Head chef job description

While not legally mandatory, a Certificate III or IV in Commercial Cookery (or equivalent) is strongly expected for head chef positions. This qualification demonstrates technical competency and is typically required to be classified at Cook Level 3 or above under the Restaurant Industry Award. Most employers require trade qualification plus substantial kitchen experience for head chef roles.

For head chef roles, mandatory requirements typically include: trade qualification in commercial cookery, Food Safety Supervisor certificate, several years of kitchen experience including supervisory roles, and working rights in Australia. Preferred qualifications include: advanced culinary qualifications, HACCP training, experience with cost control systems, and specific cuisine expertise relevant to your venue.

Yes, in most Australian states and territories, at least one person in a food business must hold a Food Safety Supervisor certificate. Given their oversight of all kitchen operations, head chefs are typically required to hold this certification. This ensures they can implement and monitor food safety programs and train staff in safe food handling practices.

Most head chef positions require at least 5-7 years of commercial kitchen experience, including 2-3 years in a senior or sous chef role. Look for candidates with demonstrated experience in menu development, staff management, cost control, and the specific cuisine style of your venue. Experience managing kitchen teams of similar size to yours is also valuable.

Head chef positions are almost always permanent roles — either full-time or part-time depending on venue size and operating hours. The senior nature of the role, need for consistency in kitchen leadership, and responsibility for menu planning and staff development make casual employment unsuitable. Most head chefs are offered salaried packages that reflect their management responsibilities.

Key elements include: position title and reporting structure, salary or hourly rate and classification level, employment type (typically full-time permanent), applicable award or indication if above award, key responsibilities and KPIs, probation period, leave entitlements, termination notice periods, and any specific clauses about menu ownership or non-compete agreements. Use our digital employment contracts to simplify this process.

If employed under the Restaurant Industry Award as hourly staff, head chefs are entitled to penalty rates for Saturday, Sunday, public holiday and late-night work. However, many head chef positions are offered as annualised salaries that incorporate compensation for reasonable overtime and weekend work. When using annualised salaries, ensure the arrangement complies with award requirements and the salary adequately compensates for all hours worked.

Full-time employment is typically 38 hours per week, but head chef roles often require additional hours for menu planning, stock management, staff meetings and service oversight. If employing above award, ensure the salary reflects reasonable additional hours. If paying hourly, track all hours and pay overtime as required. Be realistic in job descriptions about expected hours and use rostering software to monitor work patterns.

Common KPIs include: food cost percentage (typically 28-35% depending on venue type), labour cost management within budget, menu performance and customer feedback scores, kitchen cleanliness and safety audit results, staff retention and training completion, waste reduction, and adherence to service standards. Set clear, measurable targets and review regularly.

The head chef typically reports directly to the venue owner, general manager or operations manager. They should have authority over all kitchen staff including sous chefs, cooks, kitchen hands and apprentices. Clear reporting lines and decision-making authority help the head chef manage the kitchen effectively. Use staff management tools to clarify the structure.

Yes, the head chef should typically create or approve kitchen rosters to ensure appropriate skill levels and staff coverage for service periods. They understand kitchen demands, staff capabilities and busy periods better than anyone. Provide them with rostering software access to simplify this process and ensure award compliance while managing labour costs.

Provide a thorough induction covering venue systems, suppliers, existing menu standards and staff introductions. Set clear expectations and KPIs from the start. Schedule regular check-ins during the first 3-6 months to discuss challenges and progress. Give them authority to make necessary changes while maintaining open communication about business goals and constraints. A well-supported head chef is more likely to succeed and stay long-term.