Onboarding:
-
Manage the employee files and create new hire folders to include but not limited to:
-
I-9
-
Tax forms
-
NJ New Hire
-
Employee Handbook sign off
-
Marketplace Insurance
-
Gender Equity Act
-
Regulatory agency Requests
-
Health Policy
-
Working Papers and YEA papers for Minors
-
Dr notes
-
Sensitive write up material
-
Shred after 3 years
-
Complete I-9 by entering proper documentation as of start date on Workstream
-
Input I-9 date and verify pay rate on HR Payroll for new hires
-
Set front of house new hires on POS Team User Admin to have a pickup at $500
-
Keep log of new hires to communicate and complete 30/60/90 or other reviews at appropriate times
-
Create, collect, organize and keep current all hiring data. This should include but not be limited to:
-
total applications received, % screen, % interviewed, % hired, average tenure of new hires, etc.
-
Interview and oversee the process to ensure others interview while following legal guidelines
-
Reference checks
-
Secure conference room for Orientation, Catering or meeting needs
-
Update Job descriptions and post jobs using sources outside of Workstream like Stockton University; Rutgers and ACCC along with area High Schools and work study programs
Payroll:
-
Pay adjustments - process & communicate adjustments
-
Review PSL submissions for approval and enter approvals into payroll; correspond with Ops leads if other documentation will be needed once PSL has been exhausted
-
Review PTO requests and enter approvals into payroll
-
Review and mark time punches and send pay.
-
At appropriate times, print employee sign off papers.
-
Print Team Member checks.
-
Mail any checks that haven’t been picked up Monday after payday
-
If the Operator has been notified a check has not been cleared by Treasury, will take appropriate steps to reissue the check.
-
Print W2’s and prepare them for mailing.
HR Expectations:
-
Recruiting
-
Create and maintain fresh/relevant recruiting materials for digital and in-restaurant use
-
Create, track and report on Employee Referral Program
-
Revise review process as needed and complete reviews of team members with the input from Operations Leads
-
Ensure new compensation packages are signed when benefits are revised due to pay or positions changes
-
Conduct Stay interviews to learn what we should continue or stop from current team members
-
Communicate and educate our team on benefit offerings
-
Coaching at risk team members
-
Facilitate any mediations and handle any team member concerns
-
Approve terminations and secure any applicable documentation
-
Conduct Exit interviews
-
Handle employee verification for past team members
-
Help with Department of Labor Forms
-
Participate in Department of Labor investigations for unemployment, time punches, minor reviews, paid in/paid out reviews, payroll and vendor payment reviews
Administrative Tasks
-
Ensure all required signage is visible in store and up to date to comply with Labor Laws
-
Be sure safety procedures in store are communicated, trained on and practiced consistently
-
Review company policies to make sure we are up to date and expectations are clear
-
Print Employee Handbooks
-
Order Uniforms
-
Order Merchandise for marketing events
-
Maintain supplies for office space
-
Review purchasing requests for anything that isn’t approved/ordered through Supply Central
-
Ensure flag is in good condition and sent for repair/replacement as necessary
Supplier/Vendor Payments
-
Review/secure Vendor contracts
-
Update spreadsheet with vendor contacts for restaurant use
-
Add Vendors to payment system and create file with appropriate documentation such as insurance and business license
-
Prep mileage checks for team members listed as suppliers
End of the Month Responsibilities
-
A check of all paid invoice/check stubs should be made to ensure they are in the right order and no check stubs are missing.
-
Should assist Operator in checking Paid In/Paid Outs (Report found on Inform)
-
Customer sales should be checked thoroughly with the Operator to make sure they are correctly recorded and accounts are not outstanding. (Report found on Inform)
-
Should be available to report any variances to the accountant.
-
Make copies of TMI Check stubs and receipts
-
Attach copies of Tax Exempt Letters to the daily reports for all tax exempt sales for the month.
Working at a Chick-fil-A® restaurant is more than a job – it’s an opportunity for teamwork and leadership development in a positive, people-focused environment. Most Chick-fil-A restaurants are locally owned and operated by independent, franchised Operators who invest in the future of their Team Members and give back to their communities.
Benefits:
-
Paid time off
-
Health insurance
-
Dental insurance
-
Vision insurance
-
401(k) matching
-
Employee discount
-
Mileage reimbursement
-
Paid training
Job Type: fulltime
Schedule:
Education: Bachelor's degree
Work location: On-site