Club manager job description

A club manager typically needs a current RSA certificate and, where the club has gaming, an RSG certificate, plus proven management experience in a club, pub, hotel or hospitality venue. Some states require an approved-manager or licensee qualification. A hospitality-management or business qualification is advantageous but not essential. Confirm the specific licensing requirements for your jurisdiction.

It depends on your state and the club’s licence. Many jurisdictions require the person responsible for a licensed venue to hold an approved-manager or licensee qualification. Check with your state liquor and gaming regulator, and make the requirement clear in the job description so candidates understand what they must hold or obtain.

Look for proven experience managing a licensed venue — ideally a club, pub or hotel — with a track record in people leadership, wage-cost control, compliance and member or customer service. Board-reporting experience is valuable for larger clubs. Set out the essential vs preferred experience clearly to attract the right candidates.

Mandatory requirements usually include a current RSA, an RSG where gaming is operated, working rights in Australia and management experience. Preferred qualifications include a state approved-manager or licensee certificate and a hospitality-management or business qualification. Being clear about essential vs desirable requirements helps you attract experienced candidates without narrowing the pool unnecessarily.

Many clubs pay managers an annualised salary rather than hourly award rates. If you do, the salary must always meet or exceed what the Clubs Award would pay for the actual hours worked, including weekend, public-holiday and evening loadings. Keep records of hours to demonstrate the salary covers the award, and reconcile regularly.

For award-covered hours, Saturday work is paid at 150%, Sunday at 175% and public holidays at 250% under the Clubs Award (MA000058), with evening and late-night loadings Monday–Friday. Where a manager is on an annualised salary, these are absorbed into the salary, which must still meet the award overall. Use award interpretation software to check compliance.

Key elements include: position title and classification, employment type, remuneration (salary or award rates) and any allowances, reporting line to the board or committee, main duties and responsibilities, licensing requirements such as RSA and RSG, and any on-call expectations. Use our digital employment contracts to simplify this process.

A club manager controls wage costs by building rosters against live labour budgets, matching staffing to member demand across bar, gaming and functions, and avoiding unnecessary overtime and over-staffing. Rostering software shows wage cost as the roster is built and flags issues before shifts are published, which is one of the biggest levers a manager has on profitability.

Use HR software to track staff RSA, RSG and other certifications with expiry reminders, award interpretation to apply the correct Clubs Award rates automatically, and accurate time and attendance records. Together these reduce the risk of underpayment, expired certificates and record-keeping gaps.

Award and agreement rostering rules vary, so confirm the notice period that applies to your club. As a general practice, publishing rosters at least 7 days in advance gives staff visibility of their shifts and reduces last-minute changes. See our guide on how to roster club staff for practical steps.

Roster by department — bar, gaming, bistro, functions, reception and grounds — matching certified staff to each area and balancing coverage against trading patterns. Using rostering software with department views and live wage costs makes it far easier to coordinate a multi-department club than spreadsheets, especially around events and busy periods.