How should salary and benefits be included in a Restaurant Assistant Manager job description?

Date modified: 22nd September 2025 | This FAQ page has been written by Pilla Founder, Liam Jones, click to email Liam directly, he reads every email.

Restaurant 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 thriving restaurant serving 200+ covers daily with emphasis on operational excellence, team development, and exceptional guest experiences. Our assistant manager works closely with the general manager to lead restaurant operations, supporting strategic initiatives while managing daily service delivery. This senior role combines strategic thinking with hands-on management, overseeing multiple departments while developing systems and processes that drive business success. You'll work in a dynamic environment managing complex operations including staff development, financial performance, and guest relations. The position offers excellent career advancement opportunities including general manager, multi-site management, and regional leadership roles within our expanding restaurant group, with involvement in business development and strategic planning.
• Support general manager in strategic planning, operational improvements, and business development initiatives • Lead comprehensive staff management including recruitment, training, performance evaluation, and development planning • Oversee daily operations across all departments ensuring service quality, efficiency, and guest satisfaction • Manage financial performance including revenue optimization, cost control, and budget management • Develop and implement operational procedures, service standards, and quality control systems • Handle complex guest relations including complaint resolution, VIP management, and reputation management • Coordinate with suppliers, contractors, and service providers to maintain operational excellence • Ensure compliance with all regulatory requirements including health and safety, licensing, and employment law • Lead staff meetings, training sessions, and performance management programs • Manage inventory control, purchasing decisions, and supply chain coordination • Support marketing initiatives, promotional activities, and guest loyalty programs • Handle administrative responsibilities including reporting, documentation, and system management
Essential Skills: Extensive restaurant management experience with demonstrated ability to lead large teams and complex operations; strong business acumen including P&L management, financial analysis, and strategic thinking; exceptional leadership capabilities with experience in staff development and performance management; comprehensive understanding of restaurant operations, service standards, and quality control; excellent communication skills for stakeholder management and team leadership; advanced problem-solving abilities for operational challenges and business optimization. Preferred Qualifications: 5+ years progressive restaurant management experience with multi-departmental responsibility; business or hospitality management degree; experience with restaurant technology, POS systems, and operational software; advanced financial skills including budgeting, forecasting, and cost analysis; wine and beverage program management experience; multi-unit or regional management experience; marketing and customer relationship management knowledge.
We're looking for accomplished restaurant management professionals with minimum 5 years progressive management experience, demonstrating ability to lead complex operations and drive business results. You should have comprehensive understanding of restaurant business including financial management, operations, and strategic planning. Candidates must possess proven track record in team leadership, operational improvement, and business growth, gained through hands-on management roles with increasing responsibility. The successful candidate will have demonstrated ability to manage large teams, implement systems improvements, and achieve ambitious performance targets. This senior role offers significant influence over business direction, involvement in strategic planning, and potential advancement to general manager or regional management positions within our growing restaurant portfolio.
We're looking for someone who combines strategic thinking with operational excellence, leading through vision while ensuring exceptional execution across all business areas. You should possess natural ability to develop systems and processes, with skill in building high-performing teams and sustainable operational improvements. The ideal candidate will have analytical mindset for business optimization, creative approach to problem-solving, and commitment to continuous improvement. You should be results-focused yet people-centered, able to balance business objectives with team development and guest satisfaction. We value innovative thinking, collaborative leadership, and entrepreneurial spirit, seeking someone who contributes to business growth while maintaining operational excellence and building strong team culture.
Competitive management salary of £35,000-£42,000 annually plus substantial performance bonus structure based on operational KPIs, guest satisfaction, and financial performance (potential additional £5,000-£8,000 annually). Comprehensive senior management benefits package includes: 30 days paid annual leave plus bank holidays and professional development time; health and dental insurance including family coverage options; management car allowance or transport benefits. Executive development opportunities including senior leadership training, industry conferences, and strategic planning involvement. Potential equity participation in business growth, advancement to general manager roles, and involvement in new venture development within our expanding hospitality group.

When writing a job description for a Restaurant Assistant Manager, it's important to clearly outline the salary and benefits. This not only attracts the right candidates but also sets clear expectations. Start by specifying whether the salary is hourly or annual and provide a realistic range based on experience. Include any additional financial incentives like bonuses or commission structures.

Common misunderstanding: It’s enough to just mention a 'competitive salary'.

Simply stating 'competitive salary' can be too vague and might deter potential candidates who prefer clear, upfront details. It's better to provide a specific range or at least a starting point to give candidates a clear idea of what to expect.

Common misunderstanding: Benefits are just a nice-to-have and don’t need much detail.

Benefits are a crucial part of the compensation package, especially in competitive job markets. Detailed information about benefits not only attracts candidates but also shows that your restaurant values its staff and their well-being.

What details about benefits can attract top candidates to my restaurant?

Highlighting attractive benefits can significantly enhance your job offer. Include perks such as generous paid time off, health and wellness programs, professional development opportunities, and staff discounts. Don’t forget to mention any unique benefits like flexible working hours or team-building events. These details can make your job offer stand out and appeal to top-quality candidates who value a supportive and rewarding work environment.

Common misunderstanding: All benefits are equally attractive to all candidates.

Not all benefits hold the same appeal. For example, younger workers might value professional development more highly, while those with families might prioritize health insurance and paid time off. Tailor your benefits to match the preferences of the type of candidate you hope to attract.

Common misunderstanding: High salary compensates for lack of benefits.

While a good salary is important, a comprehensive benefits package can be just as crucial in attracting and retaining top talent. Many candidates look for a role that supports their lifestyle and provides security, which benefits can offer.

How should I articulate pay structure to ensure transparency and trust?

Be clear and precise when describing the pay structure in your job description. Specify whether the pay is hourly or salaried, and provide a clear range or specific figures. If applicable, explain any bonus structures or commission schemes and how these are calculated. Transparency in the pay structure builds trust right from the start and helps set clear expectations with potential candidates.

Common misunderstanding: Exact figures are necessary to attract candidates.

While providing an exact figure can be helpful, offering a range is also effective. It allows some flexibility and negotiation based on the candidate’s experience and skills, which can be more appealing to applicants who might bring more to the role than initially expected.

Common misunderstanding: Pay structure details can be discussed after the interview.

Waiting until after the interview process to discuss pay can lead to misunderstandings and waste time for both parties if expectations do not align. Clear upfront communication about pay prevents potential disappointment and demonstrates your transparency and respect for candidates.