Restaurant Manager Job Description: Tips to Mix Up your Search + Template

Finding the right restaurant manager can make or break your business. They're the ones keeping your kitchen running, your team motivated, and your customers coming back. But before you can hire a great manager, you need a restaurant manager job description that actually attracts top talent.

A vague job post gets you vague applicants. A clear, detailed description brings in managers who know exactly what you need and are ready to deliver. This guide breaks down everything—from core responsibilities to must-have skills—plus a ready-to-use template that makes hiring faster and easier.

TL;DR: Restaurant manager job description

A restaurant manager job description needs to spell out daily responsibilities, required skills, and what success looks like. Here's what to include:

• Core duties like staff scheduling, inventory management, customer service, financial reporting, and compliance
• Must-have skills including leadership, problem-solving, multitasking, and communication
• Qualifications such as 2-3 years of experience, food safety certification, and POS knowledge
• Salary range to attract serious candidates (typically $45K-$65K depending on location and concept)
• Success metrics like labor cost percentage, employee turnover, and customer satisfaction scores

The best job descriptions are specific about expectations and tools. Mention scheduling software like Homebase so candidates know you're setting them up to manage smarter, not harder.

What does a restaurant manager do? 

A restaurant manager runs the show from open to close. They're the person making sure every shift runs smoothly, every team member knows their role, and every customer leaves happy.

On any given day, a restaurant manager handles staff scheduling, manages inventory orders, trains new hires, resolves customer complaints, monitors food quality, ensures health code compliance, and tracks daily sales and labor costs. They open or close the restaurant, handle cash reconciliation, coordinate with vendors, and jump in wherever the team needs backup. Whether that's expediting orders during a rush or covering a no-show server.

They're part coach, part problem-solver, part firefighter. The best managers can read a P&L statement in the office at 2pm and diffuse a kitchen argument by 2:15pm. They balance the big-picture stuff (hitting budget targets, reducing turnover) with the ground-level details (did we run out of limes again?).

General manager vs. restaurant manager: What's the difference?

The titles often overlap, but general managers typically have broader authority and accountability. A restaurant manager focuses on daily operations like scheduling, service, and staff management. A general manager handles all that plus strategic planning, P&L ownership, vendor negotiations, marketing decisions, and sometimes multi-unit oversight.

In small restaurants, one person often wears both hats. Larger operations or chain locations usually separate the roles, with the GM overseeing the restaurant manager. When writing your job description, use the title that matches the actual scope of responsibility and decision-making authority you're offering.

Restaurant manager responsibilities 

Your restaurant manager is the glue holding everything together. Here's what they tackle every single day:

• Keep daily operations running smoothly. They open the doors, close up at night, and handle everything in between. They're coordinating the front and back of house, jumping on equipment issues before they become disasters, and making sure service stays consistent even when the dinner rush hits like a freight train.
• Build schedules that actually work. They create weekly schedules that keep labor costs in check without leaving the team stretched too thin. They manage shift swaps, approve time-off requests, and cover last-minute callouts without breaking a sweat. Homebase makes this easier—managers can build schedules in minutes and send instant updates to the whole team.
• Manage inventory without the guesswork. They track what's running low, place orders with vendors, receive deliveries, count inventory, and find ways to cut waste without cutting quality. Good managers know exactly how much of everything they need and when they need it.
• Turn customers into regulars. They greet guests, handle complaints before they blow up, read the room, and fix problems fast. The best managers can turn a angry customer into a loyal one with the right conversation and a genuine solution.
• Hit the numbers. They monitor daily sales and labor costs, track performance against goals, handle cash procedures, and give ownership the data they need to make smart decisions. No surprises, no excuses.
• Train and develop the team. They onboard new hires, run training sessions, teach food safety, give real feedback, and create a culture where people actually want to work. Great managers don't just fill positions. They build teams.
• Stay compliant and safe. They enforce food safety standards, maintain cleanliness, prep for health inspections, follow labor laws, and document everything that matters. This isn't the fun part, but it's the part that keeps you out of trouble.
• Handle the tough conversations. They mediate conflicts, address performance issues, and de-escalate drama without making it worse. When things get heated, they're the calm in the storm.

Must-have restaurant manager skills

The right skills separate managers who survive from managers who thrive. Here's what matters most:

• Leadership that people actually follow. Your manager needs to inspire the team, not just boss them around. They set the tone, lead by example, and get people to care about doing good work. They know when to coach, when to correct, and when to just jump in and help during a rush.
• Communication that cuts through the chaos. They give clear direction during the dinner rush, listen when team members have concerns, and keep everyone on the same page. They can explain a new menu item to servers, negotiate with a vendor, and calm down an upset customer, all before lunch service ends.
• Problem-solving under pressure. The dishwasher just quit, the POS system crashed, and there's a 45-minute wait. Great managers don't panic—they prioritize, adapt, and find solutions fast. They think on their feet and make decisions when there's no time to overthink it.
• Multitasking without dropping balls. Restaurant managers juggle a dozen priorities at once. They're reviewing yesterday's sales while approving today's time-off requests and planning next week's schedule. They switch contexts constantly and still keep track of what matters.
• Customer service instincts. They read people, anticipate problems, and know exactly what to say to turn a bad situation around. They genuinely care about the guest experience and train their team to do the same.
• Financial literacy that protects profit. They understand food costs, labor percentages, and what the numbers mean for your bottom line. They don't need an accounting degree, but they know how to read reports and make decisions that keep the business healthy.
• Tech proficiency that saves time. Modern restaurants run on technology. Your manager should be comfortable with scheduling apps like Homebase, POS systems, inventory software, and basic tools that eliminate manual work and reduce errors.

Salary and compensation 

Restaurant manager salaries vary widely based on location, experience, and restaurant type. According to the U.S. Bureau of Labor Statistics, the median annual wage for food service managers was $65,310 in May 2024. The lowest 10 percent earned less than $42,380, while the highest 10 percent earned more than $105,420. 

Location drives significant differences in pay. Managers in major metropolitan areas typically earn more than those in smaller markets, though higher cost of living often offsets the premium. The restaurant concept matters too. Fine dining and high-volume establishments generally pay more than quick-service or casual operations.

Experience and proven results should also earn higher salaries. First-time managers might start near the lower end of the range, while those with several years of success managing profitability and teams can earn well above median.

Include total compensation in your job description, not just base salary. Health insurance, paid time off, performance bonuses, and meal benefits add real value and attract serious candidates who know their worth.

How to write a restaurant manager job description 

A clear job description attracts qualified candidates and filters out people who aren't the right fit. Here's how to structure yours:

• Start with a specific job title: Use "Restaurant Manager" or "General Manager" based on the actual scope of the role. Avoid creative titles like "Restaurant Ninja" that confuse job seekers and search engines alike.
• Write a compelling summary: Open with 2-3 sentences that explain what makes this role important and what success looks like. Skip the corporate jargon and focus on what the manager will actually accomplish.
• List core responsibilities clearly: Use bullet points, not paragraphs. Be specific about daily tasks, decision-making authority, and what the manager owns. "Manage staff scheduling" is vague. "Create weekly schedules for 15-20 team members while keeping labor costs at 30% of sales" tells candidates exactly what you need.
• Specify required qualifications: Separate must-haves from nice-to-haves. Include years of experience, required certifications like food handler permits, and any technical skills like POS or scheduling software experience.
• Include salary range and benefits: Transparency attracts better candidates and saves everyone time. List the compensation range and key benefits like health insurance, PTO, and any performance bonuses.
• Mention the tools they'll use: Tell candidates about the technology that makes their job easier. Scheduling software like Homebase, your POS system, and inventory management tools show you're setting managers up for success, not just throwing them into chaos.
• Add success metrics Include 2-3 KPIs the manager will be measured on, like labor cost percentage, employee turnover rate, or customer satisfaction scores. Clear expectations mean better performance.

Restaurant manager job description template

Restaurant Manager

We're looking for an experienced restaurant manager to lead our team and keep our operation running smoothly. You'll handle everything from scheduling and inventory to customer service and financial reporting. If you can juggle multiple priorities, lead a team through the dinner rush, and hit targets without sacrificing quality, we want to talk.

What you'll do:

• Create and manage staff schedules that balance coverage needs with labor cost goals
• Oversee daily operations from opening procedures to closing duties
• Train, coach, and develop team members to deliver excellent service
• Monitor inventory levels, place orders, and manage vendor relationships
• Handle customer complaints and turn problems into positive experiences
• Track daily sales, labor costs, and other key metrics
• Ensure compliance with health, safety, and labor regulations
• Manage cash handling procedures and prepare daily deposits
• Conduct team meetings and maintain clear communication across shifts

What you need:

• 2-3 years of restaurant management experience
• Food handler certification (or ability to obtain within 30 days)
• Proven track record of hitting labor cost and sales targets
• Strong leadership and communication skills
• Ability to work flexible hours including nights, weekends, and holidays
• Experience with scheduling software and POS systems

What we offer:

• Salary range: $50,000-$60,000 based on experience
• Health insurance and paid time off
• Performance bonuses tied to sales and cost management
• Scheduling tools like Homebase that make your job easier

Ready to join our team? Apply today.

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Tailoring the job description by restaurant type and size 

Not all restaurant manager roles look the same. Adjust your job description based on your specific concept and size.

Small independent restaurants 

In a 10-15 person operation, your manager wears every hat. They're scheduling shifts, jumping on the line during rushes, handling vendor calls, and cleaning alongside the team. Emphasize versatility, hands-on leadership, and the ability to build tight-knit teams. These managers need to care deeply about culture because everyone works closely together. Highlight the autonomy and impact they'll have. Decisions get made fast, and they'll see results immediately.

Quick-service and fast casual 

Speed and systems matter most here. Your manager needs to optimize throughput, maintain consistency across high volume, and keep labor costs tight during peak periods. Emphasize experience with labor scheduling software, ability to train teams on standardized procedures, and comfort with fast-paced environments. Mention your tech stack; QSR operations run on technology, and managers need to maximize every tool.

Fine dining and upscale casual 

Service excellence and attention to detail define these roles. Your manager needs deep hospitality knowledge, wine and beverage expertise, and the ability to create memorable experiences. Highlight expectations around service standards, team development, and maintaining the elevated atmosphere that keeps high-end guests coming back. These managers are equal parts operations expert and hospitality professional.

Multi-unit or chain locations 

Corporate restaurants need managers who follow established systems while still leading effectively. Emphasize your processes, reporting structures, and support systems. These managers implement standards rather than creating them, so focus on execution, consistency, and working within defined frameworks.

Interview questions for restaurant managers

Ask questions that reveal how candidates think, lead, and handle real restaurant challenges. Here's what to cover:

Leadership and team management 

"Tell me about a time you had to address a performance issue with an employee. How did you handle it?" Listen for directness, empathy, and follow-through. Great managers give honest feedback without destroying morale.

"How do you motivate a team during a particularly tough shift or busy season?" You want someone who leads by example, stays calm under pressure, and knows how to rally people when things get hard.

Problem-solving and adaptability 

"Walk me through how you'd handle being short-staffed on a Saturday night." Strong candidates have a plan—calling in backup, redistributing tasks, jumping in themselves—and stay focused on solutions instead of problems.

"Describe a time when something went completely wrong during service. What did you do?" Listen for quick thinking, prioritization, and the ability to stay composed when chaos hits.

Financial and operational skills 

"How do you control labor costs without sacrificing service quality?" Good answers include smart scheduling, cross-training, monitoring hours in real-time, and using tools that prevent overtime surprises.

"What metrics do you track daily, and how do you use that data?" You want managers who understand numbers drive decisions—food cost percentage, labor cost, sales trends, customer feedback—and actually do something with the information.

Customer service approach 

"Tell me about a time you turned an angry customer into a happy one." Look for genuine empathy, quick resolution, and the judgment to know when to comp something versus when to stand firm.

Culture fit 

"What does good restaurant culture look like to you, and how do you build it?" The best managers know culture isn't ping pong tables—it's respect, clear communication, recognition, and creating an environment where people want to show up.

KPIs and success metrics to include

Tell candidates how you'll measure success. Clear metrics set expectations and attract managers who care about results.

• Labor cost percentage: Target 25-35% of sales depending on your concept. Managers control this through smart scheduling and productivity.
• Employee turnover rate: High turnover kills profitability. Great managers keep good people and address problems before they quit.
• Customer satisfaction scores: Track reviews, comment cards, or NPS scores. Your manager owns the guest experience.
• Sales per labor hour: Measures team productivity and efficiency during shifts.
• Food cost percentage: Usually 28-35%, shows inventory management and waste control.

Tools like Homebase help managers track these metrics in real-time so they can adjust before small issues become expensive problems.

Set your manager up to succeed

The right job description attracts qualified managers. The right tools help them actually succeed once they're hired.

Homebase gives restaurant managers everything they need in one app: automated scheduling that saves hours every week, time tracking that prevents costly errors, team messaging that keeps everyone connected, and real-time labor cost tracking so they can make smart decisions on the fly. Your manager gets the support they need to hit targets without burning out, and you get a business that runs smoothly even when you're not there.

Ready to make management easier? Try Homebase free and see how the right tools transform your operation.

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