Area Manager

Position Title: Pizza Hut Area Manager

Department: Operations Prepared By: GM Pizza Hut

Location: Unit R8, 102C Hobsonville Rd

Reports to: PH Operations Director

PURPOSE OF POSITION

The key priorities of the role is to work with the store manager/franchisee owner on store

operating standards including training, product training and product quality, product and

marketing launch, store systems, and customer service training, with an overall objective of

driving sales and profitability.

This role is a key support role in the field and as such some evening and weekend work, will be

required. Travel around New Zealand is expected with each area manager spending the

majority of their time in stores.

KEY ACCOUNTABILITIES

Setting Work Priorities:

• Work with the Operations Director and other Pizza Hut Area Managers to establish team and individual priorities and schedules to ensure that all operating and project objectives are met.
• Store Operating Standards:
• Coach, counsel, and inspire restaurant managers and franchisee owners to follow store operating standards.
• Work with the restaurant managers and franchisee owners as well as IF Management to maintain compliance with Ace, FSCC, and MPI audits.
• Responsible for re-setting standards in company/IF stores when directed.
• Product Quality:
• Coach, counsel, and inspire restaurant managers and franchisee owners to maintain product quality.
• Area Managers to train the ARGM/RGM/IF in the preparation of products to achieve a consistent high quality product.
• Assist with projects, for example: just in time food preparation, oven calibration, new equipment releases etc.
• Training Systems:
• Coach, counsel, and inspire restaurant managers and franchisee owners to comply with YUM/RBL training systems to achieve 100% certification.
• Monitor staff turnover and people metrics in corporate and IF stores.

Product and Marketing Support:

• Ensure successful execution of PH marketing programmes including rollout of new products in an efficient and effective manner.
• Support local store marketing.
• Project examples would be competitor store marketing support, release of a new product range.

Store systems:

• Coach, counsel, and inspire restaurant managers and franchisee owners to use and maximise the use of store software systems.
• Project examples would be introducing kiosks, BOH productivity initiatives, reducing waste, layout of POS screens.
• Customer Service:
• Ensure all employees within the market are actively pursuing the achievement of customer satisfaction by ensuring that all employees are properly trained and empowered to exceed customer expectations.
• Coach and counsel on GES process.
• Project examples would be customer surveys, interviews.

People Management:

• Coach, counsel, and inspire restaurant managers and franchisee owners in best practice people management.
• For corporate stores
• Work with restaurant managers to determine;
• Succession plans that safeguard the successful continuity of PH restaurant operations.
• All employees within the restaurant teams receive regular and consistent feedback on their performance and career opportunities.
• Performance management processes and remuneration models are used and understood by field teams.
• For Independent franchisees;
• Coach single IF’s to grow to multi-site operators.
• Identify IF that can build additional sites.

Property Maintenance:

• Coach, counsel, and inspire restaurant managers and franchisee owners to maintain restaurants at to YUM Brand standards.
• Support restaurant managers, franchisee owners, and RBL property team when refurbishments are undertaken.

Team Management:

• Monitor field support and restaurant expenditure and taking action to correct any deviation from company policies.
• Ensure RGM/ARGM/IF are enthusiastic and committed to achieving goals
• Coach and mentor staff providing regular, positive and constructive feedback to improve performance achievements.
• Field based teams understand RBL policies and procedures, and adhere to the principles at all times

Other

• Support the store sale process as it affects stores, to continue to drive Sales
• Ensure onboarding of new franchisees.
• Own behaviour is consistent with the vision, goals and priorities of RBL
• Encourage cooperation with other functions within the Support Centre.

Health and Safety

• Take reasonable care for your own health and safety at work, and that your actions/omissions do not cause harm to any other person in the workplace (including, for example, co-workers and customers)
• Participate in creating and maintaining a safe and healthy work environment, particularly by complying with instructions, policies and procedures
• Advise manager of any/all work related injuries, accidents, near misses and hazards or potential hazards (including any faults to equipment), and risks or potential risks to health and safety

MOST FREQUENT CONTACTS

• GM Pizza Hut
• Operations Director
• Independent Franchisees
• Restaurant Managers
• Senior Leadership team
• Marketing
• HR team
• Development
• Supply Chain/Purchasing/Food Safety

DIMENSIONS

Number of employees reporting directly 0-10 Equity stores +>10 IF approx.

Number of employees in department/team Approx. 420 employees

Brands Pizza Hut

Other information (e.g.: No of branches,

customers serviced)

Approx.15+ Company Stores, 100+ Franchise

Stores

CRITICAL QUALIFICATIONS/SKILLS/EXPERIENCE

Qualifications:

• Tertiary level education desirable, with major in business, operations, marketing, or systems.
• Full clean driver’s license
• Business/Technical Skills
• Team looks for a broad and balance set of skills. Skills may include
• Customer service skills.
• QSR operating skills
• Financial analysis skills.
• Software system skills
• HR management skills
• Proven planning, leadership and interpersonal skills are critical.
• Demonstrated high work ethic and willingness to work ‘abnormal’ hours.
• Experience (Technical and Behavioural):
• High energy is key and a willingness to make a difference and drive continued improvement on all KPI’s to move the dial.

This Position Description summarises the primary responsibilities of this role at the time of commencement. Various other responsibilities not listed here may also fall within the responsibility parameters of the position. From time to time and with the natural developments of business structure and practice, an employee may be required to perform additional or new responsibilities that fall reasonably within the expectations of this role. Any significant adjustments to role responsibilities will always be made after consultation with the employee.