General Manager 39589
Dhanani Group Inc · Rio Rancho, NM · 3 wk ago
ManagementFull-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 as heading. Must not include Job ID etc. Must remove boilerplate like EEO, etc. Must preserve all substantive info.
We need to parse the posting.
We have sections:
- About The Role (intro paragraph)
- Why Join Ayvaz Pizza LLC? (benefits list)
- Some Perks & Benefits (Based On Eligibility Requirements) (list)
- The Leadership Style We're Looking For This Role Is Built For ... (description)
- What You Will Be Doing (list of duties)
- Team Leadership & Development (list)
- Financial Management (list)
- Who You Are (qualities)
- Education & Experience (requirements)
- Performance Metrics (list of metrics)
- The Company reserves the right to conduct a background check... (metadata)
- This position requires that you are authorized to work in the United States. (metadata)
- Ayvaz Pizza LLC is an equal opportunity employer. (boilerplate to remove)
We need to map to headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule.
We need to decide which sections correspond.
- About the role: intro paragraph(s) about role description. Use the "About The Role" paragraph.
- Responsibilities: duties: "What You Will Be Doing", "Team Leadership & Development", "Financial Management". Could combine into one Responsibilities section with sub-lists? But we need to use
- for any list of duties/requirements/benefits. Could have multiple
- inside section? Probably okay.
- Requirements: Education & Experience (High School Diploma or GED required; college degree preferred but not required; proven hands-on restaurant management experience required; etc.)
- Qualifications: maybe "Who You Are" (personal attributes) could be Qualifications or Skills. The instruction: Use headings for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Skills). So we need to decide which content goes where.
We have "Performance Metrics" list: Speed of Service, WIN Score, Customer Satisfaction, Food Cost, Labor Cost, HutBot Compliance. Those could be under Skills? Or maybe under Qualifications? Actually performance metrics are what they will be measured on; could be under Skills? But they are metrics not skills. Could be under Qualifications? Might be better to put under Skills as they are performance expectations. However the instruction: Use headings only when posting has real specific content. We have content for Performance Metrics, so we need a section for it. But the allowed headings list does not include Performance Metrics. We could map it to Skills (since skills include metrics). Or we could create a custom heading? The instruction says use
- ... from What You Will Be Doing ...
- ... Team Leadership & Development ...
- ... Financial Management ...
- items for each duty. Could combine multiple sentences per bullet. Better to list each duty as separate
- . Let's extract.
What You Will Be Doing:
- 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.
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.
Qualifications/Skills: We have "Who You Are" (personal attributes) and 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.
Performance Metrics (list):
- Speed of Service (IST/OTD)
- WIN Score
- Customer Satisfaction (SMG)
- Food Cost (COS)
- Labor Cost (COL)
- HutBot Compliance
We could put Who You Are under Qualifications, and Performance Metrics under Skills. Or combine both under Skills. But we need to decide.
Given headings: Qualifications and Skills separate. We'll put Who You Are under Qualifications (personal qualities). And Performance Metrics under Skills (metrics they need to manage). That seems logical.
Now Benefits: combine all benefits.
Benefits list:
- Competitive salary and bonus opportunities. (but that's Pay, we will move to Pay)
- 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: Competitive salary and bonus opportunities.
Schedule: none.
Now minor metadata: background check and work authorization. We'll add a short paragraph after Benefits maybe under About the role? Or we can add a
after Benefits but before closing. We'll add a
with that info. Now ensure we don't repeat job title. Not using. Now output HTML fragment only. Let's craft. We'll need to escape any HTML special characters? Not needed. We'll produce:
About the role
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.
Responsibilities
- 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.
- 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.
Requirements
- 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
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It gives examples but not exclusive? It says "use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule)." Likely they expect only those headings. So we must fit all content into those headings. We can put Performance Metrics under Skills or Qualifications. Probably Skills. Pay: The posting mentions "Competitive salary and bonus opportunities." That's pay info. So we need a Pay section with that sentence. Schedule: Not mentioned explicitly. No schedule info. So we should not create Schedule section. Benefits: We have benefits list: medical, dental, vision (based on eligibility), discount program, provider finder/cost estimation tool, wellness program, pregnancy planning tool, GED credentials at no cost, Tuition Assistance. Also "Leadership coaching and development", "Career advancement opportunities", "Recognition for outstanding performance". Those are also benefits. So we can put all under Benefits. Now we need to ensure we don't include boilerplate: equal opportunity employer, background check, authorization to work in US? The background check and authorization are substantive? They are metadata but maybe we should fold minor metadata into a short
or drop it. The instruction: "do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it." Background check and work authorization could be considered minor metadata; we could include them in a short paragraph under maybe About the role or at end. But we could also drop them? The instruction says preserve ALL substantive information; do NOT invent or summarize away detail. Background check and work authorization are substantive? They are conditions of employment. Might be considered substantive. However they said "fold minor metadata into a short
or drop it." So we can include them in a short
maybe under About the role or at end. But we must not create a heading for them. We'll include a short paragraph after the sections maybe. Now structure:
About the role
... intro paragraph(s) ...
Responsibilities