General Manager 39342
Dhanani Group Inc · Rochester, MN · 3 wk ago
ManagementFull-time
We need to output HTML fragment with headings for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. No Job ID etc. Remove boilerplate.
We need to parse the posting.
Content:
- About The Role: description about role, why join, leadership style. So we can have
for sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. Only include sections that have real specific content. We must not repeat job title as heading. No Job ID etc. Remove boilerplate.
We need to parse the posting.
Content:
- About The Role: description about role, why join, leadership style. So we can have About the Role
with paragraphs.
- Responsibilities: likely "What You Will Be Doing" includes Floor Leadership & Restaurant Operations, Team Leadership & Development, Financial Management. So we can make a Responsibilities
with - items.
- Requirements/Qualifications: "Who You Are" and "Education & Experience". Could combine into Requirements or Qualifications. We need to decide which sections to include. The instruction: use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). We can include multiple if content exists. We need to avoid thin sections.
We have content for Requirements (high-energy, hands-on leader etc.) and Education & Experience (HS diploma, proven hands-on restaurant management experience). Also Performance Metrics list maybe could be under Requirements or Skills? Could be Skills? Might be better to put under Requirements or Qualifications.
We have Benefits: "Competitive salary and bonus opportunities. Leadership coaching and development. Career advancement opportunities. Recognition for outstanding performance. Medical, dental, and vision benefits (based on eligibility). Some Perks & Benefits (Based On Eligibility Requirements) ..." So we have benefits details.
Pay: Not explicitly stated numeric salary, only "Competitive salary and bonus opportunities." That's vague but maybe considered pay info? The instruction: never create Pay/Schedule/Benefits sections unless the posting actually states them. It does state "Competitive salary and bonus opportunities." That's a statement about pay, albeit not specific numbers. Is that enough? It says "Competitive salary and bonus opportunities." That is a statement about pay. The rule: never create Pay section unless posting actually states them. It does state competitive salary and bonus opportunities, so we can include Pay section with that statement. However we must avoid filler like "commensurate with experience" etc. This is not filler; it's a statement. So we can include Pay.
Schedule: Not mentioned. No schedule info. So we omit Schedule.
Skills: Could be derived from "Who You Are" maybe but we already have Requirements. Could create Skills section for things like "Data-driven, comfortable managing operational and financial metrics, coachable, resilient, energized by pace and change". But we might combine into Requirements/Qualifications. To avoid many thin sections, we can have Requirements (including who you are, education/experience) and maybe Skills separate if we have distinct skill list. But we have a list of performance metrics (Speed of Service, WIN Score, etc.) maybe those are metrics not skills. Could be under Requirements.
Better to have sections: About the Role, Responsibilities, Requirements, Benefits, Pay.
We must not include Qualifications if we already have Requirements; but we could include Qualifications as separate if we have content. However we have Education & Experience which could be Qualifications. But we can merge into Requirements.
We need to preserve all substantive information. So we need to include all points.
Let's extract:
About the role paragraphs:
- "Ayvaz Pizza LLC is looking for a Restaurant General Manager who leads from the floor, not from behind a desk. This is not a back-of-house or paperwork-first role — we need a player-coach in the mold of the best high-volume, fast-casual GMs in the industry: someone who is physically present on the line, on register, and on the floor during every rush, setting the pace by working alongside the team rather than observing from the office. You will own everything that happens within your four walls — people, product, and profit — but you will do it standing next to your team, not from a back office."
- "Why Join Ayvaz Pizza LLC? Competitive salary and bonus opportunities. Leadership coaching and development. Career advancement opportunities. Recognition for outstanding performance. Medical, dental, and vision benefits (based on eligibility). Some Perks & Benefits (Based On Eligibility Requirements) A discount program with savings on glasses, hearing aids, weight loss programs, step tracking devices, shoes, and more. A provider finder/cost estimation tool to find in-network providers and get cost estimates before a visit. A wellness program — earn points for things like achieving step goals, redeemable for wellness-related items. A pregnancy planning tool that helps track fertility, baby growth, and milestones. GED credentials at no cost to you. Tuition Assistance — we invest in YOU with empowerment and building confidence for your future."
- "The Leadership Style We're Looking For This Role Is Built For a Hands-on Operator Who Works a station — make line, oven, register, or drive-thru — during every peak period, every day. Sets the pace of the shift by physically leading it, not by directing from a distance. Is the first to jump in when the rush hits and the last to leave when the shift is short-staffed. Reads the floor in real time and makes fast, decisive calls under pressure — comfortable with speed and constant change. Builds culture through visible, in-the-trenches presence, not memos or scheduled check-ins. Treats admin, scheduling, and reporting as things that get done around the shift — never as a substitute for floor time. Think owner-style GM energy: relentless floor presence, high tempo, and a personal hand in every rush — applied to the Pizza Hut brand and systems."
We can combine into a few paragraphs.
Responsibilities: "What You Will Be Doing" bullet points:
- Floor Leadership & Restaurant Operations:
- Personally work shifts alongside the team, including make line, register, and drive-thru during rushes — this is a daily expectation, not an exception.
- Lead all aspects of restaurant operations, ensuring excellence in food quality, customer service, cleanliness, and brand standards.
- Execute all company policies, procedures, systems, and operational initiatives.
- Maintain food safety and sanitation standards with zero compromises.
- Monitor and personally drive speed-of-service and customer satisfaction in real time, on the floor, shift by shift.
- Manage inventory, ordering, cash handling, and restaurant security procedures.
- Team Leadership & Development:
- Recruit, hire, train, coach, and develop restaurant team members and shift leaders — primarily through hands-on, side-by-side coaching during live shifts.
- Build schedules that balance guest demand with labor goals.
- Conduct performance evaluations, coaching sessions, and corrective actions.
- Develop future leaders through mentoring, modeling behavior on the floor, and succession planning.
- Financial Management:
- Review and analyze Profit & Loss (P&L) statements regularly.
- Manage labor costs, food costs, and controllable expenses.
- Drive sales growth through operational excellence, speed, and guest satisfaction earned shift by shift.
We can flatten into
- items.
Requirements/Qualifications: "Who You Are" and "Education & Experience" and maybe Performance Metrics.
Who You Are:
- A high-energy, hands-on leader who would rather be on the line than in the office.
- Thrives in fast-paced, high-volume, and occasionally chaotic environments — and brings order to that chaos by working through it, not managing it from afar.
- People-first leader who develops teams by working beside them.
- Highly accountable and willing to own results, including the uncomfortable ones.
- Data-driven and comfortable managing operational and financial metrics, without letting the numbers pull you off the floor.
- Coachable, resilient, and energized by pace and change rather than drained by it.
Education & Experience:
- High School Diploma or GED required; college degree preferred but not required for the right operator.
- Proven hands-on restaurant management experience required — high-volume, fast-paced concepts strongly preferred (QSR, diner-style, breakfast/all-day-service, or comparable high-tempo formats).
- A demonstrated track record of personally running shifts and working stations, not solely supervising from the office.
- Experience managing labor, food cost, inventory, and operational metrics.
Performance Metrics:
- Speed of Service (IST/OTD)
- WIN Score
- Customer Satisfaction (SMG)
- Food Cost (COS)
- Labor Cost (COL)
- HutBot Compliance
We could include Performance Metrics under Requirements or maybe under Skills. But we can include as part of Requirements.
Benefits: Already captured in Why Join section. We need to list them.
Benefits list:
- Competitive salary and bonus opportunities.
- Leadership coaching and development.
- Career advancement opportunities.
- Recognition for outstanding performance.
- Medical, dental, and vision benefits (based on eligibility).
- Discount program with savings on glasses, hearing aids, weight loss programs, step tracking devices, shoes, and more.
- Provider finder/cost estimation tool to find in-network providers and get cost estimates before a visit.
- Wellness program — earn points for things like achieving step goals, redeemable for wellness-related items.
- Pregnancy planning tool that helps track fertility, baby growth, and milestones.
- GED credentials at no cost to you.
- Tuition Assistance — we invest in YOU with empowerment and building confidence for your future.
Pay: Already included as part of benefits? Actually "Competitive salary and bonus opportunities." That's pay. We could still have Pay section with that sentence.
But we might duplicate if we put both Benefits and Pay. The instruction: prefer a few substantive sections over many thin ones. Could combine Pay into Benefits? But they said use headings for sections e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we could have Benefits and Pay separate if content exists. However Pay content is just "Competitive salary and bonus opportunities." That's thin but it's actual content. Could we merge into Benefits? The instruction says prefer a few substantive sections over many thin ones. Having both Benefits and Pay may be thin for Pay. Might be better to omit Pay and include that statement within Benefits. However they said never create Pay section unless posting actually states them. It does state competitive salary and bonus opportunities. So we could include Pay but it's thin. The instruction to prefer few substantive sections suggests we might omit Pay and incorporate into Benefits. But we need to follow the rule: "Prefer a few substantive sections over many thin ones." So we should avoid creating a thin Pay section if we can incorporate that info elsewhere without losing info. Since the pay statement is generic, we can include it in Benefits section as a bullet. That would preserve info and avoid thin Pay section.
Thus we will have sections: About the Role, Responsibilities, Requirements, Benefits.
We need to ensure we don't miss any substantive info: The leadership style description is part of About the Role. The "Why Join" part is benefits. The "What You Will Be Doing" is responsibilities. The "Who You Are" and "Education & Experience" and Performance Metrics go into Requirements.
We must not include boilerplate like EEO, background check, authorization to work, equal opportunity employer. Remove those lines.
Now produce HTML fragment.
Structure:
About the Role
... paragraphs ...
Responsibilities
- ...
...
Requirements
... maybe combine who you are as paragraph? Could also use
for traits. But we can use for prose and
for list. The instruction: Use - for any list of duties/requirements/benefits, and
for prose. So for requirements we have list of traits and education/experience and metrics. Could split into two lists: one for personal attributes, one for education/experience, one for metrics. But we can also combine into prose? Better to use lists for each grouping.
We'll do:
Requirements
- High-energy, hands-on leader who prefers working on the
- items.
Requirements/Qualifications: "Who You Are" and "Education & Experience" and maybe Performance Metrics.
Who You Are:
- A high-energy, hands-on leader who would rather be on the line than in the office.
- Thrives in fast-paced, high-volume, and occasionally chaotic environments — and brings order to that chaos by working through it, not managing it from afar.
- People-first leader who develops teams by working beside them.
- Highly accountable and willing to own results, including the uncomfortable ones.
- Data-driven and comfortable managing operational and financial metrics, without letting the numbers pull you off the floor.
- Coachable, resilient, and energized by pace and change rather than drained by it.
Education & Experience:
- High School Diploma or GED required; college degree preferred but not required for the right operator.
- Proven hands-on restaurant management experience required — high-volume, fast-paced concepts strongly preferred (QSR, diner-style, breakfast/all-day-service, or comparable high-tempo formats).
- A demonstrated track record of personally running shifts and working stations, not solely supervising from the office.
- Experience managing labor, food cost, inventory, and operational metrics.
Performance Metrics:
- Speed of Service (IST/OTD)
- WIN Score
- Customer Satisfaction (SMG)
- Food Cost (COS)
- Labor Cost (COL)
- HutBot Compliance
We could include Performance Metrics under Requirements or maybe under Skills. But we can include as part of Requirements.
Benefits: Already captured in Why Join section. We need to list them.
Benefits list:
- Competitive salary and bonus opportunities.
- Leadership coaching and development.
- Career advancement opportunities.
- Recognition for outstanding performance.
- Medical, dental, and vision benefits (based on eligibility).
- Discount program with savings on glasses, hearing aids, weight loss programs, step tracking devices, shoes, and more.
- Provider finder/cost estimation tool to find in-network providers and get cost estimates before a visit.
- Wellness program — earn points for things like achieving step goals, redeemable for wellness-related items.
- Pregnancy planning tool that helps track fertility, baby growth, and milestones.
- GED credentials at no cost to you.
- Tuition Assistance — we invest in YOU with empowerment and building confidence for your future.
Pay: Already included as part of benefits? Actually "Competitive salary and bonus opportunities." That's pay. We could still have Pay section with that sentence.
But we might duplicate if we put both Benefits and Pay. The instruction: prefer a few substantive sections over many thin ones. Could combine Pay into Benefits? But they said use headings for sections e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we could have Benefits and Pay separate if content exists. However Pay content is just "Competitive salary and bonus opportunities." That's thin but it's actual content. Could we merge into Benefits? The instruction says prefer a few substantive sections over many thin ones. Having both Benefits and Pay may be thin for Pay. Might be better to omit Pay and include that statement within Benefits. However they said never create Pay section unless posting actually states them. It does state competitive salary and bonus opportunities. So we could include Pay but it's thin. The instruction to prefer few substantive sections suggests we might omit Pay and incorporate into Benefits. But we need to follow the rule: "Prefer a few substantive sections over many thin ones." So we should avoid creating a thin Pay section if we can incorporate that info elsewhere without losing info. Since the pay statement is generic, we can include it in Benefits section as a bullet. That would preserve info and avoid thin Pay section.
Thus we will have sections: About the Role, Responsibilities, Requirements, Benefits.
We need to ensure we don't miss any substantive info: The leadership style description is part of About the Role. The "Why Join" part is benefits. The "What You Will Be Doing" is responsibilities. The "Who You Are" and "Education & Experience" and Performance Metrics go into Requirements.
We must not include boilerplate like EEO, background check, authorization to work, equal opportunity employer. Remove those lines.
Now produce HTML fragment.
Structure:
About the Role
... paragraphs ...
Responsibilities
- ... ...
Requirements
... maybe combine who you are as paragraph? Could also use
- for traits. But we can use
- for any list of duties/requirements/benefits, and
for prose. So for requirements we have list of traits and education/experience and metrics. Could split into two lists: one for personal attributes, one for education/experience, one for metrics. But we can also combine into prose? Better to use lists for each grouping. We'll do:
Requirements
- High-energy, hands-on leader who prefers working on the
for prose and
- for list. The instruction: Use