Free Restaurant General Manager Job Description Templates
Restaurant general manager job description templates: independent, fast-casual, fine-dining, bar and grill, and QSR, with FLSA and tip-rule notes. DOCX.
Restaurant General Manager Job Description Templates
6 free restaurant GM templates, general, independent, fast-casual, fine-dining, bar and grill, and QSR, with the FLSA exempt classification and tip-pool guidance generic templates skip. Download as DOCX.
Restaurant general manager is the most important hire most restaurant owners make: the person who runs the floor, leads the team, owns the numbers, and keeps the place compliant. It is also a role with two compliance traps the generic templates ignore. A small-restaurant GM who mostly works service can be misclassified as exempt when they are owed overtime, and a manager can never take tips from a tip pool, a rule independent restaurants break constantly. Getting both right starts with the job description.
At FirstHR, we build for small businesses without HR departments, which describes most restaurants: about nine in ten have fewer than fifty employees. The six templates below, a general restaurant GM plus independent, fast-casual, fine-dining, bar and grill, and QSR versions, are ready to use, each with FLSA and tip notes built in. Restaurant general manager, restaurant manager, and restaurant GM all work under these templates.
A restaurant general manager runs the whole restaurant: operations, team, P&L, guest experience, and compliance. The role is usually exempt under the executive exemption, but a small-restaurant GM who mostly works service may be non-exempt and owed overtime. A manager can never take tips from a tip pool. The median runs near $65,310 a year. Six templates, downloadable as DOCX.
What a Restaurant General Manager Does
A restaurant general manager runs the entire restaurant: leading front-of-house and back-of-house operations, hiring and developing the team, owning the guest experience, controlling food and labor cost and the P&L, and keeping the restaurant compliant. The GM owns both the experience and the numbers, and in a smaller restaurant works service alongside managing.
The Bureau of Labor Statistics tracks the role under food service managers (SOC 11-9051), the same occupation that covers restaurant manager and food service manager, so there is no separate occupation for a restaurant GM specifically. Larger restaurants split the work across a GM, assistant managers, and a kitchen manager, while a small restaurant runs on one general manager.
Restaurant General Manager Duties and Responsibilities
Restaurant GM duties cluster into four areas: team and operations, financials and cost, guest experience, and safety and compliance. A strong job description picks the specific responsibilities from each area that match your concept rather than listing every possible task.
Team and operations
Run daily front and back of house
Hire, train, schedule, and lead staff
Manage service flow and shift coverage
Financials and cost
Own P&L, food cost, and labor cost
Manage inventory and ordering
Handle cash, deposits, and reporting
Guest experience
Own the guest experience end to end
Resolve complaints and recover service
Drive reviews, repeat visits, and sales
Safety and compliance
Ensure food safety and sanitation
Manage responsible alcohol service
Maintain labor-law and health compliance
The weighting shifts by concept: a fine-dining GM leans into service detail and wine, a QSR GM into speed and labor cost, an independent GM into doing a bit of everything. For a structured way to scope the role, the guide to defining job responsibilities walks through the process.
Which Template Should You Use?
Pick the template by your concept. The core structure is the same across all six, but each emphasizes the duties, pace, and certifications that fit a specific kind of restaurant. Use this guide to choose the closest fit, then adjust.
Restaurant GM (General)
Any concept, the base version
The universal version: run operations, lead the team, own P&L and the guest experience, with FLSA and tip notes built in. The starting point for most restaurants.
Independent / Small Restaurant
Owner-operated, hands-on
For an independent restaurant where the GM runs the floor with the owner. The ICP version, with a clear note on when a hands-on GM may be non-exempt.
Fast-Casual GM
High-volume counter service
For a fast-casual concept: speed, throughput, and systems-driven execution at pace, with tight cost control and a fast team.
Fine-Dining GM
Upscale, polished service
For a fine-dining room: refined service standards, wine program, and an experienced front-of-house team working closely with the chef.
Bar & Grill GM
Kitchen plus bar program
For a bar and grill: both kitchen and bar operations, alcohol-service compliance, events, and busy nights in one high-energy role.
QSR GM
Quick service, multi-shift
For a quick-service restaurant: fast, high-volume, multi-shift operations across drive-thru, counter, and delivery, to brand standards.
Match the Template to the Concept
Any restaurant: the general version. An owner-run independent: Independent / Small Restaurant. A high-volume counter concept: Fast-Casual. An upscale room: Fine-Dining. A kitchen-plus-bar concept: Bar & Grill. A quick-service operation: QSR. When in doubt, start with the general Restaurant GM version and adapt to your concept.
6 Free Restaurant General Manager Job Description Templates
Download all six as a single Word document or copy individual templates. Each follows the same structure: restaurant and job summary, key responsibilities, qualifications, an FLSA and tip note, compensation, and how to apply, with an EEO statement, and the concept, salary, and bonus carried as fill-in fields. Fill in the brackets and post.
Download All 6 Job Description Templates
General, independent, fast-casual, fine-dining, bar and grill, and QSR. All in one DOCX.
Template 1: Restaurant General Manager (General)
The universal version: run operations, lead the team, own P&L and the guest experience, with FLSA and tip notes built in. The starting point for most restaurants.
Restaurant General Manager Job Description (General)
RESTAURANT GENERAL MANAGER JOB DESCRIPTION
Company: __ ([City, State])
Reports to: __ (Owner / Area Manager)
Employment type: Full-time, W-2 employee
FLSA status: Exempt (salaried) when the salary and duties tests are met
Salary range: $_____ to $_____ per year [+ bonus]
ABOUT [RESTAURANT NAME]
[One or two sentences about your restaurant, concept, and team. Note covers,
service style, and whether the GM runs one unit or oversees others.]
JOB SUMMARY
[Restaurant Name] is hiring a Restaurant General Manager to run our
day-to-day operations and lead our team. You will own the guest experience,
manage front and back of house, control costs and labor, hire and develop
staff, and keep us compliant and profitable. This is the top on-site
leadership role, responsible for the whole restaurant.
KEY RESPONSIBILITIES
•Run daily front-of-house and back-of-house operations
•Hire, train, schedule, and lead the restaurant team
•Own the guest experience and resolve issues
•Manage P&L, food and labor cost, and inventory
•Ensure food safety, sanitation, and alcohol-service compliance
•Handle cash, deposits, and daily financial reporting
•Maintain health, safety, and labor-law compliance
•Drive sales, marketing, and local-store growth
REQUIRED QUALIFICATIONS
•[3+] years restaurant management experience
•Proven leadership of front and back of house teams
•ServSafe Manager and alcohol-service certification (or willing to obtain)
•Strong P&L, scheduling, and cost-control skills
•Available for nights, weekends, and holidays
FLSA AND TIP NOTE (read before posting)
A restaurant GM is usually EXEMPT under the executive exemption when paid a
salary of at least $684/week and the duties tests are met (primary duty
management, directs 2+ full-time employees, hire/fire authority). As a manager,
the GM may NOT take tips from a tip pool; they may keep only tips received
directly from a customer they personally served. This is general information,
not legal advice.
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year [+ bonus / benefits]
To apply, send your resume to __.
[Restaurant Name] is an equal opportunity employer.
Template 2: Independent / Small Restaurant GM
For an independent restaurant where the GM runs the floor with the owner. The ICP version, with a clear note on when a hands-on GM may be non-exempt.
Independent / Small Restaurant General Manager Job Description
INDEPENDENT / SMALL RESTAURANT GENERAL MANAGER JOB DESCRIPTION
Company: __ ([City, State])
Reports to: Owner
Employment type: Full-time, W-2 employee
FLSA status: Exempt if salary and duties tests are met; confirm carefully
Salary range: $_____ to $_____ per year
ABOUT US
We are an independent [concept] restaurant hiring a hands-on General Manager
to run the floor and the business alongside the owner. This is a do-it-all
leadership role on a small team: you will manage staff and service, control
costs, and pitch in wherever the night needs you. Right for someone who loves
running a restaurant, not just managing from an office.
WHAT YOU WILL DO
•Run service and lead the front and back of house
•Hire, train, schedule, and develop the team
•Manage food and labor cost, ordering, and inventory
•Own the guest experience and handle issues on the spot
•Keep us compliant: food safety, alcohol service, labor law
•Handle cash, deposits, and daily numbers
•Jump in on the floor during busy shifts
•Help grow the restaurant with the owner
WHAT WE ARE LOOKING FOR
•[2+] years restaurant management or strong lead experience
•Hands-on leader comfortable working service
•ServSafe and alcohol-service certification (or willing to obtain)
•Solid with scheduling, cost control, and basic numbers
•Available for nights, weekends, and holidays
FLSA AND TIP NOTE (read before posting)
In a small restaurant, a GM who spends significant time serving or cooking may
NOT meet the executive exemption even on a salary, which can make the role
NON-EXEMPT and owed overtime. Classify by actual duties. As a manager, the GM
may not take tips from a tip pool. This is general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year
To apply, send your resume to __ or call ____.
[Restaurant Name] is an equal opportunity employer.
Still Using Spreadsheets for Onboarding?
Automate documents, training assignments, task management, and track onboarding progress in real time.
For a bar and grill: both kitchen and bar operations, alcohol-service compliance, events, and busy nights in one high-energy role.
Bar & Grill General Manager Job Description
BAR AND GRILL GENERAL MANAGER JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Owner]
Employment type: Full-time, W-2 employee
FLSA status: Exempt (salaried) when salary and duties tests are met
Salary range: $_____ to $_____ per year [+ bonus]
JOB SUMMARY
[Restaurant Name] is hiring a General Manager for our bar and grill. You will
run both the kitchen and the bar: managing FOH and BOH teams, the bar program
and alcohol-service compliance, events and busy nights, and the full guest
experience. A high-energy role for a GM who knows food and bar operations.
KEY RESPONSIBILITIES
•Run daily kitchen and bar operations
•Hire, train, schedule, and lead FOH and BOH teams
•Manage the bar program, inventory, and pour cost
•Ensure responsible alcohol service and compliance
•Own the guest experience, events, and busy nights
•Manage P&L, food and labor cost, and ordering
•Handle cash, deposits, and reporting
•Maintain food safety and a safe, fun atmosphere
REQUIRED QUALIFICATIONS
•[3+] years restaurant or bar management
•Strong in both food and bar operations
•ServSafe Manager and alcohol-service (TIPS) certification
•Comfortable managing high-volume nights and events
•Available for nights, weekends, and holidays
FLSA AND TIP NOTE (read before posting)
A bar and grill GM is usually EXEMPT when the salary and duties tests are met.
As a manager, the GM may not take tips from a tip pool, including the bar tip
pool, and may keep only tips from guests they personally serve. This is
general information, not legal advice.
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year [+ bonus]
To apply, send your resume to __.
[Restaurant Name] is an equal opportunity employer.
Template 6: Quick-Service (QSR) GM
For a quick-service restaurant: fast, high-volume, multi-shift operations across drive-thru, counter, and delivery, to brand standards.
Quick-Service Restaurant (QSR) General Manager Job Description
QUICK-SERVICE RESTAURANT (QSR) GENERAL MANAGER JOB DESCRIPTION
Company: __ ([City, State])
Reports to: [Owner / Franchisee / Area Manager]
Employment type: Full-time, W-2 employee
FLSA status: Exempt (salaried) when salary and duties tests are met
Salary range: $_____ to $_____ per year [+ bonus]
JOB SUMMARY
[Restaurant Name] is hiring a General Manager for our quick-service
restaurant. You will run a fast, high-volume operation: leading crews across
shifts, hitting speed and accuracy targets, controlling cost and labor, and
keeping standards high. Ideal for a systems-driven GM who can run a tight,
fast operation.
KEY RESPONSIBILITIES
•Run daily QSR operations across shifts
•Hire, train, schedule, and lead crew and shift leads
•Hit speed-of-service, accuracy, and quality targets
•Manage food and labor cost to brand targets
•Ensure food safety and brand-standard execution
•Handle cash, drawers, and daily reporting
•Manage drive-thru, counter, and delivery channels
•Coach the team and build a reliable bench
REQUIRED QUALIFICATIONS
•[2-3+] years QSR or restaurant management
•Strong at fast, high-volume, multi-shift operations
•ServSafe Manager certification (or willing to obtain)
•Comfortable with POS, scheduling, and labor tools
•Available for early mornings, nights, weekends
FLSA AND TIP NOTE (read before posting)
A QSR GM is usually EXEMPT when the salary and duties tests are met. If the GM
mostly works the line or counter rather than managing, the role may be
non-exempt and owed overtime. Classify by actual duties. This is general
information, not legal advice.
COMPENSATION AND HOW TO APPLY
Salary range: $_____ to $_____ per year [+ bonus]
To apply, send your resume to __.
[Restaurant Name] is an equal opportunity employer.
FLSA, Tips, and Certifications
This is the part the generic templates skip, and for a restaurant GM it is where the real risk lives: the role is usually exempt but easy to misclassify in a small restaurant, a manager can never take tips, and the GM carries the certifications. Here is what to get right.
The GM is usually exempt, but small-restaurant GMs are a misclassification risk
A restaurant general manager is typically exempt from overtime under the executive exemption, which requires three things together: a salary of at least the federal threshold of $684 a week, a primary duty of managing the restaurant, regularly directing the work of two or more full-time employees, and the authority to hire and fire or to meaningfully influence those decisions. A GM who runs the restaurant and supervises the team clearly qualifies. The risk sits with small and independent restaurants, where the GM is often paid near the salary floor and spends most of their time serving, cooking, or running the line rather than managing. When hands-on work is the primary duty, the role may fail the duties test and be non-exempt, owed overtime despite the salary and title. Classify by what the GM actually does, not the title. This is general information, not legal advice.
A manager cannot take tips from a tip pool
This is the rule small restaurants get wrong most often, and it applies regardless of the GM's exemption status. Under federal law, managers and supervisors may not keep tips from a tip pool or tip jar, and an employer, including an owner with a significant equity stake who manages the business, may not keep employees' tips for any purpose. A manager or supervisor may keep only the tips they receive directly from a customer for service they personally and solely provide, for example a GM who serves their own table. They cannot share in the server or bar tip pool. For tip purposes, a manager is anyone who meets the executive duties test, even if they are not paid a salary. Build this into how you handle tips before you hire, since tip violations are among the most enforced restaurant pay issues. This is general information, not legal advice.
Food-safety and alcohol-service certifications are part of the role
A restaurant GM is usually responsible for the restaurant's food-safety and alcohol-service compliance, so the certifications belong in the job description. A food-safety manager certification, commonly ServSafe Manager, is required for a person in charge in most jurisdictions, and responsible-alcohol-service training, such as TIPS or a state-specific program, is required or strongly expected wherever alcohol is served. Many states and localities set their own specific requirements, including who must be certified and how often. State the certifications you require, note whether you will help the GM obtain them, and verify them at hire. For a small operator, making the GM the certified person in charge and keeping those certifications current is a core part of staying compliant and passing health inspections. This is general information, not legal advice.
The GM carries the restaurant's labor-law compliance, so onboarding matters
Because the GM hires, schedules, and pays the team, they sit at the center of the restaurant's labor-law compliance, an area where food service is one of the most investigated industries. The recurring obligations include paying at least the applicable minimum wage and overtime, handling tipped-employee pay and any tip credit correctly with the required written notice, keeping accurate time and pay records, and completing Form I-9 for every hire. When you bring on a GM, set them up to run these processes correctly from day one rather than inheriting bad habits. A structured, documented onboarding and recordkeeping process, for both the GM and the staff they will hire, is the practical way a small restaurant without HR keeps itself out of a wage-and-hour problem. This is general information, not legal advice.
Usually Exempt, But a Manager Can Never Take Pool Tips
A restaurant GM is usually exempt under the executive exemption (DOL Fact Sheet 17B): salary of at least $684/week, primary duty managing, directing 2+ full-time staff, and hire/fire authority. Regardless of exemption, managers and supervisors may not keep tips from a tip pool (DOL Fact Sheet 15B); a manager may keep only tips from guests they personally and solely serve.
For the underlying rules, the exempt versus non-exempt guide and the Fair Labor Standards Act overview explain the executive-exemption test and when a hands-on GM might fall outside it. The practical rule: classify by actual duties, keep managers out of the tip pool, and require the certifications the role needs.
Skills and Requirements
Restaurant GM requirements center on leadership, operations, and compliance, scaled to the concept and volume. Keep the bar realistic for your market while protecting food safety and service standards.
Requirement
What to look for
Experience
2-4+ years restaurant management, scaled to concept
Leadership
Proven leadership of FOH and BOH teams
Certification
ServSafe Manager and alcohol-service (TIPS) certification
Financial
P&L, food and labor cost, and scheduling skills
Availability
Nights, weekends, and holidays
Classification
Usually exempt; confirm by duties (small-restaurant GMs may be non-exempt)
Keep every requirement job-related and neutral, since the EEOC prohibits job advertisements that show a preference based on a protected characteristic, and the SHRM guide covers the standard sections of a job description.
Restaurant General Manager Pay
Restaurant GM pay centers in the mid-$50,000s to mid-$60,000s, with bonuses common on top. Anchor to the federal occupation, then adjust for concept, volume, and region.
Median $65,310 a Year (BLS)
Food service managers, the occupation covering restaurant GM, had a median annual wage of $65,310 in May 2024, with the lowest 10 percent under about $42,380 and the highest 10 percent over about $105,420 (mean $72,370). The occupation is projected to grow about 6 percent through 2034, with roughly 42,000 openings a year.
National compensation surveys cluster the base salary in roughly the $52,000 to $66,000 band, with entry-level, small-independent, and quick-service GMs lower, and fine-dining, high-volume, and multi-unit GMs higher, plus performance bonuses on many roles. Set your range using current data for your concept, volume, and region, include any bonus structure, and post a range where your state requires one.
Hiring a GM for an Independent Restaurant
Most restaurants are independent and owner-run, so the typical buyer of a GM template is an owner-operator without HR, not a corporate hiring team. The adjacent roles, a restaurant manager who reports to the GM, or front-line servers, share the same hiring reality. Here is what that means for the posting.
Most restaurants are independent and owner-run, so the owner writes the GM job description
Restaurant ownership is overwhelmingly small and independent: about seven in ten restaurants are single-unit operations, roughly three-quarters are independents, and nine in ten have fewer than fifty employees. At that scale there is no HR department; the owner writes the job description, interviews, and makes the hire, often while still working the floor. The generic GM templates are written for chains and franchises with corporate HR and standardized roles, which is not the reality for an independent. The six versions here, especially the independent and small-restaurant version, are written for the owner-operator: ready to fill in by concept, honest about the hands-on nature of the role, and built around how a small restaurant actually hires and runs.
The pay classification and tip rules, not the duties, are where small restaurants get caught
Listing GM duties is easy; the pay compliance is where an independent operator gets exposed. The GM is usually exempt, but a small-restaurant GM paid near the salary floor who spends most of the night serving and cooking may not meet the executive duties test, making the role non-exempt and owed overtime despite the salary and title. Separately, and regardless of exemption, a manager may not take tips from a tip pool, a rule small restaurants violate constantly when a working GM shares in server or bar tips. Both are among the most enforced restaurant pay issues. The clean approach, built into every template here, is to classify the GM by actual duties, keep managers out of the tip pool, and pay overtime where the duties test is not met.
Hiring a GM is the moment to set up onboarding and compliance for the whole restaurant
A restaurant GM hires, trains, and onboards the rest of the staff, so getting the GM's own onboarding right sets the standard for everyone after them, in an industry with constant turnover and heavy wage-and-hour enforcement. After the offer, the work is consistent: a signed offer with the correct exempt or non-exempt classification, Form I-9 and tax forms, signed acknowledgments for food-safety and alcohol-service training and certifications, and a first-week plan. FirstHR fits this for an independent restaurant: e-signature for offers and policy acknowledgments, an AI onboarding wizard to turn the GM role into an onboarding workflow, training modules with documented sign-offs for ServSafe and alcohol service, task workflows for FOH and BOH hires, and document management for I-9 and certifications. To be clear about scope, FirstHR is an onboarding and HR platform, not a POS, scheduling, or payroll system, and it does not run payroll or administer benefits or tips, so pair it with those providers. Applicant tracking is coming soon.
From Hiring to Onboarding
The job description is step one. Once a candidate accepts, the same document becomes the basis for the offer and onboarding, and a restaurant GM is a special case: the person you onboard will go on to hire and onboard the rest of your staff, so starting them on a clean, compliant process sets the standard for the whole restaurant.
Send the offer
Confirm the role, salary, bonus, and the exempt or non-exempt classification in writing, based on actual duties. An offer letter template makes this fast.
Verify certifications
ServSafe Manager and alcohol-service certification, with a path to obtain them, and signed training acknowledgments on file.
Run the onboarding workflow
Form I-9, tax forms, policy acknowledgments, and a first-week plan, the same workflow the GM will run for FOH and BOH hires.
Store the records
Keep time and pay records, the classification basis, certifications, and signed forms organized for wage-and-hour and health compliance.
Once your offer is ready, the offer letter template handles the next step, and an onboarding template gives the new hire a structured start. FirstHR connects the offer, paperwork, e-signatures, ServSafe and alcohol-service training acknowledgments, and the onboarding workflow in one place so an independent restaurant can run the full process from one system, with the GM's classification and certifications recorded from day one, and the GM can reuse the same workflow for every FOH and BOH hire. FirstHR is an onboarding and HR platform, not a POS, scheduling, or payroll tool, and it does not run payroll or administer benefits or tips, so connect those separately. Applicant tracking is coming soon to FirstHR.
Key Takeaways
A restaurant general manager runs the whole restaurant: operations, team, P&L, guest experience, and compliance; restaurant manager and GM are the same federal occupation (food service managers).
Use the template that matches the concept: general, independent, fast-casual, fine-dining, bar and grill, or QSR.
The GM is usually exempt under the executive exemption, but a small-restaurant GM who mostly works service may be non-exempt and owed overtime; classify by actual duties.
A manager can never take tips from a tip pool; they may keep only tips from guests they personally and solely serve.
ServSafe Manager and alcohol-service certifications belong in the role, since the GM is usually the restaurant's compliance lead.
The median runs near $65,310 a year, with bonuses common; entry and QSR lower, fine-dining and multi-unit higher.
Frequently Asked Questions
What does a restaurant general manager do?
A restaurant general manager runs the entire restaurant and is the top on-site leadership role. Day to day, that means leading front-of-house and back-of-house operations, hiring, training, scheduling, and managing the team, owning the guest experience, controlling food and labor cost and the P&L, handling cash and daily reporting, and keeping the restaurant compliant with food safety, alcohol service, and labor law. The GM is responsible for both the numbers and the experience, and in smaller restaurants often works the floor during service as well. Restaurant general manager, restaurant manager, and GM describe largely the same role, which the Bureau of Labor Statistics tracks under food service managers. Larger restaurants may split the work across a GM, assistant managers, and a kitchen manager or chef, while a small restaurant relies on one GM for all of it.
Is a restaurant general manager exempt or non-exempt under the FLSA?
A restaurant general manager is usually exempt under the executive exemption, but not always. To be exempt, the GM must be paid a salary of at least $684 a week, have a primary duty of managing the restaurant, regularly direct the work of two or more full-time employees, and have authority to hire and fire or to meaningfully influence those decisions. A GM who genuinely runs the restaurant clearly qualifies. The risk is in small and independent restaurants, where a GM paid near the salary floor spends most of their time serving, cooking, or running the line rather than managing. When hands-on work is the primary duty, the role can fail the duties test and be non-exempt, owed overtime despite the salary and the title. Classify the role by what the GM actually does day to day, not by the title alone. This is general information, not legal advice.
Can a restaurant general manager take tips from the tip pool?
No. Under federal law, managers and supervisors may not keep tips from a tip pool or tip jar, regardless of whether the employer takes a tip credit, and this applies to a GM. A manager or supervisor may keep only the tips they receive directly from a customer for service they personally and solely provide, for example a GM who serves their own table may keep those specific tips, but they cannot share in the server or bar tip pool. For tip purposes, a manager is anyone who meets the executive duties test, which can include a working GM even if paid hourly, and a business owner with at least a 20 percent equity stake who is active in management. This is one of the most commonly violated and most enforced restaurant pay rules, so set up your tip handling correctly before you hire. This is general information, not legal advice.
What is the difference between a restaurant general manager and a restaurant manager?
The titles overlap, and in a small restaurant they are often the same person, but there is a hierarchy at larger operations. A restaurant general manager is the top on-site leader, responsible for the whole restaurant including the P&L, hiring, and overall results, and other managers report to them. A restaurant manager or assistant manager typically runs shifts and a portion of operations, reporting to the GM. A kitchen manager or chef runs the back of house. In an independent or small restaurant, one general manager usually does all of it, which is why the titles blur. For a job posting, use general manager when you want someone to own the entire restaurant and its results, and restaurant manager or assistant manager when the role reports to a GM or owner and runs part of the operation. All of them fall under the same federal occupation, food service managers. This is general information, not legal advice.
How much does a restaurant general manager make?
A restaurant general manager typically earns in the mid-$50,000s to mid-$60,000s a year, with bonuses common on top. The Bureau of Labor Statistics reports that food service managers, the occupation covering restaurant GM, had a median annual wage of $65,310 in May 2024, with the lowest 10 percent under about $42,380 and the highest 10 percent over about $105,420. National compensation surveys cluster the base salary in roughly the $52,000 to $66,000 range, with entry-level and small-independent or quick-service GMs lower, and fine-dining, high-volume, and multi-unit GMs higher. Many GM roles add a performance bonus tied to sales or cost targets. Set your range using current data for your concept, volume, and region, include any bonus structure, and post a salary range where your state requires one. This is general information, not legal advice.
What certifications does a restaurant general manager need?
A restaurant general manager usually needs food-safety and alcohol-service certifications, since the GM is typically the restaurant's compliance lead. A food-safety manager certification, most commonly ServSafe Manager, is required for a designated person in charge in most jurisdictions. Responsible-alcohol-service training, such as TIPS or a state-approved program, is required or strongly expected anywhere alcohol is served, and some states and localities mandate specific programs and renewal schedules. Beyond certifications, a GM needs strong leadership, P&L and cost-control skills, scheduling, and several years of restaurant management experience. For a job description, state which certifications you require, note whether you will help the GM obtain them, and verify them at hire. Requirements vary by state and locality, so confirm what applies where you operate. This is general information, not legal advice.
Should a small or independent restaurant hire a general manager?
Often yes, once the owner can no longer run service and the business at the same time. For an independent restaurant, a general manager is usually the first key leadership hire, taking over daily operations, staff, cost control, and compliance so the owner can step back from the floor or focus on growth. The key is to scope the role honestly: in a small restaurant the GM will be hands-on, working service alongside managing, which affects both pay and the FLSA classification. Be clear about whether you need a true general manager who owns the whole restaurant or an assistant or shift manager who runs part of it under the owner. Set a realistic salary for your market and volume, classify the role by its actual duties, and use the independent or small-restaurant version of the template, which is written for exactly this situation. This is general information, not legal advice.
What should a restaurant general manager job description include?
A strong restaurant general manager job description names the concept up front, whether independent, fast-casual, fine-dining, bar and grill, or quick-service, since that shapes the duties and the pay. Include a job summary that frames the GM as the top on-site leader, and group responsibilities into team and operations, financials and cost, guest experience, and safety and compliance. State the required experience and certifications, especially ServSafe and alcohol-service, and be honest about nights, weekends, and the hands-on nature of the role in a smaller restaurant. The most valuable additions that generic templates skip are the FLSA classification with the small-restaurant misclassification caveat, the rule that a manager cannot take tips from a tip pool, and the certification requirements. Post a salary range with any bonus where your state requires it, and close with an equal opportunity statement and clear apply instructions. This is general information, not legal advice.
