Location: Rehoboth Beach, DE
Company: Chick-Fil-A Rehoboth Beach
HR & Recruiting Jobs refer to positions within the Human Resources and Recruitment field. These roles center around managing the most valuable asset of any organization: its people. Key features of jobs in this sector include talent acquisition and placement, employee relations, performance management, training and development, benefits administration, and compliance with labor laws. Professionals in this area are critical for fostering a positive work environment, ensuring the right fit for roles, and cultivating organizational culture. Their strategic involvement impacts employee retention and contributes to overall business success.
Members succeed in accomplishing their goals - whether at work, or in their personal lives. I hope you will consider joining us as we provide a remarkable experience for our guests here in Rehoboth Beach! Team Member Role At Chick-fil-A, the team member role is more than just a job, it's an opportunity.
In addition to working directly for an independent Operator, team members gain life experience that goes far beyond just serving a great product in a friendly environment. Chick-fil-A is a great opportunity for people of all ages and backgrounds, and no experience is necessary. Please consider visiting your local Chick-fil-A restaurant if you'd like to learn more about the team member
experience. Work in a Chick-fil-A restaurant A job at Chick-fil-A is more than just a job. It's a stepping-stone to a successful future in the world of business.
Here are some of the great benefits of working at Chick-fil-A. Flexible Hours You probably have commitments to your family, friends, school or sports teams. We will do our best to arrange your work schedule around them. If you are in high school or college, you will not find another company that will work with you as much as we will to make sure you are able to commit time to school and extra curricular's. We have many shift times available in order to best accommodate our team's schedules outside of work. Here are some examples
of common shift times: Morning - 5:30 AM - 2:00 PM, 8:00 AM - 2:00 PM, 9:00 AM - 5:00 PM, 11:00 AM - 3:00 PM Mid - 11:00 AM - 5:00 PM, 11:00 AM - 7:00 PM, 12:00 PM - 8:00 PMNight - 3:00 PM - 11:00 PM, 5:00 PM - 9:00 PM, 5:00 PM - 11:00 PM Closed Sundays All Chick-fil-A restaurants are closed on Sundays so you can have a day off to spend with family and friends.
Chick-fil-A Remarkable Futures Scholarship This year, Chick-fil-A awarded $15.34 million in scholarships to more than 6,000 remarkable Team Members across the country. Visit this site for more information about our scholarships! Work Directly With A Chick-fil-A Operator As Operator of this restaurant I am an independent business person, responsible for the operation of the restaurant, who invests time in my team members, teaching them important business skills for the future.
As Operator, my team is my highest priority. Competitive Pay Team Member Full Time 18+ $16/hr Team Member Part Time $13-15/hr Along with a competitive paycheck, you will work in a nurturing environment where you will learn valuable business and people skills. Free Food Earn free meals every shift worked no matter the length. Team Members earn a free drink and meal up to $8.50 (not including drink) each shift and two meals if you work over 10 hours.
It is a Great Place to Work At Chick-fil-A, our Operators consider their team members to be more than just employees, they are a highly valued part of each Chick-fil-A restaurant. Our high retention rate is proof that team members really enjoy working at Chick-fil-A. No Experience Is Necessary We are looking for friendly, enthusiastic people who enjoy serving customers. We will teach you everything else you need to know. Must be 15 years old or older to apply.
and is responsible for ensuring that the research department remains in compliance with these regulations and maintains accordance with Nemours policies in order to achieve the optimal control of biohazards and ensure the reduction of risk. The BSO serves as the principal source of expertise for biological safety to Nemours Research regarding appropriate equipment, facilities, and work practices for protecting laboratories, staff, and the environment from contamination and infectious organisms.
They provide technical guidance to faculty and staff in the development of safety plans for grant applications; advises site facilities and staff regarding technical and programmatic issues involving
laboratory biosafety design and maintenance. The BSO participates in and provides leadership to various internal committees and task forces, such as the Institutional Biosafety Committee, the Animal Care and Use Committee, and the Research Safety Committee.
They actively participate in external meetings, organizations, and establish/maintain liaisons with professional counterparts in other institutions. Qualifications: Bachelor's degree required At least one year of related experience required Eligibility for or willing to obtain certification by ABSA (RBP or CBSP) is strongly preferred. Primary Responsibilities: 1. Works with Research Regulatory Affairs and Research Safety managers
to develop and review related policies, manuals, and procedures as it relates to the biosafety program.
They are responsible for managing biosafety administrative tasks for the safety program including maintaining records and preparing periodic reports for institutional management regarding the Research Biosafety Program status. 2. Works with principal investigators, laboratory supervisors, and laboratory staff to develop a culture of safety and responsibility within the labs. Provides technical guidance on biosafety related protocols, standard operating procedures, and work practices involving laboratory biosafety design and maintenance. 3. Develop, implement, and track biosafety trainings to ensure that new, and current staff, students, and others receive the appropriate level of Biosafety training for their work duties and environment.
Manages biosafety existing protocols and procedures for all DV office and research lab moves and relocations. Works with principal investigators, laboratory supervisors, and laboratory staff to ensure they are aware of these processes. 4. Serves as the primary intermediary between the IBC and principal investigators (PIs) and/or laboratory manager/supervisors. Attends the Nemours Institutional Biosafety Committee (IBC) quarterly meetings.
Assists the IBC to ensure the research at Nemours is conducted in accordance with NIH Guidelines. 5. Maintains current biosafety knowledge, including regulations, guidelines, recommendations, and standard practices using a variety of professional sources including NIH Guidelines, Biosafety in Microbiological and Biomedical Laboratories (BMBL), ABSA International (ABSA), CDC, WHO, etc. 6. Monitors all Nemours research, activities involving the use of hazardous biological materials and recombinant DNA molecules for compliance with appropriate regulations, policies, procedures, and best practices.
Oversees select agent transfers to and from Nemours laboratories; monitors use of toxins covered by the CDC's Select Agent ruling. 7. Routinely surveys and inspects laboratories and facilities that house biological agents and materials on a regular basis. Maintains and provides Nemours Incident Action Plan for biohazards including historical records of findings, action steps, and resolutions. Reports biosafety issues, violations, and incidents to the Research Safety and Facilities Operations Manager. 8. Proactively acts to identify and reduce risks wherever possible and recommends actions necessary to minimize risks and comply with pertinent regulations and policies.
9. Develops and implements emergency response procedures for incidents involving biological hazards. Responds to biohazardous materials incidents i. e. spill response, exposure response, and related incidents as appropriate.
staff within DAR.
This position exercises autonomy and makes independent judgments when applying specific processes and policies in addition to implementing programs and providing various communications designed to acquire and retain top talent.
This position plays a critical role in supporting a welcoming, informative, and respectful experience for all DAR staff. This individual will foster a work environment consistent with the division’s culture and shares the responsibility for shaping and supporting a competent workforce and driven to meet the division’s goal of a donor centric, premier place to work. Major Responsibilities: Recruitment Writes and edits job descriptions,
essential functions, and advertisements to ensure compliance with employment practices. Supports all external recruitment activities including attendance at job fairs, coordination of interviews and serving as the internal point of contact for inquiries.
Oversees recruitment logistics for new and existing positions which includes applicant review and interview process (using Talent Link), hiring protocol following UD policies and procedures and tasks associated with completion of searches. Manages onboarding and off boarding process to ensure all steps complete. Communicates with key personnel involved in process. Conducts check-in evaluations with new employees at 30, 60, and 90 days.
Manages miscellaneous wage and student recruitment and onboarding process.
Payroll & Records Management Serves as point of contact for DAR payroll and personnel records questions. Investigates issues and provides resolution to responsible party. Acts as timekeeper for part-time and full-time non-exempt employees. Manages HR transactions and maintains data integrity for the department including but not limited to JED’s, position change forms, supervisor updates, pay changes and equity increases. Provides support during employee merit process. Maintains employee personal files. Engagement Assists with the development and implementation of virtual and in-person all staff meetings in addition to employee engagement activities.
Curates and develops timely content and disseminates weekly DAR-wide communication (Monday Jump Start) in support of key announcements as well as professional development and engagement initiatives. Manages the DAR recognition program; develops formal communications and facilitates award ceremonies in support of program objectives. Manages the DAR mentor program; markets, provides training, maintains active mentor pool, and pairs new employees based on individual goals. General In partnership with Central HR office, manages activities related to FMLA, Parental leave and Worker’s Compensation Coordinates with Disability Support Services for any ADA workplace accommodation requests.
Provides employee relations support for HR Manager. Assists with the annual performance appraisal process by sending reminders during review time and reviewing finalized reports for compliance with internal guidelines and objectivity. Navigates and engages with multiple UD systems, including Talent Link, Webforms/views, UD PIN/Password reset, Work Force, and UD e-mail. Assist with creating and documenting HR-related processes and procedures and participates in the review and development and/or modification of operating procedures and systems.
Assist with compensation requests (reclassification, equity reviews, off-cycle salary increases). Manages organizational charts, staff directories, and group list servs. Ensures all personnel files are current and in compliance, including electronic personnel files, electronic medical/leave files, recruitment files and payroll/time records. Assists with reports, summaries, and presentations related to Talent Management activities. Performs confidential and critical administrative projects as required.
Performs job-related duties as assigned. Qualifications: Bachelor’s degree with three years of related experience, or equivalent combination of education and/or experience. Professional HR Certification (PHR, SHRM-CP) preferred. Ability to work independently, strong organizational skills and attention to detail. Ability to handle sensitive material and information confidentially and manage projects, often simultaneously. Knowledge of federal and state employment laws & the ability to interpret, explain and apply employment policies, practices, and procedures. Ability to communicate (verbally and in written format) effectively and to interact well with people of all ages and diverse backgrounds.
Skills in collecting, compiling, evaluating, and analyzing data from a variety of sources. Ability to present reporting data and possible solutions. Ability to work effectively with a wide range of constituencies in a diverse community and rapidly changing technical environment. Commitment to fostering a workplace culture of belonging, where diversity is celebrated, and equity is a core value. Experience in support of a sophisticated talent management program is preferred. Demonstrates an understanding and consideration of the differing needs and concerns of individuals with varying identities, cultures, and backgrounds.
Committed to fostering a workplace culture of belonging, where diversity is celebrated, and equity is a core value. Notice of Non-Discrimination, Equal Opportunity and Affirmative Action The University of Delaware does not discriminate against any person on the basis of race, color, national origin, interaction, gender identity or expression, interactionual orientation, genetic information, marital status, disability, religion, age, veteran status or any other characteristic protected by applicable law in its employment, educational programs and activities, admissions policies, and scholarship and loan programs as required by Title IX of the Educational Amendments of 1972, the Americans with Disabilities Act of 1990, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964, and other applicable statutes and University policies.
The University of Delaware also prohibits unlawful harassment including interactionual harassment and interactionual violence. Applications close: Open until filled For more details: jobs-search.
org/hr-generalist_newark-c427141/hr-generalist-development-and-alumni-relations-newark_i1970188047
of complex human resources responsibilities not limited to recruitment for exempt and non-exempt staff positions, leave administration, training and development, and payroll and records management.
This position requires a high level of independent judgment in making employment recommendations on behalf of the DSL and interpreting and administering leave programs in accordance with applicable federal, state, and university policies and guidelines.
Major Responsibilities: Recruitment Oversees all full-time and part-time staff searches. Serves as the central point of contact for the DSL. Assists departments with obtaining search approvals, drafting and submitting job descriptions,
external advertisements, salary determinations, use of the Predictive Index (PI), and management of the university’s applicant tracking system. Represents the DSL by playing an active role in the talent acquisition process in collaboration with the university’s Talent Solutions team.
In collaboration with the Director, assists search committee members with the recruitment process, training and close-out of searches. Conducts educational and developmental training sessions with all search committee members, ensuring that the search committee members have the appropriate administrative tools and recruitment knowledge to interview applicants (i. e. current employment trends, federal and/or
state employment laws, UD policy guidelines). Writes and edits job descriptions, essential functions, and advertisements to ensure compliance with federal and state employment practices.
Advises search committee on hiring determination and completes reference checks. Ensures compliance with Affirmative Action and EEO regulations. Works closely with the hiring manager to determine equitable salaries. Finalizes offers, start dates, and any additional offer contingencies with the Director. Retains all recruitment files according to university retention policies. Onboards all new, benefitted DSL employees; supports and conducts DSL new employee orientation, and partners with hiring managers to create orientation schedules for new employees.
Leave Administration Coordinates and determines eligibility for FMLA coverage for DSL staff. Ensures efficient and consistent compliance with university, federal, and state policies and guidelines in administering various types of leave such as FMLA, Parental leave, and Worker’s Compensation. Coordinates with Disability Support Services for any ADA workplace accommodation requests. Ensures all required Paid Parental Leave forms are completed and submits completed forms to the Director for final review. Payroll & Records Management Serves as point of contact for all DSL payroll and personnel records questions.
Investigates and resolves issues and triages issues and questions to the Director when appropriate. Ensures all personnel files are current and in compliance, including electronic personnel files, electronic medical/leave files, recruitment files and payroll/time records. Develops and leads an annual DSL HR data audit schedule to ensure all HR data and employee records information is accurate. Completes HR and payroll transactions and maintains data integrity for the DSL, including but not limited to JEDs, Position Change Forms, Supervisor Updates, Additional Assignments, MOUs, and S-contracts.
Maintains and updates DSL organizational charts as needed. Serves as the DSL subject matter expert (SME) for Work Force and ACA regulations. Works closely with Division HR Liaisons to review weekly hours, update missed/incorrect hours, approve hours, and track ACA hours for students, supervisors, and Payroll staff. Generates, develops, and presents regular and ad-hoc HR reports in MS Excel and People Soft for the Director, including but not limited to turnover, compensation, time to fill, vacation balances, and headcount.
General Assists Director with employee relations cases. Participates in investigations, maintains files, and follows up with supervisors as needed when an issue is identified. Assists Director with the annual performance appraisal process by sending reminders during review time, running completion/outstanding/rating reports, and reviewing finalized reports for compliance with internal employment guidelines and objectivity. Provides training, troubleshoots and navigates multiple UD systems, including Talent Link, Webforms/views, UD PIN/Password reset, Work Force, and UD e-mail.
Assist Director with creating and documenting HR-related processes and procedures and participates in the review and development and/or modification of operating procedures and systems. Assist Director with compensation requests (reclassification, equity reviews, off-cycle salary increases). Serve as the DSL’s main point of contact for all position evaluation/FLSA requests. Reviews requests for accuracy and submits all required forms to Compensation. Assists Director with Employee Merit Assist Director with coordinating HR processes, procedures, and communications throughout the DSL.
Performs miscellaneous job-related duties as assigned. Qualifications: Bachelor’s degree with three years of related experience, or equivalent combination of education and/or experience. Professional HR Certification (PHR, SHRM-CP) preferred. Demonstrates an understanding and consideration of the differing needs and concerns of individuals with varying identities, cultures and backgrounds. Ability to work independently, strong organizational skills and attention to detail. Knowledge of federal and state employment laws & the ability to interpret, explain and apply employment policies, practices and procedures.
Ability to communicate (verbally and in written format) effectively and to interact well with people of all ages and diverse backgrounds. Skills in collecting, compiling, evaluating and analyzing data from a variety of sources. Ability to present reporting data and possible solutions. Skill in advanced tools in word processing, spreadsheet, & database applications for the development of reports, presentations & information dissemination. Ability to handle multiple tasks simultaneously. Ability to safeguard confidential information. Effective customer service skills. Ability to work effectively with a wide range of constituencies in a diverse community and rapidly changing technical environment.
Commitment to fostering a workplace culture of belonging, where diversity is celebrated, and equity is a core value. Notice of Non-Discrimination, Equal Opportunity and Affirmative Action The University of Delaware does not discriminate against any person on the basis of race, color, national origin, interaction, gender identity or expression, interactionual orientation, genetic information, marital status, disability, religion, age, veteran status or any other characteristic protected by applicable law in its employment, educational programs and activities, admissions policies, and scholarship and loan programs as required by Title IX of the Educational Amendments of 1972, the Americans with Disabilities Act of 1990, Section 504 of the Rehabilitation Act of 1973, Title VII of the Civil Rights Act of 1964, and other applicable statutes and University policies.
The University of Delaware also prohibits unlawful harassment including interactionual harassment and interactionual violence. Applications close: Open until filled For more details: jobs-search. org/hr-generalist_newark-c427141/hr-generalist-division-of-student-life-newark_i1972583234
