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.