Restaurant manager job description

Essential qualifications typically include: proven hospitality management experience (2-5 years), RSA (Responsible Service of Alcohol) certificate, food safety supervisory certificate, and working rights in Australia. While formal qualifications like Certificate IV or Diploma of Hospitality Management are highly regarded, many successful managers progress through experience. Strong operational, financial and people management skills are crucial.

While not legally required, formal qualifications such as Certificate IV in Hospitality or Diploma of Hospitality Management are highly valued. Many restaurant managers have progressed through the ranks from front-line positions and developed management skills on the job. A combination of practical experience, demonstrated leadership capability and business acumen is often more important than formal qualifications alone.

Yes, restaurant managers must hold valid RSA (Responsible Service of Alcohol) certification if the venue serves alcohol. They should also have a food safety supervisory certificate (Food Safety Supervisor) as they’re responsible for supporting compliance with food safety standards. Some states require designated Food Safety Supervisors to have completed approved training. These are typically mandatory requirements.

Most restaurant manager positions require 2-5 years of hospitality experience, with at least 1-2 years in a supervisory or assistant management role. Look for candidates with experience in similar venue types (fine dining, casual, cafe, etc.), demonstrated team leadership, financial management, and operational problem-solving. For senior positions, multi-site or large team management experience may be essential.

Restaurant managers are almost always employed on a permanent basis (full-time or part-time) rather than casually. The role requires consistent presence, strategic decision-making, financial accountability and ongoing team leadership. Full-time employment with a salary package is standard. Casual arrangements are generally unsuitable for management positions due to the continuous responsibilities involved.

Restaurant managers typically work 38-50+ hours per week, depending on the venue and operational demands. This often includes evenings, weekends and public holidays when the venue is busiest. Managers need flexibility to cover various service periods, handle staff absences and respond to operational issues. While salaried positions may include ‘reasonable additional hours,’ support compliance with award requirements. Use rostering software to track management hours.

Key elements include: position title and classification level, employment type (full-time/part-time), annual salary plus superannuation, applicable award, reporting structure, key performance indicators, core responsibilities, expected hours and flexibility requirements, leave entitlements, probation period (typically 3-6 months), and termination notice period. Include confidentiality and non-compete clauses if appropriate. Use digital employment contracts for efficiency.

Common KPIs include: labour cost percentage, food cost percentage, revenue targets, customer satisfaction scores, staff retention and turnover rates, compliance audit results, average transaction value, table turnover rates, and waste/shrinkage metrics. Align KPIs with business goals and ensure they’re measurable and realistic. Regular performance reviews help track progress and provide coaching opportunities.

Yes, restaurant managers typically have primary responsibility for creating staff rosters, though some operations have dedicated roster coordinators. Managers must understand award requirements, labour budgets, staff availability and operational demands. Using rostering software helps managers create compliant, cost-effective rosters efficiently while giving staff visibility and reducing administrative burden.

Effective labour cost management includes: forecasting demand accurately, creating efficient rosters aligned to trading patterns, monitoring actual vs budgeted hours, using budget forecasting tools, training staff to work efficiently across multiple roles, minimising overtime, and analysing productivity metrics. Target labour costs are typically 25-35% of revenue depending on the venue type and service model.

Managers must ensure rosters comply with: applicable modern award provisions, minimum shift lengths, maximum daily/weekly hours, required breaks, notice periods for roster publication and changes, record-keeping requirements, and fair allocation of shifts. Use award interpretation software to automate compliance checks and reduce risk of underpayment.

Establish clear policies for availability submission, approval processes for changes, and procedures for shift swaps. Use staff availability management tools to collect and track preferences. Managers should approve all shift swaps to ensure adequate skill mix and coverage. Set expectations about minimum availability requirements and responsiveness to roster changes.