Shift Leader

Harri; Lee's Summit (MO); On-site; USD 42,000 - 54,000; Full time

Job summary

Harri in Missouri is seeking a Shift Leader to assist the General Manager and on-duty supervisor in overseeing daily restaurant operations, driving guest satisfaction, and upholding the business plan.

You will lead crew and team leaders, train staff, monitor cash handling, enforce policies, participate in meetings, and pursue process improvements to support sales and cost controls.

Qualifications

• 2–3 years of restaurant management experience or equivalent education.
• High School Diploma or GED required; strong planning and time management.
• Team-building and leadership abilities with a proactive approach.
• Investigative and problem-solving skills; cash-handling proficiency.
• Reliable transportation, valid driver's license, and insurance.

Responsibilities

• Support GM/on-duty supervisor with management activities and duties.
• Lead shift activities to maximize sales and control costs.
• Ensure crew and team leaders meet job expectations and standards.
• Provide excellent customer service and product quality.
• Attend training and participate in meetings; implement improvements.

Skills

Team leadership

Customer service

Staff training

Communication

Problem solving

Cash handling

Time management

Bi-lingual

Education

High School Diploma/GED

Tools

POS systems

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