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Job Purpose

• The HR Consultant will be responsible for the implementation of all HR processes, projects and activities throughout the life cycle of the employee at a business unit level; ensuring sound advice and the seamless and consistent delivery of the services to line management and employees in line with company procedures and compliance standards.
• This will include the delivery and updating of the HR Information Management System and data integrity;  recruitment and selection processes; governance, project and change management & reporting; the implementation of employee relations practices; consultation and advice to line on people management policies and practices; talent and learning practices for the unit; as well as performance consulting, in line with legislation and Sun International standards.

Key Performance Areas

Duties and responsibilities include:

• Delivery of HR Operational Services
• Understand and implement the people strategy to support business operations
• Partners with management to understand performance, productivity and other people challenges; be able to diagnose the issue and provide solutions to improve people practices across the business
• Facilitate all recruitment, selection and assessment processes; including advertising, interviewing, reference checking, vetting; appointments  
• Facilitate the relocation and onboarding of employees onto the complex; ensuring employees experience an onboarding and employment experience in line with Sun International’s EVP and brand
• Be able to explain payroll and benefits queries and disputes
• Work with management to understand and troubleshoot queries and employee relations issues being experienced within the operations – including the facilitation of the grievance and disciplinary processes
• Proactively engage with all stakeholder to “feel the pulse” of the Business unit and actively communicate with operational teams on changes and challenges taking place; ensuring resolution
• Work with management and staff to implement the Sun Way Culture and Sun values
• Work with management and staff to facilitate and improve employee engagement projects

HR Data Integrity & Reporting

• Capture changes in the HR System in line with operational changes and changes to employee’s personal information and employment
• Facilitate the flow of paperwork to support these changes, ensuring that all stakeholders (e.g. payroll) are informed timeously
• Update personnel files 
• Update the data integrity in the HR system ensuring that it is complete and accurate
• Prepare audit documentation in line with policy and procedure and implement any remedial action plans
• Leave liabilities and sick leave balances are tracked and addressed with relevant HODs
• Compile and monitor reports on all people processes and analytics for the business
• Compile relevant reporting for the unit; and track Employment equity and skills development statistics for the business unit

Performance Consulting

• Facilitate the performance management process, and assist operators with any challenges or concerns they may have from a process perspective
• Tracks and analyses performance results across the business operations to identify individual opportunities and performance gaps. 
• Where trends are identified conduct analyses (including observations / interviews) to investigate issues being experienced in the operations, diagnose and identify the root cause of the issue.
• Make recommendations to improve performance 
• In collaboration with the COE, facilitate learning solutions relevant to identified gaps
• Be a change agent and communicate on change plans within area of responsibility.
• Participate and assist operators with the implementation talent and career processes 
• Implement transformation plans and initiatives for the business unit in line with targets and policy

HR Governance

• Understand and execute against the standard operating procedures for HR Processes
• Be the custodian of HR processes when interacting with operations and an advisor with regards the processes and tools
• Monitor compliance of HR Practices in line with labour legislation; BBBEE targets, Gaming Board regulations and policies of Sun International;
• Escalate areas of concern to HR Management in order address and resolve.

HR Project Implementation

• Understand the objectives, measures, benefits and deadline requirements for the completion of HR projects
• Co-ordinate and implement HR projects and deliver work as defined in the project plan and deadlines
• Co-ordinate activities for operational areas and communicate on relevant activities with stakeholders in the business operations 
• Provide feedback to HR Management on any challenges, obstacles, successes to implementation
• Monitor delivery and prepare reports on the progress on the implementation plan for areas of responsibility 
• Update electronic files to ensure that all information is appropriately documented 
• Trouble shoot and support the operators by providing relevant information or escalating when required to ensure resolution
• Encourages the integration of organisational values, with the culture and the Employees’ ways of working
• Assist with the scheduling of communication and other events to implement change practices and ready the unit for changes taking place
• Prepare communication as required 
• Provide input around identified risks and recommendations linked to the project

Learning & Development Administration

• Capture and update training events and records in the learning system 
• Capture all skills spend in the system
• Track skills spend and documentation for BBBEE reporting
• Assist in the compilation of skills development data for reporting purposes
• Co-ordinate induction processes to support onboarding
• Co-ordinate and assist in the professional facilitation of compliance programmes when required e.g. RGP
• Co-ordinate logistical arrangements for facilitated learning programs on site
• Co-ordinate and track learnership contracts and documentation for the business unit
• Co-ordinate logistics and prepare filing for audits taking place on site

Stakeholder Engagement

• Be available and respond to daily queries in the areas of HR Policy, recruitment, onboarding, performance management, employee relations and labour legislation
• Initiates and sustains continuous dialogue with the Operational teams on change issues, and partners in exploring options for resolving the issues.  
• Maintain relationships with key HR stakeholders (including management, payroll, Group COE, staff and HR colleagues) through delivery against requirements and deadlines ; 
• Stay informed of HR practices, policies and labour legislation.
• Build trusted and respected relationships with internal stakeholders, and be a sound and credible counsel for operating teams
• Act as a point of contact for learning providers and BBBEE auditors

Requirements

Education

• Grade 12
• B. Degree in Human Resources Management

Experience

• Minimum 5 years' experience in HR, including 3 years' experience as an HR Officer 

Skills and Knowledge

• Core behavioural competencies
• Planning
• Decision-making
• Evaluating & Developing HR competence
• Results orientation
• Developing relationships
• Service orientation
• Analytical thinking 
• Managing risk
• Motivating others

Technical/proficiency competencies

• Interviewing Skills
• Employee Relations Processes
• Labour legislation
• Functional HR knowledge – including recruitment, learning & development; performance management; talent management; workforce planning
• Change Management
• Remuneration & benefits
• Business Acumen
• Project Management
• Proficiency in MS Office; Peoplesoft
• Communication skills (Verbal and Written)
• Personal Credibility & integrity

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Job Purpose

• The receptionist is responsible for being the point of contact for guests, facilitating the check-in and check-out processes of the hotel, upselling of rooms and providing exceptional, personalized customer service to guests throughout their stay in the hotel to ensure that their stay is worth remembering

Key Performance Areas

Prepared Work Station

• Identify issues with regards the floor appearance/ functioning of equipment and systems
• Check overall cleanliness of the front of house areas
• Check and restock information brochures
• Review the arrival and VIP lists daily and understands special requirements
• Assist in preparing and distributing welcome / VIP amenities
• Be familiar with the hotel and resort facilities, promotions and activities

Delivered Reception Services

• Acknowledge and greet all guests with a friendly smile and treat guests with respect at all times
• Interact with guests and complete procedures on guest’s check-in and check-out of the hotel; including cutting of keys; preparing bills and taking payments, etc.
• Take and pass on messages to guests
• Deal with special requests from guests (like booking theatre tickets or storing valuable items)
• Inform guests of the services and accommodation rates in the hotel
• Build good relationship and rapport with guests to make them feel comfortable and address any complaints they might have in a very courteous manner to protect the image of the hotel
• Keep clear and comprehensive records of guest room bookings and all billings for accountability and future reference.
• Attend to all routes of room bookings, such as online, phone, and in person, to ensure that reservations are not left hanging but attended to promptly to keep the hotel business running
• Report issues of housekeeping, maintenance and malfunctioning appliances to the relevant department for quick repair in order to ensure guests comfort and satisfaction
• Administer own float and conduct cash-ups at the end of the shift
• Be present at the reception desk and maintain proper decorum at all times
• Promotes and upsells the facilities of the hotel and knows the surrounding areas when asked for directions

Customer Engagement

• Connect with all guests by providing them with a warm welcome, greeting them with a friendly smile, acknowledging them on arrival and departure, and ensuring respect at all times
• Interact with guests and provide professional service standards and relevant solutions
• Identifies customers and understand their preferences
• Educate customers on business unit facilities, products and current promotions
• Handle any customer complaints, requests and / or suggestions to resolution, escalating if necessary

Requirements

Education

• Grade 12 

Experience

•  2-years' experience in a customer service environment, preferably in a hotel environment

Skills and Knowledge

• Ability to work shifts that meet operational requirements
• Physically able to move around and stand for extended periods of time
• Have an open attitude perform similar functions to those contained in this document, in alternative outlets due to operational requirements
• Knowledge of an additional language (relevant to market) is an advantage.

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Job Purpose

• The HR Consultant will be responsible for executing all HR processes throughout the life cycle of the employee; ensuring sound advice and the seamless and consistent delivery
• of the departments’ services to line management and employees in line with company procedures and compliance standards

Key Performance Areas

HR System Administration

• Compile correspondence and documentation around HR processes e.g. letters of appointment and liaise with employees to facilitate the completion of starter packs; termination checklists; leave forms, and other conditions relating to other conditions of employment.
• Facilitate the capturing of changes in the HR System in line with operational changes and changes to employee’s personal information
• Facilitate the completion of Change forms and flow of paperwork to support these changes
• Obtain authorisation of key stakeholders
• Notify relevant stakeholders (such as payroll) of relevant changes in line with deadlines; ensuring documentation is complete
• Compile and update personnel files with required documentation
• Check the data integrity in the HR system ensuring that it is complete and accurate
• Prepare audit documentation in line with policy, standards and requirements
• Action any remedial action as per plans
• Complete monthly HR reports for area of accountability including:
• Headcount to budget
• Vacancies and current status of recruitment
• Learning & Development needs analysis and interventions implemented
• ER issues
• Terminations
• Leave liability
• Absenteeism & Sick leave status - highlighting areas of concern and initiatives to correct
• Performance Management statistics – highlighting areas of concern and recommendations for improving performance
• Productivity reports
• Status update on HR projects / initiatives

Adherence to Company standards

• Paperwork is accurate and complete
• Relevant changes are received by payroll in line with deadlines and requirements
• Audit targets achieved
• Relevant actions are taken in line with plans identified
• Report of information is accurate and in line with deadlines
• Stakeholder expectations are met
• Recommendations have been made and implemented to repair identified concerns

Learning & Development Administration & Support

• Capture and update training events and records in the learning system
• Capture all skills spend in the system
• Track skills spend and documentation for BBBEE reporting
• Assist in the compilation of skills development data for reporting purposes
• Co-ordinate induction processes to support onboarding
• Co-ordinate and assist in the professional facilitation of compliance programmes when required e.g. RGP
• Co-ordinate logistical arrangements for facilitated learning programs on site
• Co-ordinate and track learnership contracts and documentation for the business unit
• Co-ordinate logistics and prepare filing for audits taking place on site
• BBBEE spend has been captured and tracked
• SD Back-up documentation is complete, accurate and accessible
• As per legislative requirements and company standards
• Audit targets achieved
• Learnership contracts and paperwork up-to-date and accessible
• All new starters have been onboarded and inducted
• Planning and logistics is proactive and thorough

HR Governance

• Understand and execute against the standard operating procedures for HR Processes
• Be the custodian of HR processes when interacting with operations and an advisor with regards the processes and tools
• Monitor compliance of HR Practices in line with labour legislation; BBBEE targets, Gaming Board regulations and policies of Sun International;
• Escalate areas of concern to HR Management in order address and resolve.
• Competent in HR standard operating procedures
• Alignment to Group standards
• Non compliance is escalated
• Stakeholder satisfaction

OE Process Execution

• Partner with business unit operations to facilitate the shortlisting and interviewing process for vacant positions.
• Partners with complex COE to manage recruitment and assessment processes; including advertising, reference checking, vetting; appointments
• Ensure that relevant documentation is provided to the complex COE for recording purposes
• Facilitate the relocation of employees onto the complex; and ensure the process of departmental onboarding takes place
• Provide an employment experiences for employees in line with EVP to promote SI as the “Best Company to work for”.
• Tracks performance results across the complex and support business operations to identify opportunities and gaps; and make recommendations to improve the performance
• In collaboration with the COE, facilitate learning solutions relevant to identified gaps
• Be a change agent and communicate on change plans within area of responsibility.
• Proactively “feels the pulse” of the Business unit and actively engages with operational teams on changes taking place
• Providing feedback to HR Management on feelings on the floor
• Adherence to Group Policies and standards
• Change implemented in line with requirements and timelines
• Best Employer principles have been applied
• Reduced recruitment costs
• Time to hire is improved
• Process documentation is complete and recorded as required
• Audit targets are achieved
• Employees are onboarded in line with requirements
• Employee Engagement targets achieved

HR Project Execution

• Understand the objectives, measures, benefits and deadline requirements for the completion of HR projects
• Complete activities as scheduled in the detailed work plan
• Co-ordinate activities for operational areas and communicate on relevant activities with stakeholders in the business operations
• Provide feedback to HR Management on any challenges, obstacles, successes to implementation
• Monitor delivery and prepare reports on the progress on the implementation plan for areas of responsibility
• Update electronic files to ensure that all information is appropriately documented
• Trouble shoot and support the operators by providing relevant information or escalating when required to ensure resolution
• Encourages the integration of organisational values, with the culture and the Employees’ ways of working
• Standard approach across the complex
• Projects are aligned to HR and Group strategy and expectations
• Resources accurately allocated to meet project needs
• Risk remediation action plans have been recommended, communicated and controlled
• Project implementation delivered in line with quality requirements; milestones, timelines and budget
• Documentation completed and recorded accurately

Stakeholder Engagement

• Be available and respond to daily queries in the areas of HR Policy, recruitment, onboarding, performance management, employee relations and labour legislation
• Initiates and sustains continuous dialogue with the Operational teams on change issues, and partners in exploring options for resolving the issues.
• Maintain relationships with key HR stakeholders (including management, payroll, Group COE, staff and HR colleagues) through delivery against requirements and deadlines;
• Stay informed of HR practices, policies and labour legislation.
• Build trusted and respected relationships with internal stakeholders, and be a sound and credible counsel for operating teams
• Act as a point of contact for learning providers and BBBEE auditors
• Stakeholder feedback;

Timely and effective resolutions of problems; 

• Adherence to legislation and regulatory requirements
• Adherence to company policy and process
• Client satisfaction and expectations are met

Planning

• Plan and co-ordinate resources and activities efficiently in conjunction with HR Business Partner to ensure that HR project objectives and initiatives are met on time and within budget;
• The planning horizon is short to medium term in terms of establishing and implementing operational management targets, platforms and best practices for the business that will improve         operating practices and performance in both the immediate and distant future;
• Interpret and execute a tactical plan for identifying, attracting and developing new talent

Decision making

• Monitor and respond to changes in the operating environment to ensure that business’ needs are met and challenges proactively addressed;
• Think laterally and has understanding of the business to implement solutions successfully;
• Analyse and critically evaluate information, and make sound decisions after considering all the facts presented by multiple sources of information;
• Provide recommendations regarding the execution and implementation of new HR policies, processes and frameworks by understanding the
•  complexity of the change and ensuring operational risks are mitigated;
• Influence the “what” and make recommendations regarding the “how” of tactical business growth and retention strategies as well as achieve
•    the best operating strategies and tactics.

Problem solving

• Provide information and make recommendations of leading practice solutions to address business challenges
• Identify business requirements, understand their needs and match these with the correct solution. Probe for further information where necessary to ensure the correct match is made;
• Undertake considerable investigation and research to analyse, evaluate and formulate best practice and integrated business support platforms;
• Identify compliance issues and requirements, and adapt the requirements to ensure risk is mitigated.
• Understand employment legislation and ensure that practice is in line

Requirements

Education

• B. Degree in Human Resources Management

Experience

• Minimum 5 years experience in HR, including 3  years experience as an HR Officer 

Skills and Knowledge

Core behavioural competencies

• Planning and co-ordinating
• Analysing & Diagnosing
• Gaining co-operation
• Developing relationships
• Influencing
• Handling information / following instructions
• Clerical Administrative functions
• Problem-Solving
• Checking / attention to detail
• Writing formal correspondence
• Take initiative
• Customer service orientation

Technical / proficiency competencies

• Interviewing Skills
• Employee Relations Processes
• Labour legislation
• Functional HR knowledge – recruitment, learning & development; performance management; talent •management; workforce planning
• Change Management
• Remuneration & benefits
• Business Acumen
• Proficiency in MS Office
• Proficiency in Peoplesoft
• Communication skills (Verbal and Written)
• Personal Credibility & integrity

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Job purpose

• The Intern: ND Health & Safety Management will be accountable for the execution of the SHE framework for the business unit including the assisting with the implementation of policies, procedures, incidents and projects and the collection and analysis of data for reporting purposes with the aim of achieving SHE targets, mitigating regulatory risk, improving Health & Safety Management performance, and maintaining a business environment that promotes occupational health, safety and environmental sustainability, in line with legislation and Group standards.

Key Performance Areas

• Compile control standards, checklists and tools to be used by the business on SHE requirements (against regulations) to ensure compliance with relevant legislation
• Conduct and coordinate on-site inspections and checks of various operational areas within the unit to audit physical conditions and safe work practices in line with regulatory requirements
• Maintain SHE legislative registers in line with regulatory requirements
• Co-ordinate regular internal and external audits against standards and ensure relevant preparation is complete
• Complete reports / minutes/ presentations / departmental documents from SHE Committee meetings
• Co-ordinate schedules and action plans for SHE projects and initiatives to improve and maintain standards
• Report on progress, successes and challenges where relevant
• Compile reports, minutes, presentations and documents required for SHE Committee meetings and for auditing purposes
• Have an up-to-date understanding of SHE regulations, initiatives and programmes within the industry
• Have a good understanding of gaming and hospitality business areas to ensure the design and development of relevant SHE initiatives and competencies
• Design awareness campaigns and collateral to ensure programmes receive the correct exposure
• Be present during the set-up of SHE events / initiatives to ensure a seamless delivery in line with plans
• SHE objectives, standards, procedures and initiatives are communicated to internal stakeholders

Requirements
Education

• Matric
• Studying towards a qualification
• Internship should be a requirement by institution to complete the qualification
• Valid South African ID

Experience

• 0-2 years in environmental management

Skills and Knowledge

• Proficiency in MS Office
• Written and verbal communication skills
• Working knowledge and application of Occupational Health & Safety; and Environmental management legislation and regulations

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Job Purpose

• Responsible for the effective day-to-day shift management of Food & Beverage operations (including restaurants, beverage operations and/or food and beverage service in the casino operations), with specific regard to achieving profitability for specific outlets; maintaining products and standards of operation; maximizing customer satisfaction; delivery of the F&B business objectives, and developing a cross-functional talent pipeline within food & beverage:

Key Performance Areas

Delivered F&B Plan implementation:

• Understand the Unit F&B strategy and align the development of objectives for the various outlets
• Provide input into the development of strategic objectives for the Unit’s F&B deliverables
• Manage the communication and achievement of F&B deliverables and milestones
• Conduct F&B product analyses and benchmark with leading F&B trends
• Conduct risk analyses i.t.o impact on short term profit margins vs. long term sustainability
• Communicate with all relevant Stakeholders internally at unit level
• Manage and allocate people and operational resources 
• Facilitate marketing plans relative to food and beverage promotions in the outlets align implementation with EE, SD and procurement transformation processes so as to contribute towards BBBEE targets being achieved for the property

Shift Management:

• Put in place staff scheduling and duty allocations to ensure maximum coverage
• Handle shift briefings / handovers / shift reports
• Interact and be present on the floor during service to understand and assist clients with requests, special requirements, recommendations, concerns, resolution of complaints, etc.
• Manage staff appearance and floor appearance/ functioning of equipment and systems for the outlet
• Report and resolve any issues experienced
• Manage the control of stock and operating equipment as per SOP for the outlet
• Cash-ups at the end of the shift

Product Enhancement:

• Collaborate with the F&B Manager to complete a competitor analysis of food and beverage in property catchment areas including pricing comparisons
• Conduct product performance analyses / reviews and make recommendations to address opportunities and gaps
• Provide product rationalization on a regular basis or as required
• Motivate new product enhancements
• Compile action plans for  the implementation of approved projects
• Measure ROI and performance on a regular basis

Standards & Governance:

• Monitor F&B standards and processes
• Align practices with new legislative compliance around health, hygiene, safety and the environment
• Implement sufficient control measures (including systems and processes) & checks within each outlet to mitigate any financial risk to the business. All staff in F&B to adhere the policy and procedures.
• Conduct weekly walkabouts of all F&B front of house and back of house areas to monitor compliance
• Encourage a waste management culture and ensure all staff are trained.
• Work with internal stakeholders (maintenance, finance, HR, and security) to identify risk areas and address these

People Management and Development:

• Lead and motivate F&B employees and promote positive working relationships, direction and support
• Lead and facilitate departmental communication ensuring employee and management interaction
• Measure and monitor employee engagement
• Identify and monitor training, coaching and development requirements in line with strategic plans, e.g. skills shortages, succession plans, talent management
• Develop staff competence levels to meet operational requirements (right fit for the job)
• Participate in the sourcing and selection of talent as per EE plan to build the future food and beverage talent pipeline
• Performance Manage and coach outlet managers to ensure KPA’s are achieved
• Manage employee relations within the F&B function (monthly meetings with Union - formalized, minuted, issues addressed).

Budget Management:

• Participate in the preparation of budget forecasts & controls
• Consolidate Capex requirements for specific outlets
• Guide and consolidate the completion of Cost of Sales reports including
• Theoretical COS per outlet for food & beverage respectively.
• Recipes – Recipe links needs to be in place to ensure accuracy and legitimacy of theoretical as well as put us in a position for the theoretical to be system generated.
• Food recipe – All menu item food recipes to be reviewed and signed off and where needed recaptured into the system MC or IFS to ensure accurate food theoretical.
• Procurement – All supplier prices and supplier price quotes to be reviewed and monitored on a monthly basis going forward to ensure we monitor and track price movements to minimize input cost fluctuations.
• Cost control – oversee the conducting of accurate stock takes in line with Company process. Use stock takes variance reports to manage underperforming outlets in relation to COS

Customer Relationship Management:

• Provide input into the development of a CVP in line with the unit strategy and guest feedback
• Deal with any escalations / complaints
• Frequent Interaction with guests (especially VIP’s)
• Support VIP services in various initiatives i.e. functions, events
• Communicates customer standards to department for implementation
• Monitors customer standards and addresses gaps
• Be present and provide management support in F&B outlets and operation

Stakeholder relationship management:

• Maintains regular communication with all relevant stakeholders with regards progress, issues, changes, etc.
• Provides feedback on operations to F&B Management / General Manager on initiatives, performance, concerns, etc.
• Manages non-conformance issues
• Staff are informed of relevant information to contribute to operational effectiveness
• Department’s objectives, standards and operating procedures are communicated to internal and external service providers as per SLA

Reports:

• Consolidate monthly Financial results and trends for specific outlets in preparation of the financial report including:
• Salary forecast vs actuals – salary monthly forecast to be based on rosters. Track and monitor salary cost in relation to revenue achieved daily and make adjustments throughout the month to bring salary cost in line as a percentage of revenue.
• Absenteeism – actively manage and report on absenteeism in line with company policy, rules, and regulations
• Productivity– Covers per hour/drinks per hour needs to be monitored daily to ensure staff are operating at the required level to achieve and exceed budgeted revenues with remedial action taken when not tracking on target.
• Sales targets – report on variation to set sales targets in line with staff productivities and revenues. Report on remedial action taken when targets not met.
• Work conditions and special requirements Ability to work shifts that meet operational requirements
• Mobility and ability to move around as per job requirements (including with the use of aids)
• Physically be able to move operating equipment
• Have an open attitude to perform similar functions in alternative outlets due to operational requirements

Requirements
Education

• 3 year Hotel School Diploma or equivalent National Qualification at a Diploma level

Experience

• 5-6 years in the Food and Beverage industry of which at least 2 years experience in a Supervisory role within the Food and Beverage environment
• Food and Beverage experience in a Casino environment would be an advantage

Skills and Knowledge

Technical competencies

• Food & Beverage Costing
• Food & Beverage Product Knowledge
• Speciality Beverage Knowledge – Wine, Barrister
• Team Planning
• Operational Management
• Product Development
• Stock Control
• Intermediate Computer Skills
• Micros / Opera is preferred

Core behavioural competencies

• Problem solving
• Implementing and co-ordinating resources
• Assessing and evaluating information
• Planning
• Decision-making skills
• Developing relationships
• Analytical thinking
• Results orientation

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Job Purpose:

• Manages the day to day delivery of the food production operation and culinary team within a specific outlet with the objectives of delivering quality culinary products, maximizing revenue through controlling operational efficiencies and productivities, operating equipment, and stock, in line with Company standards.
• Requirements

Education:

• 3-Year Culinary Diploma or equivalent National Culinary Qualification at a Diploma level
• Membership with South African Chef’s Association and other relevant culinary accreditation

Experience

• 5-6 years experience and track record in a similarly graded hotel / restaurant kitchen environment of which at least 2 years experience must have been as a chef de partie 

Work conditions and special requirements

• Ability to work shifts that meet operational requirements

Core behavioural Competencies:

• Decision-making – use of initiative
• Learning – training; coaching; staying abreast of industry developments
• Implementing and co-ordinating – organising people; non-people resources
• Numeracy and calculation skills
• Analysing and diagnosing – numerical information; trends in data
• Problem-solving
• Making fine judgements through the senses viz colour, taste, texture

Technical/Proficiency competencies:

• Food Costing
• Culinary Product Knowledge
• Kitchen Operational Management
• Labour legislation
• Environmental and sustainability standards
• Proficient Computer skills
• Coaching
• Menu engineering
• Cooking methodology 

Key Performance Areas:

Delivered Culinary Business Plan for the Outlet:

• In collaboration with the Executive Sous Chef, develop outlet objectives and deliverables in line with the Culinary strategy
• Facilitate the communication and implementation of Culinary deliverables for the outlet
• Provide clear delegation of authority and accountability for deliverables 
• Manage and allocate people and operational resources  
• Communicate plans relative to promotions and strategies to relevant staff and stakeholders within the unit
• Align plans with EE, SD and procurement transformation strategies which contribute towards BBBEE targets being achieved for the property

Shift management:

• Put in place staff scheduling and duty allocations to ensure coverage
• Handle shift briefings / handovers / shift reports 
• Manage the preparation of mise-en-place 
• Complete opening and closing checklists
• Interact and be present on the floor during service to ensure food quality and presentation in line with standards 
• Handle any special requests, special requirements, recommendations, concerns, resolution of complaints, issues experienced during service etc.
• Manage staff appearance and kitchen appearance/ functioning of equipment and systems for the outlet 
• Report and resolve any issues experienced
• Monitor the cleanliness and hygiene of the kitchen before, during and after service

Outlet Product Enhancement:

• Keep up to date with regards food products, trends and cooking methodologies required to deliver menus
• Monitor products and pricing within the outlet
• Make recommendations of improvements to the product / menu offering 
• Compile and co-ordinate the culinary promotional calendar for the outlet
• Monitor standards in the outlet and identify any areas of concern

Culinary Standards & Governance:

• Conduct maintenance and hygiene inspections in all areas of the kitchen
• Monitor health, safety, hygiene and environmental elements in the outlet
• Manage the control and storage of stock, operating expenses (gas) and operating supplies (packaging, chemicals), equipment as per SOP for the outlet
• Investigate variances / discrepancies and take necessary action to correct
• Monitor Culinary standards and processes 
• Control waste for the outlet 
• Work with internal stakeholders (maintenance, finance, HR, and security) to identify risk areas and address these 

Outlet Budget Management:

• Collaborate with the Executive Sous Chef to complete the planning for the Budget and forecasts for the outlet 
• Motivate and manage Capex requirements for the outlet
• Authorise spend in line with budget
• Monitor food costs (purchases related to revenue)
• Food recipe – All menu item food recipes to be documented, updated and captured into the system MC or IFS to ensure accurate food theoretical.
• Manage the conducting of accurate stock takes for the outlet in line with Company process. Report on any variances for the outlet
• Produce a 10-day / 20-day and monthly food cost report
• Monitor departmental leave liability
• Check and report on all outlet staff wages / spend are in line with budget as a % of revenue; maintain productivity ratios of performance for line staff
• Procurement – All supplier prices and supplier price quotes to be reviewed and monitored on a monthly basis going forward to ensure we monitor and track price movements to minimize input cost fluctuations.
• Contribute to month-end financial commentary for the outlet

People Management:

• Manage staff conditions of employment, e.g. attendance, absenteeism, leave, adherence to policies and procedures 
• Identification of employee training needs 
• Perform on the job training and coaching to close developmental gaps and build succession for a talent pipeline within the outlet
• Manage employee relations within the department
• Staff communication and motivation
• Performance contracting, reviews and development
• Provides resources and removes obstacles  to performance 
• Recruit and resource for talent for positions within the department          
• Onboarding of new staff members

Customer Relationship Management:

• Ensures that guests are treated with courtesy and respect at all times 
• Interact with guests and provide professional service standards and solutions
• Handle any escalated complaints, disputes and suggestions as required
• Engage with customers and provide a customer experience within the outlet / on the floor that will support brand loyalty ensuring SI as the brand of choice 
• Be present on the floor during service / promotions or functions
• Conduct staff training on product knowledge / promotions (including promotion information, functions, facilities, etc)
• Provide post-mortem feedback with regards promotions to ensure these are always relevant and effective
• Shift handover ensures that staff have sufficient insights and information with regards VIP customers visiting the property

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Purpose:

• The successful candidates will be responsible for managing specific games in line with company guidelines, as authorized by the Eastern Cape Gambling and Betting Board, while fostering an atmosphere that promotes exceptional customer service.
• Requirements

Education:

• Matric required. Preference will be given to candidates with Matric Maths (Symbol C / Level 4)

Specific responsibilities can be summarized as follows:

• Dealing specific games to maximize profit through games control, numerical computation, and games communication
• Security of table operation
• Valid South African ID
• Must be willing to work shifts, Weekends and Public Holidays
• Able to stand for long hours
• You will be expected to work in a smoking environment
• Other related occasional involvement with promotional activities.

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Job Purpose

Responsible for the management of the kitchen operations and team within an area of the business unit with specific regard to:

• maximising revenue potential in specific outlets
• improving of standards of operation (including health, hygiene, safety and environmental standards)
• provide recommendations for innovative culinary products, enhancements and production
• control of kitchen operating equipment and stock
• control of kitchen spend and wastage
• team management
• implementation of culinary operational efforts to achieve the unit’s strategies and objectives 

Key Performance Areas

• In collaboration with the Executive Chef, develop outlet objectives and deliverables in line with the culinary strategy
• Facilitate the communication and implementation of culinary deliverables for the outlet
• Provide clear delegation of authority and accountability for deliverables
• Manage and allocate people and operational resources
• Communicate plans relative to promotions and strategies to relevant staff and stakeholders within the unit
• Align plans with EE, SD and procurement transformation strategies which contribute towards BBBEE targets being achieved for the property
• Put in place staff scheduling and duty allocations to ensure coverage
• Handle shift briefings / handovers / shift reports
• Manage the preparation of mise-en-place
• Complete opening and closing checklists
• Interact and be present on the floor during service to ensure food quality and presentation in line with standards
• Handle any special requests, special requirements, recommendations, concerns, resolution of complaints, issues experienced during service etc.
• Manage staff appearance and kitchen appearance/ functioning of equipment and systems for the outlet
• Report and resolve any issues experienced
• Monitor the cleanliness and hygiene of the kitchen before, during and after service
• Completes shift reports
• Produce a 10-day / 20-day and monthly food cost report
• Contributes to month-end financial reports for the outlet (Budget vs revenue, food cost, etc)
• Audit food safety standards to ensure outlet compliance with relevant legislation regulations
• Conduct maintenance and hygiene inspections in all areas of the kitchen
• Monitor health, safety, hygiene and environmental elements in the outlet
• Manage the control and storage of stock and operating equipment as per SOP for the outlet
• Investigate variances / discrepancies and take necessary action to correct
• Monitor Culinary standards and processes
• Control waste for the outlet
• Work with internal stakeholders (maintenance, finance, HR, and security) to identify risk areas and address these
• Collaborate with the Executive Chef to complete the planning for the Budget and forecasts for the outlet
• Motivate and manage Capex requirements for the outlet
• Authorize spend in line with budget
• Food recipe – All menu item food recipes to be documented, updated and captured into the system MC or IFS to ensure accurate food theoretical.
• Manage the conducting of accurate stock takes for the outlet in line with Company process. Report on any variances for the outlet
• Report on staffing and productivities
• Monitor departmental leave liability
• Check all outlet staff wages / spend are in line with budget as a % of revenue; maintain productivity ratios of performance for line staff
• Manage staff conditions of employment, e.g. attendance, absenteeism, leave, adherence to policies and procedures
• Manage productivities and payroll costs for the outlet
• Identification of employee training needs
• Perform on the job training and coaching to close developmental gaps and build succession for a talent pipeline within the outlet
• Manage employee relations within the department
• Staff communication and motivation
• Performance contracting, reviews and development
• Provides resources and removes obstacles to performance
• Recruit and resource for talent for positions within the department
• Onboarding of new staff members
• Liaise with F&B on food and beverage offering, menus and services in the various outlets
• Inform and update staff on objectives, shift information, VIP information, changes in regulations and the business requirements
• Communicates department’s objectives, standards and operating procedures to internal and external service providers as per SLA

Requirements
Education

• 3-Year Culinary Diploma or equivalent National Culinary Qualification at a Diploma level
• Membership with South African Chef’s Association and other relevant culinary accreditation

Experience

• 5-6 years' experience and track record in a similarly graded hotel / restaurant kitchen environment of which at least 3 years' experience must have been as a Sous Chef.
• Demonstrated ability to make use of intermediate computer skills 

Skills and Knowledge

• Decision-making – use of initiative
• Learning – training; coaching; staying abreast of industry developments
• Implementing and co-ordinating – organising people; non-people resources
• Numeracy and calculation skills
• Analysing and diagnosing – numerical information; trends in data
• Problem-solving
• Making fine judgements through the senses viz colour, taste, texture
• Technical/proficiency competencies

Knowledge

• Food Costing
• Culinary Product Knowledge
• Kitchen Operational Management
• Labour legislation
• Environmental and sustainability standards

Skills

• PC skills
• Coaching
• Cooking methodologies

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Description

• Wild Coast Sun Casino is offering a training opportunity to vibrant candidates with strong interpersonal skills, ethics and drive.

Requirements

• Grade 12
• Studying towards a qualification in Electrical Engineering.
• In-service letter from the training institution
• Ability to communicate in written and spoken English
• Valid South African ID
• Must be willing to work shifts, Weekends and Public Holidays
• Able to stand for long hours
• You will be expected to work in a smoking environment