What legal compliance requirements should I include in a Restaurant Host job description?

Date modified: 29th September 2025 | This FAQ page has been written by Pilla Founder, Liam Jones, click to email Liam directly, he reads every email.

Hotel Assistant Manager Job Description Template

This job description template provides a full working exmaple using our six step approach. Open the template in the Pilla app and customise each section to make it specific to your role and business.

We operate a 120-room boutique business hotel in the city center, serving corporate travelers, leisure guests, and local event clientele with average occupancy of 78% and annual revenue of £2.8 million. Our Assistant Manager role is integral to daily operations management, working closely with the General Manager to oversee front office, housekeeping coordination, guest services, and staff leadership across all departments. The position requires strategic thinking combined with hands-on operational involvement, managing guest satisfaction, staff development, and financial performance while maintaining our reputation for professional service excellence and operational efficiency in a dynamic urban hospitality environment.
• Oversee daily hotel operations including front desk management, guest services coordination, and staff supervision across all shifts • Manage guest experience from check-in to departure, handling VIP services, special requests, and complaint resolution with professionalism • Coordinate with housekeeping, maintenance, and food service teams to ensure seamless operational delivery and quality standards • Support revenue management through rate optimization, occupancy planning, and upselling coordination with the General Manager • Lead staff scheduling, training programs, and performance management for front office and guest services teams • Monitor financial performance including daily revenue reports, cost control measures, and budget adherence • Handle emergency procedures, security protocols, and safety compliance across all hotel operations • Manage vendor relationships, contract negotiations, and operational procurement within approved authority levels • Coordinate group bookings, corporate accounts, and special events requiring operational support and customization • Implement hotel policies, standard operating procedures, and quality assurance programs • Provide leadership during peak periods, special events, and operational challenges requiring management intervention • Prepare operational reports, performance analysis, and strategic recommendations for senior management review
Essential Skills: Proven hospitality management experience with strong leadership and team coordination abilities; excellent guest relations and conflict resolution skills for handling diverse clientele; financial acumen including budget management, revenue analysis, and cost control; exceptional communication skills for staff leadership and interdepartmental coordination; operational knowledge of hotel systems including PMS, revenue management, and guest services technology; problem-solving capabilities for managing complex operational challenges; professional presentation suitable for guest-facing management role. Preferred Qualifications: Hospitality management degree or equivalent professional qualification; experience with hotel revenue management systems and strategies; multilingual capabilities for international guest services; knowledge of health and safety regulations specific to hospitality operations; experience with group sales coordination and corporate account management; training and development experience for staff leadership programs; understanding of local tourism market and business travel requirements.
We're seeking candidates with minimum 2-3 years supervisory experience in hotels, hospitality, or customer service management roles, though we value management potential and leadership qualities over specific industry background. Previous experience in front office operations, guest services, or team leadership demonstrates the foundation needed for this role. We provide comprehensive management development including hotel systems training, financial management education, and leadership coaching to support career advancement. The position offers clear progression opportunities to General Manager roles within our hotel group, with ongoing professional development support and industry certification assistance for committed team members.
We're looking for a natural leader who remains calm and solution-focused under pressure while inspiring confidence in both guests and team members. The ideal candidate demonstrates genuine enthusiasm for hospitality excellence, combines strategic thinking with attention to operational details, and maintains professional composure during challenging situations. You should be adaptable and resilient, able to make quick decisions while considering long-term impact, and comfortable taking initiative when managing complex operational challenges. Strong interpersonal skills, cultural sensitivity for diverse guest demographics, and the ability to motivate teams while maintaining high standards are essential for success in this role.
Competitive salary range £28,000-£35,000 annually based on experience, plus performance bonuses tied to guest satisfaction scores, revenue targets, and operational efficiency metrics. Comprehensive management benefits package includes: 28 days paid annual leave plus bank holidays; private healthcare coverage including dental and optical; pension scheme with company contribution; professional development budget for industry training and certification programs. Career advancement opportunities include progression to General Manager roles within 18-24 months for high performers; management training programs including revenue management, leadership development, and hospitality industry certifications; staff accommodation assistance where available; hotel group discounts and industry networking opportunities. Flexible working arrangements where operationally feasible; annual performance reviews with salary progression opportunities; recognition programs for outstanding performance and guest service excellence.

Include essential restaurant host legal compliance requirements covering minimum age requirements and work authorisation verification for employment eligibility, health and safety regulation compliance and training for workplace protection, data protection and customer privacy responsibilities for information security, equal opportunity employment and non-discrimination policies for inclusive workplace practices, workplace safety standards and injury prevention protocols for operational security, and documentation requirements for employment eligibility verification and regulatory compliance.

Common misunderstanding: Restaurant host legal compliance is minimal rather than comprehensive requirements affecting employment eligibility and operational responsibilities.

Host legal compliance encompasses employment verification, safety regulations, privacy protection, and workplace standards that collectively ensure legal operation. Compliance requirements often determine employment eligibility whilst protecting both employees and restaurant operations.

Common misunderstanding: Legal requirements are administrative burdens rather than protective measures that ensure safe operations and fair employment practices.

Legal compliance requirements protect employees, customers, and business operations through safety standards, fair employment practices, and operational protocols. Compliance measures often prevent problems whilst ensuring legal protection and operational integrity.

Address legal work authorisation documentation and verification requirements including valid identification and employment eligibility proof, age verification for employment eligibility and hour restrictions particularly for younger workers, background check requirements if applicable to position and operational security needs, reference verification and employment history validation for hiring decisions, educational qualification documentation if required for position competency, and compliance with local employment regulations and licensing requirements affecting restaurant operations.

Common misunderstanding: Work authorisation verification is discriminatory rather than legal requirement ensuring employment eligibility for all candidates equally.

Work authorisation verification ensures legal employment eligibility for all candidates whilst complying with employment law requirements. Verification processes often protect both employees and employers whilst ensuring legal compliance and operational security.

Common misunderstanding: Age requirements discriminate rather than ensuring compliance with labour laws regarding work hours and responsibilities for different age groups.

Age requirements ensure compliance with labour laws including work hour restrictions, responsibility limitations, and safety requirements that protect younger workers. Age verification often ensures legal compliance whilst providing appropriate work opportunities.

Emphasise workplace safety training and hazard awareness including slip prevention and emergency recognition, emergency procedure knowledge and evacuation protocols for guest and staff protection, incident reporting requirements and documentation procedures for regulatory compliance, customer safety and premises liability awareness for guest protection, health regulation compliance including food safety basics and hygiene standards, and personal protective equipment usage when required for specific tasks or operational needs.

Common misunderstanding: Host safety compliance is minimal rather than comprehensive responsibility affecting guest protection and operational liability.

Host safety compliance encompasses guest protection, premises liability, emergency response, and operational safety that collectively ensure secure operations. Safety responsibilities often determine operational viability whilst protecting guests and staff.

Common misunderstanding: Safety training is one-time requirement rather than ongoing responsibility requiring updates and continuous awareness development.

Safety compliance requires ongoing training, awareness updates, procedure reinforcement, and skill development throughout employment. Continuous safety education often prevents incidents whilst ensuring regulatory compliance and operational protection.