups, prepare for VIPs, communicate allergies and guest preferences accurately, and follow through on special requests and service concerns.
• Use guest feedback, manager observations, and service assessments to identify recurring gaps, coach the management team, and verify sustained improvement.

Multi-Outlet Operations & Cross Department Coordination

• Oversee service flow, dining-room readiness, reservations, pacing, and presentation across Pomp, Trough, and Tank ; maintain an active floor presence at critical periods while delegating routine shift leadership.
• Coordinate with Culinary, Concierge, Activities, Transportation, Reservations, and other resort departments to align dining demand, guest movements, special experiences, and operational changes.
• Partner with culinary leaders on menu updates, dining programs, service presentations, and changes that affect guest experience or outlet execution.
• Ensure accurate use of Maestro, Silverware, and applicable reporting tools; establish clear information ownership, reliable handoffs, and a consistent source of truth for reservations, guest notes, and operating information.

Workforce Planning, Scheduling & Staffing Recommendations

• Assess required staffing by outlet, position, shift, and meal period, based on occupancy forecasts, reservations, activities, anticipated guest demand, and service standards.
• Guide Restaurant Managers in preparing schedules, balancing coverage, monitoring overtime, and responding to unexpected changes while maintaining guest service and appropriate labor utilization .
• Review current staffing levels and skill coverage; identify gaps, cross-training opportunities, supervisory needs, and operational risks before they affect service.
• Prepare practical seasonal and annual staffing and projected-hiring recommendations, including year-round versus seasonal positions, for review and approval by the Director of Food & Beverage.
• Provide operational staffing information and labor observations to support departmental planning. The Director of Food & Beverage retains departmental budgets, P&L accountability, and final headcount approval.

Quality Assurance, Facilities & Continuous Improvement

• Hold Restaurant Managers accountable for routine inspections of cleanliness, appearance, organization, equipment readiness, safety, and completion of corrective actions.
• Lead regular service and operational quality reviews; simplify duplicative workflows, maintain documented standards, and ensure issues are resolved rather than repeatedly worked around.
• Maintain effective operating procedures, shift handoffs, and seasonal transition practices that preserve standards and institutional knowledge.

Qualifications

• Five or more years of progressive food and beverage experience, including at least two years leading managers or supervisors; luxury resort and multi-outlet experience strongly preferred.
• Demonstrated ability to develop managers, provide candid coaching, manage performance, resolve conflict, and build engaged, accountable teams.
• Strong knowledge of fine dining, beverage service, Forbes-style luxury hospitality, staffing and scheduling, and guest recovery.
• Working proficiency with POS, PMS/reservation workflows, reporting tools, and Microsoft Office; ability to learn and manage operational processes in Silverware and Maestro.
• Sound judgment, communication skills, attention to detail, composure under pressure, and consistently professional presentation.
• Valid driver’s license and applicable food-safety and responsible-alcohol -service certifications; hospitality degree preferred.

Role Accountability

Success is evaluated through the development and independence of Restaurant Managers and Supervisors; consistency of guest experience and Forbes-level service; employee engagement and retention; appropriate outlet staffing and forward-looking hiring recommendations; operating readiness; and timely resolution of recurring issues. The Senior Restaurant Manager is expected to build a management team and operate practices that function effectively without constant intervention.

Physical Requirements & Scheduling

Ability to stand and walk through multiple dining and bar venues for extended periods; work mornings, evenings, weekends, and holidays as business requires; and occasionally lift, carry, push, or pull operational supplies weighing up to 40–50 lbs., subject to applicable accommodations.

This job description is intended to convey information essential to understanding the scope of the position and is not intended to be an exhaustive list of skills, efforts, duties, responsibilities, or working conditions associated with the position. Management may assign or reassign duties and responsibilities to this job at any time.

Paws Up Montana provides equal employment opportunities to all employees and applicants for employment and prohibits discrimination and harassment of any type without regard to race, color, religion, age, sex, national origin, disability status, genetics, protected veteran status, sexual orientation, gender identity or expression, or any other characteristic protected by federal, state, or local laws. This policy applies to all terms and conditions of employment, including recruiting, hiring, placement, promotion, termination, layoff, recall, transfer, leaves of absence, compensation, and training.