Shift Leader

Harri; Kansas City (MO); On-site; USD 32,000 - 52,000; Full time

Job summary

Harri in Kansas City is seeking a Shift Leader to support the General Manager and on-duty leader by guiding restaurant operations and ensuring staff responsibilities are met in line with the business plan.

The role emphasizes delivering quality customer service, coaching Crew and Team Leaders, maintaining policy compliance, and driving sales while controlling costs. Strong communication, planning, and problem-solving skills are essential.

Qualifications

• Requires 2–3 years of restaurant management experience.
• High School Diploma or GED required.
• Bi-lingual skills are a plus.
• Ability to plan and manage time effectively.
• Strong analytical and problem-solving skills.

Responsibilities

• Assist with management activities and duties.
• Lead shift activities to maximize sales and control costs.
• Ensure crew meet responsibilities and performance expectations.
• Communicate effectively with internal and external contacts.
• Attend trainings, meetings, webinars and conference calls.
• Perform other duties as assigned.

Skills

Team building

Planning & time management

Investigative & problem solving

Cash handling troubleshooting

Analytical & organizational skills

Communication skills

Bi-lingual (plus)

Transportation & license

Safety awareness

Education

High School Diploma/GED

Job description

The Shift Leader is responsible for assisting the General Manager or Person In Charge (on duty) with management activities and duties. This role works with the Restaurant Management Team to ensure all activities are consistent with and supportive of the restaurant’s business plan and ensures all Crew Persons and Team Leaders are performing their job responsibilities and meeting expectations in all areas of their job description.

ESSENTIAL FUNCTIONS

May perform any or all of the following duties:

• Consistently provides a quality product and customer service experience that delivers total customer satisfaction
• Strives to improve the skills and performance of all Crew Persons
• Supports efforts to maximize sales and profits and minimize controllable costs by assisting management and leading work shift activities
• Complies with all Company policies and procedures regarding business and personnel practices Models and encourages Company shared values
• Demonstrates oral and written communication skills; communicates effectively with various contacts (internal and external)
• Attends training to remain current on industry trends
• Participates in company meetings, webinars and conference calls
• Performs other duties and/or special projects as assigned in response to changing business conditions and/or requirements

POSITION QUALIFICATIONS/CORE COMPETENCIES

• Must possess approximately two (2) to three (3) years of any combination of experience and/or education that demonstrates a commanding knowledge of restaurant management
• High School Diploma/General Equivalency Diploma (GED) required Must have excellent planning and time management skills
• Must have team building skills
• Must have investigative and problem solving skills
• Must have ability to troubleshoot cash handling problems
• Must have reliable personal transportation, a valid driver’s license and proof of insurance
• Must have a telephone or other reliable method of communicating with the restaurant. Must be accessible to meet the restaurant’s needs and maintains an open door policy
• Bi-lingual skills a plus
• Must display strong analytical and organizational skills and have the ability to identify and implement process improvement strategies with positive business results

WORK ENVIRONMENT

• Fast paced environment working with kitchen equipment in tight quarters

PHYSICAL DEMANDS

• Stand for long periods of time
• Bend and stoop
• Work around heat
• Able to lift 50 – 75 lbs. comfortably Work with various cleaning products

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)

Compensation: To be discussed