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General Manager — Drift on

Pine La Porte, Indiana Salary:

$60,000

• 75,000 per year Full-Time | Salaried Exempt Health Insurance | 2

Weeks Paid Vacation Typical Schedule:

Approximately 50-55 Hours per Week Lead the restaurant. Build the team. Own the experience. Drift on Pine is looking for an experienced, driven General Manager to lead our restaurant, our people, and the continued growth of our brand. We're not looking for someone whose idea of managing a restaurant is making schedules, answering emails, and watching the operation from the sidelines. We're looking for a leader who is present. Someone who understands that great restaurants are built on the floor, in the kitchen, at the host stand, behind the bar, and in the small moments our guests and team members experience every day. If you want the opportunity to genuinely lead a restaurant, develop people, influence its future, and take ownership of results , we'd like to meet you. About Drift on Pine Drift on Pine is an independent restaurant in La Porte, Indiana, built around great food, genuine hospitality, and an atmosphere that doesn't take itself too seriously. Our food is approachable, creative, and rooted in elevated comfort food. Our service should feel warm, energetic, knowledgeable, and authentic. We're proud of what Drift has become—but we're even more interested in what it can become next. Our next General Manager will play a significant role in getting us there. The Position The General Manager serves as the senior on-site operating leader of Drift on Pine and is responsible for the day-to-day management, leadership, and performance of the restaurant. This position reports directly to the Operations Partner and ownership-level executives and works collaboratively with company leadership to execute Drift's vision, financial objectives, operating standards, and long-term direction. At its core, the job comes down to two responsibilities: Take care of the people. Take care of the business. Within established company policies, budgets, standards, and strategic direction, the General Manager is expected to exercise meaningful independent judgment and discretion in leading the restaurant and its employees. What You'll Own The General Manager is responsible for: Leading, coaching, and developing the restaurant's management team and hourly employees Directing day-to-day restaurant operations Protecting and continually improving the guest experience Recruiting, interviewing, hiring, onboarding, and training employees Evaluating employee performance and providing recognition, coaching, corrective action, and discipline when appropriate Making or providing meaningful recommendations regarding hiring, termination, promotion, advancement, and other employee-status decisions Developing managers into stronger, more capable leaders Planning staffing levels and creating or approving employee schedules Managing labor and employee productivity Maintaining restaurant cleanliness, organization, safety, security, and readiness Overseeing inventory, purchasing, and food and beverage cost controls Maintaining cash controls and financial accountability Monitoring sales, operating expenses, KPIs, and restaurant profitability Reviewing financial and operational reports and taking action based on performance trends Executing promotions, events, menu initiatives, and company priorities Maintaining Drift on Pine's food, beverage, hospitality, and brand standards Ensuring compliance with company policies and applicable employment, food safety, alcohol service, health, and workplace-safety requirements You'll be expected to understand the numbers behind the restaurant: Sales. Labor. Cost of goods. Discounts. Comps. Productivity. Inventory. Profitability. We don't expect our General Manager simply to receive reports. We expect our GM to understand what they're telling us and know what to do about it. Presence Matters Being the General Manager doesn't mean managing the restaurant from an office. During service, we expect our leaders to be where leadership matters most—observing the operation, directing and supporting employees, interacting with guests, coaching in real time, making decisions, and anticipating challenges. The guest waiting at the door. The server becoming overwhelmed. The ticket that's taking too long. The table that doesn't seem quite right. The employee who needs coaching. The maintenance issue everyone else has walked past. A present leader notices. Great managers don't simply react when something goes wrong. They create an environment where fewer things go wrong in the first place. The General Manager may assist with service or operational tasks when necessary to support the team and guest experience; however, the primary responsibility of this position is the management and leadership of the restaurant. Develop the People Around You We don't want a restaurant that only functions when the General Manager is standing in the middle of it. One of the GM's most important responsibilities is developing the people around them. Build managers who can lead. Give employees clear expectations. Recognize great performance. Address poor performance. Have difficult conversations when they're necessary. Coach people so they're better prepared tomorrow than they were today. The goal isn't to be needed everywhere. The goal is to build an operation that performs because of the leadership you've put in place. Who We're Looking For Our ideal candidate has: Previous General Manager, Assistant General Manager, or comparable senior restaurant leadership experience Experience leading a high-volume, full-service restaurant Demonstrated experience supervising and developing managers and hourly employees Experience with hiring, performance management, coaching, discipline, and employee development Strong front-of-house operational knowledge Working knowledge of kitchen operations and food safety Experience managing labor, scheduling, inventory, and controllable costs Experience reading and interpreting restaurant financial reports and KPIs Strong recruiting, training, coaching, and team-development skills Excellent communication and organizational skills Comfort working with restaurant technology and POS systems Ability to exercise sound judgment and make decisions in a fast-paced environment Ability to remain composed, decisive, and supportive during high-volume services Independent restaurant experience is valuable, but mindset matters just as much as résumé. We'd rather hire a hungry leader with something to prove than someone who believes their previous title means they've already learned everything. How You Lead Matters You lead from the floor. You'd rather be in the middle of a busy service directing and supporting your team than watching it happen from an office. You hold high standards without losing sight of people. Accountability and hospitality can—and should—exist together. You coach instead of simply correcting. You help people understand what happened, why it matters, and how to execute better next time. You understand the business. You know great hospitality and strong financial performance aren't competing priorities. You exercise judgment. You can assess a situation, make a decision, communicate it clearly, and take responsibility for the result. You take ownership. When something isn't working, your first question isn't, "Who messed this up?"

It's:

"What can I do to make this better?" Working With Company Leadership The General Manager reports directly to the Operations Partner and ownership-level executives . We expect proactive communication—not simply updates when something has already gone wrong. Our GM should know the restaurant, understand its performance, recognize opportunities and challenges, and bring solutions—not simply problems—to company leadership. The relationship between the General Manager and company leadership should be built on trust, communication, accountability, and shared ownership of results.

Compensation & Schedule Annual Salary:

$60,000

• 75,000, based on experience and qualifications

Employment Status:

Full-Time, Salaried Exempt Health Insurance:

Available as part of the benefits package

Paid Vacation:

2 weeks annually

Typical Schedule:

Approximately 50-55 hours per week The General Manager's schedule is driven by the operational and leadership needs of the restaurant. Regular availability during evenings, weekends, holidays, and high-volume service periods is an essential expectation of the position. The approximately 50-55 hour schedule represents the typical time commitment anticipated for the position and is not intended to establish an hourly compensation arrangement or guarantee a particular number of working hours. What Success Looks Like Success isn't simply opening the doors and making it through another week. It's a team that knows what's expected of them. Managers who are becoming better leaders. Employees who feel supported and accountable. Guests who genuinely want to come back. A restaurant that's clean, organized, prepared, and consistent. Problems being identified before they become emergencies. Financial performance that reflects disciplined operations. And a General Manager who can walk through the restaurant and confidently say: "I know what's happening in my building." Ready to Lead Drift? Drift on Pine is entering its next chapter. We're looking for the General Manager who wants to help write it. If you're looking for an opportunity to lead people, improve a restaurant, influence its future, and leave your fingerprints on something meaningful, we'd like to hear from you. Apply through Indeed with your résumé and tell us why Drift on Pine feels like the right next step for you.

Job Type:

Full-time, Salaried Exempt Pay:

$60,000

• 75,000 per year

Benefits:

Health insurance Paid vacation — 2 weeks annually

Schedule:

Approximately 50-55 hours per week Day shifts Evening shifts Weekends Holidays as business needs require

Work Location:

In person — La Porte, Indiana Drift on Pine provides equal employment opportunities to qualified applicants and employees without regard to characteristics protected by applicable federal, state, or local law. Reasonable accommodations will be provided to qualified individuals with disabilities as required by applicable law.

Pay:

$60,000.00

• $75,000.

00 per year

Benefits:

Employee discount Health insurance Paid time off Paid training Application Question(s): What is the highest-level restaurant management position you have held for a minimum of six months time? Have you directly supervised other salaried or hourly managers as part of your previous restaurant leadership responsibilities? Tell us about a restaurant or team you inherited that needed improvement. What did you identify, what actions did you take, and what changed as a result? You're the GM during a busy Saturday service. Ticket times are climbing, the host stand is backing up, and a manager tells you a table is becoming frustrated. What do you do first, and why? One of your strongest employees consistently produces results but doesn't follow standards and is beginning to negatively influence the team. How would you handle the situation? After reviewing the restaurant's weekly results, you discover sales were on target but labor and food cost were both significantly over budget. Walk us through how you would investigate the results and determine what actions to take. This position typically requires approximately 50-55 hours per week and regular availability for evenings, weekends, holidays, and high-volume service periods based on the needs of the restaurant. Are you able to meet these requirements? Why does leading an independent restaurant like Drift on Pine interest you, and what are you looking for in your next leadership opportunity? Which of the following have you personally been responsible for reviewing, managing, or improving in a restaurant leadership position? Select all that apply.

• Restaurant P&L
• Net sales
• Labor cost / labor percentage
• Food cost / COGS
• Beverage cost
• Inventory
• Purchasing
• Prime cost
• Discounts, comps, and voids
• Budgeting / forecasting
• Scheduling
• Guest satisfaction / reviews
• None of the above At Drift on Pine, we believe great managers should recognize problems before they become guest complaints or operational emergencies.

Give us an example of something you noticed and addressed proactively in a previous restaurant before it became a larger problem.

Experience:

full service restaurant management: 2 years (Required)

Work Location:

In person