CURRENT VACANCIES (last update 3 December 2016)
Congratulation to the successful candidate Bill Cornehls. Read the media release here.
Applications welcome up to 5pm DST Wednesday 2 November 2016.
How to apply?
If you have the necessary skills, passion and drive to undertake this new and exciting opportunity then please forward your resume with a covering letter to the CEO via [email protected]
Casual Staff (no vacancies currently)
Ideal applicant will be professional, customer service focused and well presented. The position entails all aspects of the business such as Food & Beverage, Gaming, Promotions, Reception and Functions.
Experience would be advantageous although not essential. Hours will be varied including weekends, days and nights. NSW RSA is required, NSW RCG and/or any hospitality certificates/qualifications are optional.
You may submit an application and cover letter (for specifically advertised positions) and this can be hand delivered, mailed or emailed to [email protected]
(Application forms can be collected from Reception or above email)
Even where there are no vacancies we do conduct interviews periodically as our needs change and casual staff availability can vary and therefore you are welcome to submit a resume and make inquiries. Whilst you are welcome to submit an application/resume, we do not respond to all applications unless a specific position has been advertised. Pay rates are based on Registered & Licensed Clubs Award 2010.
Permanent and permanent part-time staff are generally recruited from our pool of casual staff. This in turn provides opportunities for people to join our team as a casual and if appropriate, seek advancement as others have done over the years.
If you wish to submit a resume for casual food/beverage/gaming work, please email [email protected] (write casual employment in the subject line) or hand deliver to Club Reception or post to:
South Tweed Sports
4 Minjungbal Drive
TWEED HEADS SOUTH NSW 2486
Currently we have existing general f & b staff who are capable of filling annual leave and sick leave of admin staff and such people would be considered first for any replacements. However, if a vacancy arose and certain skills could not be covered adequately, external advertising and recruitment would take place.
We have two full time greens staff and do not expect to have an apprentice greenkeeper in the near future. If this changes or one of our current staff leave, external advertising and recruitment would take place.
A succession plan/map has identified people who may be promoted from within to cover most supervisory and management positions. With senior management positions, the Board of Directors will determine at a time of vacancy whether external recruitment would occur.