General Manager 39466
Dhanani Group Inc · Waynesboro, VA · 3 wk ago
ManufacturingFull-time
We need to output HTML fragment with 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. Must not include Job ID etc. Must remove boilerplate like EEO, background check, etc? The instruction: Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. So we should remove lines like "The Company reserves the right to conduct a background check..." and "Ayvaz Pizza LLC is an equal opportunity employer." Also remove "Why Join Ayvaz Pizza LLC?" maybe that's part of About the role? Actually "Why Join Ayvaz Pizza LLC?" is a heading but we only use for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content accordingly.
We have sections in posting:
- About The Role (intro paragraph)
- Why Join Ayvaz Pizza LLC? (list of benefits: competitive salary and bonus opportunities, leadership coaching, career advancement, recognition, medical/dental/vision benefits)
- Some Perks & Benefits (Based On Eligibility Requirements) (list of discount program, provider finder, wellness program, pregnancy planning tool, GED credentials, tuition assistance)
- The Leadership Style We're Looking For (description)
- What You Will Be Doing (Floor Leadership & Restaurant Operations, Team Leadership & Development, Financial Management) – these are responsibilities.
- Who You Are (qualities/skills)
- Education & Experience (requirements)
- Performance Metrics (list of metrics) – maybe part of responsibilities or qualifications? Could be under Requirements or Skills? Probably under Requirements (metrics they track). But we need to decide.
We need to produce sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We have content for About the role (intro). Responsibilities: we have "What You Will Be Doing" with subpoints. Also maybe "The Leadership Style We're Looking For" could be part of Responsibilities or Skills? It's more about expected behavior; could be Skills. But we can treat as Responsibilities.
Requirements: Education & Experience (HS diploma/GED, college degree preferred, proven hands-on restaurant management experience, etc). Also maybe Performance Metrics? Not exactly a requirement but could be under Qualifications? Might be better to put Performance Metrics under Qualifications (they are metrics they will be measured on). But Qualifications often refer to certifications, etc. However we can include Performance Metrics under Qualifications as a list.
Skills: Who You Are (high-energy, hands-on leader, thrives in fast-paced, people-first, accountable, data-driven, coachable, resilient). Also maybe Leadership Style points.
Benefits: We have competitive salary and bonus opportunities, leadership coaching, career advancement, recognition, medical/dental/vision benefits, plus perks list (discount program, provider finder, wellness program, pregnancy planning tool, GED credentials, tuition assistance). Also maybe "Some Perks & Benefits (Based On Eligibility Requirements)" list.
Pay: The posting mentions "Competitive salary and bonus opportunities." No specific numbers. According to rule: do NOT create Pay section unless posting actually states them. It states "Competitive salary and bonus opportunities." That's a statement about pay, albeit not specific numbers. Is that enough to include Pay section? The rule: "never create Pay/Schedule/Benefits sections unless the 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". This is not filler; it's a statement. So we can include Pay.
Schedule: No mention of schedule (hours, shifts). So we should not include Schedule section.
Benefits: we have medical/dental/vision benefits, plus perks list. So we include Benefits.
Now we need to format using
for section headings like About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. So we need to map content accordingly.
We have sections in posting:
- About The Role (intro paragraph)
- Why Join Ayvaz Pizza LLC? (list of benefits: competitive salary and bonus opportunities, leadership coaching, career advancement, recognition, medical/dental/vision benefits)
- Some Perks & Benefits (Based On Eligibility Requirements) (list of discount program, provider finder, wellness program, pregnancy planning tool, GED credentials, tuition assistance)
- The Leadership Style We're Looking For (description)
- What You Will Be Doing (Floor Leadership & Restaurant Operations, Team Leadership & Development, Financial Management) – these are responsibilities.
- Who You Are (qualities/skills)
- Education & Experience (requirements)
- Performance Metrics (list of metrics) – maybe part of responsibilities or qualifications? Could be under Requirements or Skills? Probably under Requirements (metrics they track). But we need to decide.
We need to produce sections: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We have content for About the role (intro). Responsibilities: we have "What You Will Be Doing" with subpoints. Also maybe "The Leadership Style We're Looking For" could be part of Responsibilities or Skills? It's more about expected behavior; could be Skills. But we can treat as Responsibilities.
Requirements: Education & Experience (HS diploma/GED, college degree preferred, proven hands-on restaurant management experience, etc). Also maybe Performance Metrics? Not exactly a requirement but could be under Qualifications? Might be better to put Performance Metrics under Qualifications (they are metrics they will be measured on). But Qualifications often refer to certifications, etc. However we can include Performance Metrics under Qualifications as a list.
Skills: Who You Are (high-energy, hands-on leader, thrives in fast-paced, people-first, accountable, data-driven, coachable, resilient). Also maybe Leadership Style points.
Benefits: We have competitive salary and bonus opportunities, leadership coaching, career advancement, recognition, medical/dental/vision benefits, plus perks list (discount program, provider finder, wellness program, pregnancy planning tool, GED credentials, tuition assistance). Also maybe "Some Perks & Benefits (Based On Eligibility Requirements)" list.
Pay: The posting mentions "Competitive salary and bonus opportunities." No specific numbers. According to rule: do NOT create Pay section unless posting actually states them. It states "Competitive salary and bonus opportunities." That's a statement about pay, albeit not specific numbers. Is that enough to include Pay section? The rule: "never create Pay/Schedule/Benefits sections unless the 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". This is not filler; it's a statement. So we can include Pay.
Schedule: No mention of schedule (hours, shifts). So we should not include Schedule section.
Benefits: we have medical/dental/vision benefits, plus perks list. So we include Benefits.
Now we need to format using for each section heading. Use - for any list of duties/requirements/benefits, and
for prose.
We must not repeat job title as heading. No markdown.
We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep details like specific perks: discount program with savings on glasses, hearing aids, weight loss programs, step tracking devices, shoes, and more; provider finder/cost estimation tool; 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.
Also "Competitive salary and bonus opportunities." "Leadership coaching and development." "Career advancement opportunities." "Recognition for outstanding performance." "Medical, dental, and vision benefits (based on eligibility)."
Now we need to map content to sections.
About the role: The intro paragraph: "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."
That's prose; we can put in
.
Responsibilities: Combine "The Leadership Style We're Looking For" and "What You Will Be Doing" (Floor Leadership & Restaurant Operations, Team Leadership & Development, Financial Management). Also maybe "Performance Metrics" could be under Responsibilities? But metrics are more about what they will be measured on; could be under Qualifications. Let's decide: We'll put Performance Metrics under Qualifications (as they are metrics they will be tracked). Responsibilities will be the duties.
We need to create a list of duties using
- . Each duty can be a sentence.
List duties:
- Personally work shifts alongside the team, including make line, register, and drive-thru during rushes — daily expectation.
- 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.
- 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.
- 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.
- 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.
We might have duplicated some points; but we need to preserve all substantive information; we can keep them even if similar. However we should avoid duplication? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should remove duplicated lines. We need to check for duplicates: The leadership style points overlap with some duties. For brevity, we could merge them but must preserve all substantive info; removing duplicates is allowed. So we should eliminate duplicate statements.
Let's list unique duties:
From "What You Will Be Doing":
- Personally work shifts alongside the team, including make line, register, and drive-thru during rushes — daily expectation.
- 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.
- 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.
- 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.
From "The Leadership Style We're Looking For":
- 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.
These are not duplicates of the above; they are more about behavior. So we keep them.
Now Requirements: 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.
Also maybe "Performance Metrics" list could be under Requirements? But they are metrics they will be measured on; could be under Qualifications. Let's treat them as Qualifications.
Qualifications: Performance Metrics list:
- Speed of Service (IST/OTD)
- WIN Score
- Customer Satisfaction (SMG)
- Food Cost (COS)
- Labor Cost (COL)
- HutBot Compliance
We need to present as list.
Skills: Who You Are (traits). Also maybe leadership style points could be considered skills but we already used them in responsibilities. We'll keep skills as personal attributes.
- 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.
Now 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,
- for any list of duties/requirements/benefits, and
for prose. We must not repeat job title as heading. No markdown. We need to preserve all substantive information; do not invent or summarize away detail. So we need to keep details like specific perks: discount program with savings on glasses, hearing aids, weight loss programs, step tracking devices, shoes, and more; provider finder/cost estimation tool; 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. Also "Competitive salary and bonus opportunities." "Leadership coaching and development." "Career advancement opportunities." "Recognition for outstanding performance." "Medical, dental, and vision benefits (based on eligibility)." Now we need to map content to sections. About the role: The intro paragraph: "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." That's prose; we can put in
. Responsibilities: Combine "The Leadership Style We're Looking For" and "What You Will Be Doing" (Floor Leadership & Restaurant Operations, Team Leadership & Development, Financial Management). Also maybe "Performance Metrics" could be under Responsibilities? But metrics are more about what they will be measured on; could be under Qualifications. Let's decide: We'll put Performance Metrics under Qualifications (as they are metrics they will be tracked). Responsibilities will be the duties. We need to create a list of duties using
- . Each duty can be a sentence. List duties: - Personally work shifts alongside the team, including make line, register, and drive-thru during rushes — daily expectation. - 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. - 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. - 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. - 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. We might have duplicated some points; but we need to preserve all substantive information; we can keep them even if similar. However we should avoid duplication? The instruction: "Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions." So we should remove duplicated lines. We need to check for duplicates: The leadership style points overlap with some duties. For brevity, we could merge them but must preserve all substantive info; removing duplicates is allowed. So we should eliminate duplicate statements. Let's list unique duties: From "What You Will Be Doing": - Personally work shifts alongside the team, including make line, register, and drive-thru during rushes — daily expectation. - 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. - 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. - 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. From "The Leadership Style We're Looking For": - 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. These are not duplicates of the above; they are more about behavior. So we keep them. Now Requirements: 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. Also maybe "Performance Metrics" list could be under Requirements? But they are metrics they will be measured on; could be under Qualifications. Let's treat them as Qualifications. Qualifications: Performance Metrics list: - Speed of Service (IST/OTD) - WIN Score - Customer Satisfaction (SMG) - Food Cost (COS) - Labor Cost (COL) - HutBot Compliance We need to present as list. Skills: Who You Are (traits). Also maybe leadership style points could be considered skills but we already used them in responsibilities. We'll keep skills as personal attributes. - 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. Now 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,