Job Summary:

WHO ARE WE?

Live Nation Entertainment is the world’s leading live entertainment company, comprised of global market leaders: Ticketmaster, Live Nation Concerts, and Live Nation Media & Sponsorship. Ticketmaster is the global leader in event ticketing with over 500 million tickets sold annually and more than 12,000 clients worldwide.  Live Nation Concerts is the largest provider of live entertainment in the world promoting more than 40,000 shows and 100+ festivals annually for nearly 4,000 artists in over 40 countries. These businesses allow Live Nation Media & Sponsorship to create strategic music marketing programs that connect over 1,000 brands with the 98 million fans that attend Live Nation Entertainment events each year. For additional information, visit www.livenationentertainment.com.

Live Nation’s Concerts Division is where tours are born, artists come to life, and fans get to experience the rush of live music. From our dozens of owned/operated Amphitheaters to our Global Touring team, from Ticketing and Venue Operations to Marketing and Sales... we foster a fun and upbeat work culture with no shortage of opportunities. With perks ranging from free concert tickets to dog-friendly offices, to progressive benefits like student loan reimbursement and adoption/fertility support... it’s no wonder we are certified as a Great Place to Work organization and one of People Magazine’s “50 Companies that Care”. We want everyone to feel like they belong and can thrive in our community, so we strive to help you achieve your career and personal goals. Live music is our passion and where we find our common ground. There has never been a better time to join Live Nation.

WHAT THIS ROLE WILL DO

• Meets or exceeds budgetary expectation
• Food & Beverage Cost
• Labor Cost
• Operating Accounts
• Inventory is controlled, monitored and maintained bi-weekly
• Develop menu engineering program to project and monitor trend and predict cost

II. Supervision of the Department

• Assist and support kitchen staff in any of their job functions, as needed
• Assist and support management in any of their job functions, as needed
• Ensure proper execution of all corporate mandates, SOP’s, and Specs
• Schedule shifts for kitchen staff and managing labor costs
• Ensure that there is no unapproved overtime on shift
• Check labor daily in Labor Management system
• Perform all opening and or closing kitchen supervisory tasks
• Ensure positive and creative team environment within department
• Facilitate open communication with the supervisors and staff as well as management staff
• Facilitate proper inter-departmental communications and organization
• Perform staff evaluations (training, 90-day, annual). Set development and performance goals, monitor progress
• Assure complete and satisfactory on-going staff training
• Ensure appropriate staffing levels. Recruitment and hiring staff/supervisors, ensure that hiring/disciplinary/termination standards follow all HOB guidelines
• Oversee evaluations, raise recommendations to GM
• Maintains open door policy/one on one with staff
• Decisions are information based and followed up on efficiently
• Information is gathered, shared, and used appropriately
• Hold monthly and or weekly department meetings to insure proper communication and teamwork
• Hold I.P.C.’s with Chef and Supervisors bi-monthly

III. Sale Building

• Development, with Corporate Chef and GM
• Development, of cost-effective specials and menu changes to achieve maximum sales
• Ensure food is considered excellent value for money and increases guest frequency
• Participate in outside appearances and fund-raising events to increase awareness of the House of Blues Brand

IV.  Maintain Operation Supplies

• All staff has supplies needed to facilitate job
• All staff is trained (and signed off) on equipment upon hiring
• All equipment is maintained
• All events are planned and carried out
• All housekeeping standards are maintained in compliance with inspection guidelines / Local Health Code
• Final results are obtained through the use of tools and systems consistently
• Tools are updated and used to insure consistency

V. Maintenance and Update of TMSS, Labor Systems and Management of Inventory

• All employees input prior to work
• All employees are job classed and current wages are inputted
• All F&B system files are maintained
• All menu item counts are current and maintained weekly

VI.  Food

• All food standards are met and not deviated from without approval from Corporate Chef
• Food portions are monitored and revisions are recommended
• New items are recommended quarterly
• Guest and crew feedback is reported and issues resolved
• Recipe adherence is 100%

WHAT THIS PERSON WILL BRING

Required:

• 3-5 years high volume and fast paced experience in kitchen operations
• 3-5 years of multi outlet kitchen experience
• Skilled in cooking, cost controls, management, crew training and development
• Standard food preparation/presentation
• Food, Beverage and Labor Cost Controls
• Ability to run all kitchen operations
• Working Knowledge of Microsoft, Word, Excel and Access systems
• POS knowledge
• Must be able to lift and/or move up to 50 lbs
• High School Diploma
• Sanitation and Food Handling Certificates
• Working knowledge of Kitchen and dishwashing procedures
• Knowledge of Food and Beverage costs, labor costs, and product cost
• Computer knowledge: Excel worksheets, databases, word processing, and Outlook
• Able to stand for long periods of time (10 – 12 hours)
• Able to tolerate extreme heat
• Able to work in a fast-paced environment

Preferred:

• Knowledge of operations and procedures of a multi-faceted entertainment facility

EQUAL EMPLOYMENT OPPORTUNITY

We are passionate and committed to our people and go beyond the rhetoric of diversity and inclusion.  You will be working in an inclusive environment and be encouraged to bring your whole self to work.  We will do all that we can to help you successfully balance your work and homelife.  As a growing business we will encourage you to develop your professional and personal aspirations, enjoy new experiences, and learn from the talented people you will be working with.  It’s talent that matters to us and we encourage applications from people irrespective of their gender, race, sexual orientation, religion, age, disability status or caring responsibilities.

Live Nation strongly supports equal employment opportunity for all applicants regardless of age (40 and over), ancestry, color, religious creed (including religious dress and grooming practices), family and medical care leave or the denial of family and medical care leave, mental or physical disability (including HIV and AIDS), marital status, domestic partner status, medical condition (including cancer and genetic characteristics), genetic information, military and veteran status, political affiliation, national origin (including language use restrictions), citizenship, race, sex (including pregnancy, childbirth, breastfeeding and medical conditions related to pregnancy, childbirth or breastfeeding), gender, gender identity, and gender expression, sexual orientation, or any other basis protected by applicable federal, state or local law, rule, ordinance or regulation. 

We will consider qualified applicants with criminal histories in a manner consistent with the requirements of the Los Angeles Fair Chance Ordinance, San Francisco Fair Chance Ordinance and the California Fair Chance Act and consistent with other similar and / or applicable laws in other areas.

We also afford equal employment opportunities to qualified individuals with a disability. For this reason, Live Nation will make reasonable accommodations for the known physical or mental limitations of an otherwise qualified individual with a disability who is an applicant consistent with its legal obligations to do so, including reasonable accommodations related to pregnancy in accordance with applicable local, state and / or federal law. As part of its commitment to make reasonable accommodations, Live Nation also wishes to participate in a timely, good faith, interactive process with a disabled applicant to determine effective reasonable accommodations, if any, which can be made in response to a request for accommodations. Applicants are invited to identify reasonable accommodations that can be made to assist them to perform the essential functions of the position they seek. Any applicant who requires an accommodation in order to perform the essential functions of the job should contact a Human Resources Representative to request the opportunity to participate in a timely interactive process.  Live Nation will also provide reasonable religious accommodations on a case by case basis.

HIRING PRACTICES
The preceding job description has been designed to indicate the general nature and level of work performed by employees within this classification. It is not designed to contain or be interpreted as a comprehensive inventory of all duties, responsibilities, and qualifications required of employees assigned to this job.

Live Nation recruitment policies are designed to place the most highly qualified persons available in a timely and efficient manner. Live Nation may pursue all avenues available, including promotion from within, employee referrals, outside advertising, employment agencies, internet recruiting, job fairs, college recruiting and search firms.

**Please note that the compensation information provided is a good faith estimate for this position only and is provided pursuant to the Colorado Equal Pay for Equal Work Act and Equal Pay Transparency Rules. It is estimated based on what a successful Colorado applicant might be paid. It assumes that the successful candidate will be in Colorado or perform the position from Colorado. Similar positions located outside of Colorado will not necessarily receive the same compensation. Live Nation takes into consideration a candidate’s education, training, and experience, as well as the position’s work location, expected quality and quantity of work, required travel (if any), external market and internal value, including seniority and merit systems, and internal pay alignment when determining the salary level for potential new employees. In compliance with the CO EPEWA, a potential new employee’s salary history will not be used in compensation decisions.