Pacific Northwest. Role Summary & Overview: The Export Elevator Plant General Manager will provide leadership support in all aspects of production in an Export Elevator. As the leader of the Plant Leadership Team, the Plant General Manager will be responsible for demonstrating a commitment to safety, continuous improvement, employee engagement and maintaining a cost-effective operation.
Responsibilities will include the day-to-day oversight of plant safety, ensuring compliance with the safety program, plant costs and budgets, monitoring and ongoing improvement of plant productivity, risk management, supervision of employees, interaction with various corporate entities and other functions
related to general operations of the Company. The successful candidate will understand and demonstrate a commitment to safety first. Duties and responsibilities: Maintain a clean and safe plant.
Provide an injury-free work environment for employees, staff, contractors, visitors through engagement, training programs, good work practices, standards, and proactive elimination of exposures. Continually improve safety record by addressing both physical safety issues and employee safety attitudes. Maintain and improve housekeeping in all areas. Plan, organize and direct the manufacturing and maintenance operations which ensure the most effective return on assets. Initiate plans and processes
which minimize manufacturing costs through effective utilization of manpower, equipment, facilities, materials, and capital.
Assure attainment of business objectives and productions schedules while ensuring product standards that will exceed our customers’ expectations. Reduce costs and improve efficiencies in all areas of plant operations. Implement manufacturing strategies and action plans to ensure that the facility supports the Company’s strategic initiatives. Collaborate with grain merchandisers and logistics team to optimize commodity blends, inventory levels and freight line-ups. Consult regularly with senior management to ensure that manufacturing objectives and business goals are being met.
Establish group and individual accountabilities throughout all plant departments for safety leadership, problem solving and cost reduction. Encourage use of new techniques and focus on fact-based problem solving. Improve manpower utilization within existing departments and processes. Assure that collective bargaining agreements are effectively administered and that employee grievances are addressed in a timely fashion. Operate the site at the highest levels of efficiency by managing equipment reliability and Overall Equipment Effectiveness (OEE) and managing site spending and expenses to minimum levels required to meet site strategy.
Ensure the proper planning, design and implementation of capital and expense projects consistent with site strategy. Establish and maintain a positive community relationship. Ensure proper maintenance of site equipment and infrastructure. Properly utilize resources. Foster a well-trained and motivated staff. Responsible for establishing all shift production schedules. Select and train plant supervisory and administrative staff. Conduct employee performance reviews. Schedule and conduct plant meetings. Participates in annual business planning and capital expense budgeting of the plant.
Manage spending against budget and in relation to changes in production volume. Maintain individual skills keeping up to date with latest production and production management concepts. Engage and motivate the workforce through an active presence. Additional projects and duties as assigned. Skill/Experience Requirements: Bachelor's degree preferred. A minimum 5 years experience with 3 years of management and supervisory experience in plant operations. Demonstrated leadership skills, independent thinking, strong organizational and planning abilities and excellent analytical and problem-solving skills are essential.
Proven ability to engage and motivate hourly and salary teams. Strong organizational skills required constantly keep in touch with various departments of the organization. Ability to work closely with all business functions. Excellent communication skills interacting with all levels of staff, including hourly workforce and senior management. Proficiency in MS Office required, working knowledge of AGRIS and plant operational software and control systems strongly preferred. Ability to demonstrate a strong financial/business acumen is required to be successful in this role as much of the position entails meeting the budget and productivity requirements of the plant.
Ability to work self-directed (day to day) with a high level of initiative, priority setting. Facility is a 24/7 operation. Selected candidate must be able to work irregular hours each week and be available during business-critical situations. Benefits Offered: Comprehensive Health, Dental, and RX benefits Company paid Life Insurance and Disability Flexible Spending Plans Employee Assistance Program 401K Retirement savings plan Paid Holidays, Vacation and Sick leave Selection and onboarding dependent upon successful completion of initial and ongoing employment screens, including but not limited to criminal background and vehicle record as required.
Kalama Export Company, LLC is an Equal Opportunity Employer. NOTE: This job description is not intended, and should not be construed to be, an exhaustive list of all responsibilities, skills, efforts or working conditions associated with the job. It is intended, however, to be an accurate reflection of those principal job elements essential for making decisions related to job placement, performance, employee development and compensation.
As such, the incumbent may perform other duties and responsibilities as required.
unique business needs, culture, and objectives. You will be responsible for the implementation and integration of human resource solutions spanning all areas of Human Resources, as well as the evaluation of their impact on meeting strategic goals and objectives.
Travel is a key component of this position and candidates should be prepared to spend 25-50% of their time traveling to stores in the Rocky Great Plains and Northern Oregon regions. While this role is remote, candidates must be based in Colorado or Oregon region. Accountable for employment practice discipline including employee relations, risk mitigation, internal policy development, and external employment practice compliance.
backss organizational performance systemically, defining talent gaps and proposing appropriate HR solutions. Facilitate the development of business strategies in partnership with the Organizational Effectiveness team (i.
e. vision, mission, value, objectives) to build organizational focus, efficiency, speed, and business results. Serve as a strategic business advisor to divisional leaders on key organizational and management issues. Create and execute a lifecycle approach to talent management focused on forecasting, staffing, on-boarding, development, performance management, career/succession planning, talent movement, and retention, leveraging workforce analytics and insights when available.
Assist divisions in organizational design activities to streamline and implement new organization structures, roles, and/or processes that create speed and efficiency and support rapidly shifting business demands.
Assist in the development and implementation of change management strategies to support critical evolution of the business and achieve desired business results that are sustainable over time. Coach business leaders on leadership behaviors and practices, employee communication, development and performance management strategies and tactics to promote engagement and a culture of continuous growth and development. Develop partnerships with HR functional teams (e.
g. Comp, Performance Effectiveness, Talent Acquisition) and other staff groups (e. g. Finance, Public Affairs) to deliver integrated solutions to HR-related needs. Proactively integrate HR functional partners into customer strategies and projects, providing critical coaching and context to enable partners to make effective contributions. Supports the implementation of company HR programs, procedures, policy, and practice. Maintain collaborative relationships within the organization to share and leverage best practice Responsibilities and Qualifications 5+ years of experience in Human Resources.
4 year degree in Human Resources or related field preferred. General, broad based knowledge and practice of HR competencies: organizational design, performance management, leadership development, talent practices, employment practices, compensation, total rewards. Proven consulting skills that link performance to business goals. Preferred knowledge of organizational change management practices. Proven ability to backss, analyze and communicate business needs; collaborates with and is proactive to partner with HR COE's to identify and effectively integrate solutions that deliver the desired results.
Has knowledge of employment law and risk management. Uses business knowledge, innovative thinking, and sound judgment to solve problems. Challenges the status quo, champions change and influences others to change. Demonstrated project management and planning skills Works independently to prioritize work, establish goals and produce quality work. Excellent communication skills - written and verbal. Ability to quickly build relationships, build trust, and successfully collaborate with others to influence the accomplishment of organizational goals. Consolidates information from various sources including feedback from others to reach sound decisions.
Considers the ultimate impact of decisions and actions on internal and external customers. Works smart by setting effective work goals, establishing priorities, meeting deadlines, and planning well in order to produce quality work. Acts upon opportunities and involves and influences others in the accomplishment of worthwhile organizational goals. Closing At REI, we believe the outdoors is for all. We are committed to becoming a fully inclusive, anti-racist, multicultural organization. We know that there's strength in our diversity - that each employee brings unique skills, experiences, and perspectives.
Every day you are driving change, fostering a culture of respect, and knowing you're backed by benefits that support your whole life. To work towards this commitment and fulfill our brand promise of inspiring and enabling a life outside for everyone, we seek employees who demonstrate different ways of working, create a sense of belonging, and actively listen and learn. Pay Transparency We are committed to practices that promote pay equity and transparency. As required by applicable Pay Transparency laws, REI provides a range of compensation for roles that may be hired in locations under these requirements.
Factors that may be used to determine your actual salary may include a wide array of factors, including: your specific skills and experience, geographic location or other relevant factors. REI offers all regular employees a generous employee discount, access to health benefits, a retirement savings plan and accrued time off. Click here for a detailed overview of benefits plans by employee profile. Pay Range $83,700.00 - $134,000.00 per year PDN-9acb7d40-b5ac-47ca-b7cd-66b7e2f1adec
reflect and recharge. The manufacturer’s signature brands include Belgard® and Echelon® hardscape and masonry materials; Barrette Outdoor Living® and Moisture Shield® fencing, decking and railing; Sakrete® and Amerimix® packaged concrete and mortar; Techniseal® sands, jointing technologies and surface protectors; Pebble Tec® pool finishes; plus popular brands of landscape and gardening materials.
Job Summary As HR Manager, you will be responsible for all aspects of Human Resources, including recruiting, employee training and development, employee relations, and talent management. Partnering with local Management, Regional HR Director and Company President to drive both tactical and strategic
HR initiatives across multiple manufacturing locations in the Pacific Northwest. Employee Relations - creating and delivering people practices to promote positive working relationships Recruiting- workforce planning/development across region.
Supporting local and national recruiting and succession programs Retention – ensuring competitive salary and benefit programs are offered throughout the region. Assisting leadership with employee performance reviews Training/Coaching - developing and stewarding regional training programs to ensure training standards are being met. Fostering mentoring skills, creating a coaching culture across all locations People Development - partnering with Managers,
Regional HR Director and Company President on people development initiatives; developing strong present and future leadership talent within the organization Employment Practices - ensuring effective and consistent compliance management processes and procedures are being met across all locations Organizational Effectiveness - driving HR Review process and ensuring consistent processes across all locations Other duties and responsibilities related to the nature of the job may be assigned on a temporary or permanent basis as needed Requirements Bachelor's Degree or equivalent, preferably in Business or Human Resources Minimum of 5 years of progressive HR experience; professional certification a plus Experience in multi-site operations, including unionized operations, with the ability to travel up to 50% of the time Must have strong internal customer focus and collaborative style High level of interpersonal skills to handle sensitive and confidential situations Excellent written and oral communication skills is highly preferred Ability to work independently in a fast-paced environment, proven organization and time management abilities Compensation $100K-$125K Base Salary + Bonus What CRH Offers You Highly competitive base pay Comprehensive medical, dental and disability benefits programs Group retirement savings program Health and wellness programs A diverse and inclusive culture that values opportunity for growth, development, and internal promotion About CRH CRH has a long and proud heritage.
We are a collection of hundreds of family businesses, regional companies and large enterprises that together form the CRH family. CRH operates in a decentralized, diversified structure that allows you to work in a small company environment while having the career opportunities of large international organization. If you’re up for a rewarding challenge, we invite you to take the first step and apply today!
Once you click apply now, you will be brought to our official employment application. Please complete your online profile and it will be sent to the hiring manager. Our system allows you to view and track your status 24 hours a day. Thank you for your interest! Oldcastle APG, a CRH Company, is an Affirmative Action and Equal Opportunity Employer. EOE/Vet/Disability--If you want to know more, please click on this link.
Ideal Candidate: Exemplifies our Club Code & Core Values - Put Youth First, Care Deeply and Engage Fully, Follow Through on Your Commitments, Communicate, Collaborate & Clarify, Empower & Be Empowered Full description of our Core Values can be found at the end of this document.
Youth Development Professionals will: Plan and implement activities for youth in a program area (Gym) Provide behavioral guidance using conflict resolution techniques, restorative practices, and problem-solving. Provide guidance, affirm positive behavior and act as a role model to youth. Provide a safe environment through active supervision, setting clear expectations and support maintaining clean program areas.
QUALIFICATIONS High School diploma or GED – Required Pass a National Criminal, Social Security, Local Criminal and National interaction Offender Registry Background Check – Required Willing and wanting to learn how to work with youth - Required CPR & First Aid Certifications – Required within 6 months of hire date.
WORK SCHEDULE Must be currently available to work between 1pm to 7pm (Including a weekly Staff Meeting), Monday through Friday, expanded hours available during summer Approximately 15-20 hours per week EMPLOYMENT TYPE Part-time (PT) / Year-Round Non-Profit Organization COMPENSATION & BENEFITS $17.00-$18.00/hour Additional compensation available for candidates who possess effective
verbal and written skills in various languages to provide translation services LOCATIONS HIRING Washington Elementary Clubhouse - 2908 S St, Vancouver, WA 98663 EQUAL EMPLOYER OPPORTUNITY STATEMENT BGCSW prohibits discrimination against current staff or applicants on the basis of interaction (including pregnancy, childbirth or related medical conditions), race, religion, color, national origin, physical or mental disability, protected medical condition, marital status, age, interactionual orientation, gender identity, ancestry, military or veteran status, genetic information or any other characteristic protected by federal, state, or local law.
BGCSWWA is an equal opportunity employer.
Please refer to our website at www. mybgc. org for additional information about Boys & Girls Clubs of Southwest Washington. DISCLAIMER: The information presented indicates the general nature and level of work expected of employees in this classification. It is not designed to contain, nor to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications and objectives required of employees assigned to this job. CLUB CODE & CORE VALUES PUT YOUTH FIRST. We are at our best and most impactful when we do right by the youth we serve.
We make decisions with youth’s well-being at the center. We walk alongside youth and empower them to be the stewards of their path in life. We elevate the voices of kids, youth, families, and the communities who need us most. We examine our own biases and question our own assumptions to best serve youth. We check our ego at the door and think we (the collective effort) before me. CARE DEEPLY & ENGAGE FULLY. We create impactful change by being fully present, engaged, and invested in contributing to strategy, perspective, and creativity. We approach interactions with kindness, compassion, and respect – we genuinely care about people and show it.
We are brave and vulnerable and build safe and welcoming communities. We do not gossip. We talk to each other, not about each other. We care about ourselves so that we can be there for others. We strive to do the right thing every day, every time and treat each day as a new day with new opportunities. FOLLOW THROUGH ON YOUR COMMITMENTS. Strong relationships built on trust drive change. We build trust with youth and families, each other, and the community by delivering on our promises. We do what we say we are going to do and are held accountable to established expectations.
We take responsibility for knowing the expectations and goals of our role. We don’t over promise to ensure that we are able to deliver on commitments while balancing competing priorities. We take responsibility when we can’t follow through on a commitment. We own our mistakes, act to repair harm, and make amends to strengthen our community. COMMUNICATE, COLLABORATE, & CLARIFY Clear and consistent communication builds shared understanding, helps us align in our efforts, and sets ourselves and others up for success in support of youth. We deliver better services and solutions when people’s ideas are valued and heard.
We set expectations that align with our vision, values, and core focus. We effectively express thoughts, feelings, and ideas in individual and group situations. We listen to understand and value different perspectives. We approach situations with an open mindset, not seeking to be right and go our own path but rather to collaborate and get to the right answer together. We are curious. We seek to understand and communicate the context of situations and information. We ask questions when we need clarity and provide clarity when it is needed from us.
EMPOWER & BE EMPOWERED. Our greatest assets are the unique abilities and perspectives of our people. We represent our interests in a responsible, self-determined way, and push ourselves to make positive change. We are resourceful and respond with flexibility to make things work when necessary. We value and seek feedback and see it as an opportunity for growth. We give each other permission to fail and reflect in order to learn from our experiences. We choose courage over comfort by facing difficult tasks and conversations rather than avoiding them. We resolve conflicts as quickly as they arise. We encourage each other and show appreciation for those who go above and beyond.
Ideal Candidate: Exemplifies our Club Code & Core Values - Put Youth First, Care Deeply and Engage Fully, Follow Through on Your Commitments, Communicate, Collaborate & Clarify, Empower & Be Empowered Full description of our Core Values can be found at the end of this document.
Youth Development Professionals will: Support the planning and implementation of activities for youth in all program areas (Tech, Gym, Art, Education, Games, Teen Services) Provide behavioral guidance using conflict resolution techniques, restorative practices, and problem-solving. Provide guidance, affirm positive behavior and act as a role model to youth. Provide a safe environment through active supervision,
setting clear expectations and support maintaining clean program areas. QUALIFICATIONS High School diploma or GED – Required Pass a National Criminal, Social Security, Local Criminal and National interaction Offender Registry Background Check – Required Willing and wanting to learn how to work with youth - Required CPR & First Aid Certifications – Required within 6 months of hire date.
WORK SCHEDULE Must be currently available to work between 1pm to 7pm (Including a weekly Staff Meeting), Monday through Friday, expanded hours available during summer Approximately 15-20 hours per week EMPLOYMENT TYPE Part-time (PT) / Year-Round Non-Profit Organization COMPENSATION & BENEFITS $16.00-$17.00/hour
Additional compensation available for candidates who possess effective verbal and written skills in various languages to provide translation services LOCATIONS HIRING Clinton & Gloria John Clubhouse - 409 NE Anderson St, Vancouver, WA 98665 Heights O.
K.2 Clubhouse - 500 Council Bluff Way, Vancouver, WA 98661 Burton Elementary Club - 13501 NE 28th St, Vancouver, WA 98682 Teen Turf Clubhouse (Must be at least 21 years old to work with teens) - 4040 Plomondon St, Vancouver, WA 98661 EQUAL EMPLOYER OPPORTUNITY STATEMENT BGCSW prohibits discrimination against current staff or applicants on the basis of interaction (including pregnancy, childbirth or related medical conditions), race, religion, color, national origin, physical or mental disability, protected medical condition, marital status, age, interactionual orientation, gender identity, ancestry, military or veteran status, genetic information or any other characteristic protected by federal, state, or local law.
BGCSWWA is an equal opportunity employer. Please refer to our website at www. mybgc. org for additional information about Boys & Girls Clubs of Southwest Washington. DISCLAIMER: The information presented indicates the general nature and level of work expected of employees in this classification.
It is not designed to contain, nor to be interpreted as, a comprehensive inventory of all duties, responsibilities, qualifications and objectives required of employees assigned to this job. CLUB CODE & CORE VALUES PUT YOUTH FIRST. We are at our best and most impactful when we do right by the youth we serve. We make decisions with youth’s well-being at the center. We walk alongside youth and empower them to be the stewards of their path in life. We elevate the voices of kids, youth, families, and the communities who need us most. We examine our own biases and question our own assumptions to best serve youth.
We check our ego at the door and think we (the collective effort) before me. CARE DEEPLY & ENGAGE FULLY. We create impactful change by being fully present, engaged, and invested in contributing to strategy, perspective, and creativity. We approach interactions with kindness, compassion, and respect – we genuinely care about people and show it. We are brave and vulnerable and build safe and welcoming communities. We do not gossip. We talk to each other, not about each other. We care about ourselves so that we can be there for others. We strive to do the right thing every day, every time and treat each day as a new day with new opportunities.
FOLLOW THROUGH ON YOUR COMMITMENTS. Strong relationships built on trust drive change. We build trust with youth and families, each other, and the community by delivering on our promises. We do what we say we are going to do and are held accountable to established expectations. We take responsibility for knowing the expectations and goals of our role. We don’t over promise to ensure that we are able to deliver on commitments while balancing competing priorities. We take responsibility when we can’t follow through on a commitment.
We own our mistakes, act to repair harm, and make amends to strengthen our community. COMMUNICATE, COLLABORATE, & CLARIFY Clear and consistent communication builds shared understanding, helps us align in our efforts, and sets ourselves and others up for success in support of youth. We deliver better services and solutions when people’s ideas are valued and heard. We set expectations that align with our vision, values, and core focus. We effectively express thoughts, feelings, and ideas in individual and group situations. We listen to understand and value different perspectives.
We approach situations with an open mindset, not seeking to be right and go our own path but rather to collaborate and get to the right answer together. We are curious. We seek to understand and communicate the context of situations and information. We ask questions when we need clarity and provide clarity when it is needed from us. EMPOWER & BE EMPOWERED. Our greatest assets are the unique abilities and perspectives of our people. We represent our interests in a responsible, self-determined way, and push ourselves to make positive change. We are resourceful and respond with flexibility to make things work when necessary.
We value and seek feedback and see it as an opportunity for growth. We give each other permission to fail and reflect in order to learn from our experiences. We choose courage over comfort by facing difficult tasks and conversations rather than avoiding them. We resolve conflicts as quickly as they arise. We encourage each other and show appreciation for those who go above and beyond.
will support the Human Resources Manager with organizational-wide impact on: culture, performance management, compensation, training, policy design and overall enforcement of Company values, policies and mission. ESSENTIAL FUNCTIONS AND DUTIES • Assists employees with information and interpretation of HR policies and procedures • Occasionally participates in the new employee orientation • Serve as primary contact for WC related injuries, including administering paperwork and working directly with employees, EHS Department and WC carrier.
• Conduct Workforce Analysis • Interpret, assist and advise employees and managers on personnel-related issues such as leave management, coaching and
company procedures and policies within the specified guidelines • Analyzes ethics-related issues and ensures adequate documentation is maintained • Serve as Organizational Development Liaison • Oversee Tuition and/or expense reimbursement processes • Respond to requests and inquiries in a timely manner • Work closely with our Norfolk HR partners to administer paperwork and act as a liaison for all payroll related matters • Subject Matter Expert on Benefits and Benefits Administration • Assist with Travel Arrangements • Track Performance Evaluations • Work closely with the Programs/Production leadership in job tiering initiatives • Ensure required posters are visible in all locations • Demonstrates
understanding and commitment to NASSCO’s mission, vision, and guiding principles • Heavy customer service interface with employees and candidates • Coordinate training and development efforts • Administer PTO Requests • In partnership with the HR Manager, advise supervisors and managers on human resources related issues • Coordinate workplace investigations • Assist and advice employees on leave management to include tracking and monitoring of leave start and end dates • Coordinate responses to employee and applicant requests for accommodation under the Americans with Disabilities Act (ADA) • Regular, reliable, on-site attendance is an essential function of this role • Performs additional duties and responsibilities as required SKILLS AND QUALIFICATIONS • BA degree in Human Resources, Business Administration, or related field and 3 years of related experience OR AA degree and 6 years’ experience or HS diploma and 8 years related experience • PHR/SPHR or SHRM-CP or SHRM-SCP preferred • Working knowledge of HR concepts, practices and procedures • Demonstrated organization and creative problem solving skills • Ability to communicate information clearly and effectively, listen, maintain confidentiality, speak professionally, and learn process and procedures quickly • Well rounded knowledge of Microsoft applications.
Experience with People Soft preferred • Knowledge of timekeeping policies and procedures • Must be well versed in the Ethics program and have a good understanding of General Dynamics Standard of Business Ethics and Conduct • Excellent verbal and written communication skills required; must be able to effectively communicate with all levels of employees and management • Knowledge of current Federal, State and local laws, rules and regulations • Ability to read, understands, interpret, apply and explain applicable regulatory requirements • Ability to work under pressure • Self-starter, ability to resolve issues and research solutions • Ability to learn, understands, and responds to internal customer needs • Must be detailed oriented • Ability to multitask and prioritize demands • Ability to work independently with minimal supervision • Must be able to identify and resolve problems in a timely manner PHYSICAL REQUIREMENTS Specific vision abilities required by this job include close vision, distance vision, peripheral vision, depth perception, and the ability to focus.
While performing the duties of the job, the employee is regularly required to sit, use hands to fingers, handle or feel objects or controls, and to talk and hear.
The noise level in this environment is usually moderate. ACCOUNTABILITY Accountable to the Manager of Human Resources for the smooth and efficient operation of the Human Resources department. Pay Range: $69,275 - $89,650 Annually The pay range for this job level is a general guideline only and not a guarantee of compensation or salary. Additional factors considered in extending an offer include (but are not limited to) responsibilities of the job, education, experience, knowledge, skills, and abilities, as well as internal equity.
Benefits: • Comprehensive health offerings such as medical, dental, and vision • Health Savings Account to cover you and your dependents • Earn 120 hours per year of paid time off • 8 Company paid Holidays • 401(k) retirement savings plan with company match • Life and accidental death insurance General Dynamics NASSCO is an Equal Opportunity Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, interaction, interactionual orientation, gender identity, national origin, disability, or veteran status, or any other basis protected by local, state, or federal law.
To learn more about applicant rights under federal law, click here: EEO is the Law Poster EEO is the Law Supplement Pay Transparency If you have a disability that impacts your ability to complete the job application process and would like to request an accommodation, please contact our Human Resources Department. Please contact (757) 543-xyz X. This contact information is for accommodation requests only, not to inquire about the status of applications.
medical/dental/vision, LTD Insurance, Life Insurance, AD&D Insurance, FSA, EAP, and 401K. In collaboration with the Deputy Director, the Human Resources Manager will lead, develop, and implement employee related programs and workplace culture initiatives that increase our organization's capacity and capability, minimize organizational risk, while safeguarding and improving our people's wellbeing and resilience.
The Human Resources Manager will drive the development and implementation of all strategic Human Resources initiatives; oversee all Human Resources operations; and bring a strong background in Justice, Equity, Diversity, Access, and Inclusion. This position requires high levels
of organization and attention to detail, impeccable policy interpretation and compliance, sound risk backssment and mitigation, the ability to support teams and managers in promoting and maintaining Greentrike company culture, as well as the ability to remain professional and confidential at all times.
This position also requires the employee to be flexible, build trust, have demonstrated strong problem solving and interpersonal skills, strong verbal and written communication skills, and to be able to work closely with all of Greentrike's teams. Human Resources Responsibilities (95%): Establish human resource objectives consistent with organizational mission, strategy and goals including
staff planning, total compensation, engagement, culture, and professional development plan design and implementation Draft and disseminate Greentrike-wide communications related to Human Resources Manage employee engagement activities such as staff retreats, holiday parties, and other staff events Manage employee benefits, including but not limited to benefits eligibility and enrollment, L&I, protected leave, COBRA administration, and required reporting Direct recruitment process to support museum-wide hiring, including working with managers to develop positions, determine compensation and job classification, recruitment notices, screening, applicant communications, and interview facilitation for quality, best practices, and consistency Manage onboarding of new employees, including paperwork, policy review, and operational needs Manage annual calendar for retreats, reviews, and generalized administrative training Manage HR-related work of Finance & HR Coordinator, assisting with payroll questions, support benefits administration and employee support Administer payroll processing software, including assisting staff with technical questions, updating staff accounts, reporting, etc.
Create and implement best practices to support employee retention and development Maintain employee files for accuracy, compliance and completion Manage employee exit process and offboarding process Direct employee disciplinary procedures and processes, advising management and leadership, creating and implementing Performance Improvement Plan process, coach employees and lead disciplinary meetings Support Director Team and managers by providing strategic workplace culture support through advice, counsel, and information Manage Greentrike employee survey processes Direct employee annual review process.
Edit and publish annual updates to Employee Handbook and other organizational staff publications Serve as a primary point of contact for multiple consultants and contracted organizations, including but not limited to Compensation, Insurance Brokerage, Communication Systems, etc.
Ensure compliance with federal, state, and city legal requirements through knowledge of existing legislation, anticipating upcoming legislation, and advising management on needed actions Keep job knowledge current through participation in educational opportunities and peer group networks Other duties as assigned Office Management Responsibilities (5%): Manage Houseparent Calendar, ensure office is presentable, orderly, uncluttered and clean Support ordering of office supplies Support ordering of supplies for new hires and other departments as applicable Minimum Qualifications: Five years or more experience in administration, communications, or other related field Bachelor's degree required, preferably in related field Must pass comprehensive background check Must have a valid Washington State driver's license Preferred Qualifications: Human Resources certification Skills and Competencies: Highly organized with great attention to detail, planning, and efficiency Human Resource expertise and experience, with a commitment to ongoing learning Ability to maintain openness to others ideas and makes decisions based upon experience, data, facts, and reasoned judgment Effective communication, presentation, and problem solving skills that include conflict resolution and facilitation Ability to link human resources work with the mission of the organization and Greentrike's brand Strong writing and editing skills Experience with data entry, data management, and data analysis Keen aesthetic sense, with ability to implement the Museum's brand throughout all work with polish Advanced proficiency with PC-based software including Microsoft Office (Word, Excel, Publisher), familiarity with Google Suite (email, documents, calendar), and Social Media platforms Collaborative working style: ability to forge and maintain effective working relationships with a variety of representatives of public and private organizations, including staff, Greentrike Board of Directors, and clients Proactively anticipate and prioritize team needs In addition to the skills above, the Human Resources Manager is expected to: Represent Greentrike and the administrative team Reflect professionalism in demeanor and attire Exercise discretion in all that they do Location: In person.
Hybrid days are negotiable. Apply at: Greentrike Jobs and Careers recblid zxij6kc0rz8vb1rjxecafu21o69sbq BA/BS/Undergraduate PDN-9acbc880-e261-4c38-889b-49f79d279bbf
HR & Recruiting Jobs encompass a range of roles focused on managing an organization's human resources and talent acquisition processes. These positions play a crucial part in shaping company culture, ensuring employee satisfaction, and attracting top-tier candidates. Key responsibilities include developing hiring strategies, overseeing benefit programs, administering personnel policies, and ensuring compliance with labor laws. Characterized by strong interpersonal skills, HR and Recruiting professionals often act as liaisons between management and staff to foster a positive work environment. The field requires a blend of empathy, strategic thinking, and a keen understanding of employment regulations and best practices.
and experience. The pay scale listed for this position is generally for candidates that meet the specified qualifications and requirements listed on this specific job description. We provide a competitive compensation package that recognizes your experience, credentials, and education alongside a robust benefits program to meet your needs.
Our compensation reflects the cost of labor across several US geographic markets. WHO WE ARE For nearly 70 years, Cupertino Electric, Inc. (CEI) has been powered by people who've built a reputation for delivering high-profile, complex projects. Real, tangible things that alter the landscape and improve lives. But even more than that, we've built a reputation
for integrity. We're problem solvers and innovation seekers. We're team players and safety fanatics. And we always-always-do the right thing. Even when no one is looking.
Because what we do here is important, but how we do it is everything. THE DATA CENTER TEAM We build mission-critical data centers throughout the U. S. to ensure crucial information accessed by millions of people is always available and secure. For two decades, CEI has designed, installed and commissioned more than 11.5million square feet of data center space totaling $2.3billion worth of electrical systems. ABOUT THE ROLE The Project Safety Manager supports the Project Teams in developing and sustaining an Incident and
Injury Free Culture (IIFC) by developing and maintaining a Project Safety Roadmap and Site Safety Plan.
This role has the important responsibility of ensuring compliance with federal, state, and local safety regulations. As the Project Safety Manager, you will be responsible for generating weekly Total Case Incident Reports on large projects and submitting to project leadership and management. The ideal candidate will lead incident and injury investigations with the support from Production leadership and provide assistance during weekly toolbox safety meetings. Additionally, this person will monitor and audit Cupertino Electric, Inc. (CEI)/Subcontractor compliance in accordance with applicable standards, regulations, and project safety requirements.
ABOUT YOU You are a seasoned, OSHA 30-certified Safety professional with extensive construction safety experience. You have a strong understanding of the electrical industry consensus standards including NFPA, NESC, ASTM, and ANSI. With strong communication skills and the ability to influence behaviors, you love being a team player and working independently when needed. Most importantly, you are excited about the idea of contributing to an organization that values and places safety as a priority for our employees, the public, and the environment.
WHAT YOU WILL GAIN At CEI, safety is not a behavior, but a state of mind. In this role, you will have the unique opportunity to support and evaluate the effectiveness of our safety programs. You will gain hands-on experience by serving as a co-facilitator of safety trainings and testing for all employees, as well as assisting the Project Leadership Team in the execution of weekly safety meetings. By engaging with field personnel, you will support the development of project-specific plans to address safety issues and concerns. At Cupertino Electric, you will experience our " Safety First" culture and quickly learn that this core value is woven into the processes that we follow and the business decisions we make each day.
GENERAL WORK ENVIRONMENT Standing, walking, sitting, climbing, typing, carrying, pushing, bending. Work is conducted in both indoor office, and outdoor constructions jobsite settings. Environmental conditions will vary. Occasional work at heights, in confined space, and lifting of up to 40 pounds. The duties and responsibilities are intended to describe the general nature and scope of work being performed by this position.
This is not a complete listing and other duties will be assigned based on the position's role within the business unit. MINIMUM QUALIFICATIONS Any combination of education and experience that, in the sole judgment and discretion of Company, would likely provide the required knowledge, skills and abilities as well as possession of any required licenses or certifications may qualify. Education: High School Diploma or GED required. Bachelor's Degree in in Environmental Health and Safety (EHS) preferred or similar Construction Management, Business, or Engineering. Licensure/Certifications: OSHA 30 Construction required.
CPR/FA Certified (Trainer Preferred), along with other safety certifications desired. Must be willing to obtain a BCSP CHST certification or higher within 12 months. Experience: Three (3) to five (5) years of construction safety experience (electrical safety experience preferred). Applicants must be authorized to work in the United States. This position is not eligible for sponsorship. #LI-DR1 PLEASE NOTE: CEI will never ask for any money or financial information from applicants during the hiring process. To learn more about " job scams" how to avoid them, click here.
CEI is a place where every single person can-and does-have an impact on the work we do and the communities we serve. Here, you can build your own story and grow to your full potential. You can collaborate and celebrate with amazing people. And you'll go home every day knowing you helped contribute to important work that shapes people's lives. Our commercial, data center and energy projects may be complex, but our approach is simple. We build great things and we do it with great people. The job duties listed are typical examples of work performed by positions in this job classification and are not designed to contain or be interpreted as a comprehensive inventory of all duties, tasks, and responsibilities.
Specific duties and responsibilities may vary depending on department, program or project needs without changing the general nature and scope of the job or level of responsibility. Employees may also perform other duties as assigned. Cupertino Electric, Inc. (CEI) is proud to be an Equal Employment Opportunity and affirmative action employer. We celebrate diversity and do not discriminate based on race, religion, color, national origin, interaction, interactionual orientation, age, veteran status, disability status, or any other applicable characteristics protected by law.
Cupertino Electric Inc. aims to make accessible to any and all users. If you have a disability or special need that requires accommodation to navigate our website or complete the application process, please contact us at xyz X@ or -4CEI. PDN-9ac7c34e-50b1-4708-b713-da518b71b72d
and newly promoted associates. Supports store team through implementation of human resources initiatives and communications. Embrace the Customer 1st strategy and encourage associates to deliver excellent customer service. Demonstrate the company's core values of respect, honesty, integrity, diversity, inclusion and safety of others.
Essential Job Functions: Display a positive attitude, and promote trust and respect among associates. Maintain confidentiality of all sensitive associate, customer and company information. Determine staffing needs based on trends and by partnering with department heads and store management. Initiate job requisitions and utilize applicant tracking system to
progress applications to the applicable stages in the hiring process. Obtain approval for any rehires. Schedule, coordinate and participate in the interview process for all applicants Initiate background checks, administer drug tests, and follow up on results.
Process new hire paperwork, update form I-9 records, and create new hire files per company standards and according to local, state and federal regulations. Schedule new and promoted associates for in-store or central training. Coordinate and assist associates in training to ensure training occurred. Coordinate and assist department managers to backss new and promoted associate progress. Coordinate and assist associates with completion
of online training modules. Conduct training classes as assigned.
Issue, retrieve, and submit training checklists for newly hired and promoted associates. Assist store management with improving, maintaining, and promoting positive store morale. Distribute and track completion of associate performance reviews. Assist store management and cultural councils with associate survey action planning. Assist store management with administration of associate survey as needed. Maintain store level employee and medical files to company standards; send documents to for imaging as requested. Coordinate issuing and retrieval of policy sign-offs and " read and signs" Support and promote all company programs Adhere to all food safety regulations and guidelines.
Reinforce safety programs by complying with safety procedures and identify unsafe conditions and notify store management. Notify management of customer or employee accidents. Report all safety risks or issues, and illegal activity, including: robbery, theft or fraud. Adhere to all local, state and federal laws, and company guidelines. Must be able to perform the essential functions of this position with or without reasonable accommodation. Minimum Position Qualifications: Ability to handle stressful situations Effective oral and written communication skills Ability to preserve confidentiality of information Demonstrates accuracy and attention to detail Ability to organize and prioritize a variety of tasks Proficient in Outlook, Excel, and Word with the ability to learn new computer skills and systems Knowledge of basic math (counting, addition, and subtraction), and clerical skills Desired Previous Job Experience High school diploma or equivalent Previous experience in human resources or training preferred The final rate of pay is determined at store level based on prior equivalent work experience.
To support and reward our hardworking and friendly associates, we offer much more than just a paycheck. We strive to feed your future by offering the ingredients you need to create your own recipe for success at work and in life. Our associates receive a full plate of benefits that promote their physical, emotional and financial well-being, including access to competitive health care and retirement benefits, paid time off, mental health resources, associate discounts and opportunities to learn, grow and advance. Our associates also get to help us make a difference in our communities through our Zero Hunger Zero Waste and Framework for Action: Diversity, Equity and Inclusion plans.
Visit the to learn more about our work in the communities we serve and how our associates help us be a good neighbor. Below is a list of some of the benefits we offer our associates. Health & Well-being Benefits: Health care benefits Paid time off such as vacation, sick leave, and parental leave Mental and emotional support resources through our Employee Assistance Program Financial Benefits: Participation in a 401(k) plan and/or participation in a Taft-Hartley pension fund, subject to certain eligibility requirements Group term life insurance eligible, depending on varying criteria by location and subject to certain eligibility requirements Potentially bonus eligible depending on varying criteria by location Associate discounts Growth and Development Benefits: Tuition assistance, college scholarships and educational leave of absence, depending on varying criteria by location and subject to certain eligibility requirements Robust internal training and development resources to grow your career We want the best for associates and our customers, and together, we strive to create a welcoming and engaging environment where you’ll love to work.
If you are interested in becoming a valued member of our team, apply now. We look forward to getting to know you! Education Level: None Required Certifications/Licenses: None Position Type: Part-Time Shift(s): Day; Evening Regions: West States: Washington Keywords:
are tentatively scheduled to be held on Wednesday, January 17th and Monday, January 22nd. Please plan to be available. COMPENSATION: 2024 Rates Full budgeted pay range is $84,960 - $113,904 (Step placement upon hire will be evaluated based on the candidate's years of relevant experience) The WTA Human Resources team is ready to welcome a new HR Analyst with an emphasis on labor and employee relations and policy writing.
They will provide valuable insights that enable WTA to make informed decisions related to recruitment, employee engagement and resource allocation. This restructured role is opening as we anticipate the retirement of a long-time teammate. JOB SUMMARY : This position provides
human resources and labor relations expertise within the Human Resources division and throughout WTA. The HR Analyst supports the development and administration of a full range of programs including, but not limited to, labor and employee relations, collective bargaining strategy, personnel policy and procedure development and administration, recruitment and selection, the Drug and Alcohol Abuse Prevention Program (DAAPP), and professional training and development.
This position develops positive working relationships with WTA management, supervisors, employees, and union leadership; this position may take lead on program areas as assigned. ESSENTIAL JOB FUNCTIONS : Labor Relations :
Supports the HR Director or designee in labor relations activities.
Activities may include participating in the collective bargaining process, keeping record of discussion and next steps for the management bargaining team and/or collective bargaining sessions, advise on labor relations issues and strategies, prepare documentation such as agreement summaries, facilitate discussion between parties or act as a mediator as appropriate. May work with labor law attorney as assigned. Employee Relations : Plays an active role in employee relations. Assists supervisors and managers in resolving sensitive personnel problems; provides advice and counseling on a wide range of personnel subjects; assists employees in resolving work-related issues.
May connect employees with external resources such as the Employee Assistance Program (EAP) for personal concerns. Advises and supports WTA supervisory staff with the corrective action process; ensures policies and collective bargaining agreement (CBA) language are applied with fairness and consistency. Personnel Policies and Procedures : Participates in the development, revision, interpretation and administration of personnel policy and procedures, ensuring compliance with applicable laws and the CBA. Helps address technical questions related to the application of agency personnel policies, rules, and regulations.
Recruitment, Selection, and Onboarding : Provides qualified candidates for vacant positions through advertising, recruiting, developing, and administering selection processes. Assures consistent application of employment procedures. Conducts portions of new employee orientations in cooperation with HR division staff. Drug and Alcohol Abuse Prevention Program (DAAPP) : Supports the Drug and Alcohol Program Manager (DAPM) in the administration of the DAAPP. Assists with program compliance of the federally mandated drug and alcohol program, ensuring all facets of the program meet the Federal Transit Administration (FTA) requirements.
Assists as a liaison with the Operations and Maintenance divisions in resolving procedural problems and ensuring compliance with FTA goals. Supports development and conducts drug and alcohol training programs for employees and supervisors. Job Descriptions : Supports the administration of WTA job descriptions and updating job descriptions, coordinating and/or conducting job audits, ensuring compliance with applicable laws and the CBA. Conducts and/or coordinates job audits, including consultation with supervisors, employees, and union leadership when applicable.
Works with HR division staff and HR Director to coordinate and finalize appropriate classification and compensation according to the Fair Labor Standards Act (FLSA). Performance Management : Supports managers and supervisors in the performance review process including developing performance improvement plans. Develops and updates performance management forms, process documents, and tools. Trains supervisors on the performance management process. Equal Employment Opportunity (EEO) Program : Provides support to WTA's Equal Employment Opportunity (EEO) program assisting in monitoring and updating program and Affirmative Action plan components by providing appropriate documentation for HR Staff.
Conducts or coordinates investigation on discrimination complaints according to WTA personnel policy as needed. Professional Development & Training Program : Supports the administration of agency-wide professional development and training coordination. 10. Personnel and Benefit Records : Assists with maintaining all personnel and benefit records; participates in the payroll/benefit audit function as needed.11.
Procurement : As assigned, may support procurement process to select and/or retain third-party administrators in program areas, and monitor vendor performance.12. Public Presentations : Make presentations to various groups (such as employees, managers, Board of Directors, or professional organizations) on human resources and labor relations policies and programs.13. Division Support : Assist with employee questions and connect them to the appropriate HR staff member or external resource when needed. Creates and maintains appropriate documentation in program areas.
Supports process and program documentation of other HR division staff. Recommends program, policy, and process improvements. May lead improvement efforts. Collaborates with others within or outside the HR division to achieve desired outcomes. May provide overall project management support for HR initiatives. Provide back-up support to HR division staff as needed including administrative support such as completing verification of employment, filing, processing invoices, purchase orders, data entry, and records management. Additional related tasks as needed or assigned. ADDITIONAL JOB FUNCTIONS: Assists in the organization of WTA-sponsored events, activities, and functions.
Researches and collects data on human resource and labor relations programs and practices as needed. Performs special projects as assigned by the Human Resources Director or designee that may include extensive research, public contact and report writing. Receives on-going organization training on issues related to the position (e. g. FTA Substance Abuse training, labor relations, etc. ) Other related responsibilities as assigned. QUALIFICATIONS: To perform this job successfully, each essential function must be performed satisfactorily.
The requirements listed below are representative of the knowledge, experience, skill, and ability required. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Knowledge of: Modern principles and practices of various human resource functional areas. Labor contract negotiation and interpretation principles. Current local, state, and federal employment and labor laws. Computer applications relative to areas of responsibility, including Human Resources Information Systems and other Human Resources related programs.
Ability to: Develop, implement, and maintain sound personnel and administrative practices and procedures. Research, document, and implement applicable federal, state, and local regulations and laws. Respond effectively to sensitive inquiries or complaints. Communicate effectively, both orally and in writing, in technical or stressful situations. Exhibit research, analytical, and problem-solving skills. Read, interpret, understand, and utilize rules, regulations, policies, and procedures. Manage time efficiently, prioritize and meet demanding deadlines. Establish and maintain working relationships with co-workers at all levels of the organization, as well as people affiliated with other organizations and vendors.
Establish and maintain working relationships with vendors. Work effectively with co-workers at all levels of the organization, as well as people affiliated with other organizations. Analyze problems, make decisions, solve problems with and for individuals and groups. Present recommendations to a variety of audiences as needed. Plan, organize, and manage projects. Tolerate ambiguity and maintain composure, even under stressful situations. Ability to act with integrity, professionalism, and confidentiality.
WORKING CONDITIONS, TOOLS, AND EQUIPMENT: Duties performed primarily in a shared office environment including regular interaction with employees. This position also requires traveling to terminals, meetings, and various seminars. Typical office equipment used to accomplish job tasks include computer, printer, fax machine, photocopier, calculator, and telephone. Education and Experience: Required: Bachelor's degree in business administration, personnel management, or related field. Three (3) years progressively responsible experience spanning multiple human resource functional areas.
Experience working in a union labor environment, including contract administration. Proficient in Microsoft Office applications (such as Word, Excel, Power Point, Teams, One Note). Other combinations of education and experience, which would provide the applicant with the desired skills, knowledge and ability required to perform the job may be considered. Preferred: Certified professional in human resources (PHR or SHRM-CP). Experience working in a public sector environment. Experience working in a Department of Transportation (DOT), Federal Transit Administration (FTA) drug and alcohol program.
Licenses and Certificates : Valid Washington State driver's license at time of hire in order to operate WTA vehicles. PHYSICAL DEMANDS: The physical demands described here are representative of those that must be met by an employee to successfully perform the essential functions of this job. Reasonable accommodations may be made to enable individuals with disabilities to perform the essential functions. Regularly sit, talk, and use hands. Frequently stand and walk. Occasionally reach with hands and arms, stoop, kneel, crouch or crawl and lift or move up to 30 pounds.
Specific vision abilities include close vision, distance vision, color vision, peripheral vision, depth perception and ability to adjust focus. SPECIAL REQUIREMENTS: Participation in the WTA's Drug and Alcohol Abuse Prevention Program is a requirement of employment which includes reasonable suspicion drug and alcohol testing. A background check will be conducted to include criminal records and driver's record. Additionally, due to the nature of this position, a credit history check will be performed.
Role Summary: To be the face and heart of Chick-fil-A, providing excellent customer service to all of our guests by preparing and serving quality food with a servant's heart. Immediate advancement potential for candidates that show the desire and ability to lead our team.
Compensation: At Chick-fil-A, our goal is to provide fair compensation for all employees as well as clear advancement opportunities for Team Members who show leadership potential for our restaurant. Starting pay breakdown: Back of House Team Members Part-Time (Under 32 hours/week) $17.00Back of House Team Members Full-Time (32+ hours/week): $18.00 Service Values: As a team, we. are empowered to create REMARKable experiences
for our guests. respond immediately to the expressed and unexpressed needs of our guests. Anticipation is key and sets us apart. take ownership of errors and resolve our guests' problems.
foster an environment of teamwork so that both the needs of our guests and our fellow team members are met. are proud of our professional appearance, language, and behavior. work with a sense of urgency, always avoiding idleness. Requirements Year Round Full-Time Employees: Available to work a minimum of 32 hours per week. Available to work weekdays, Fridays and Saturdays. Must be able to stand on feet for 8+ hours. Must be able to work in a fast paced environment. Must be at least 16yrs. old. Benefits
Include: Closed on Sundays, Thanksgiving, and Christmas Free Employee Meals During Work Shifts Scholarship Opportunities 401K Options Full-Time Benefits Leadership Advancement Opportunities Competitive Pay Discounts on National Stores and Brands Flexible Hours Positive and Fun Environment Paid Training Uniform Provided We look forward to reviewing your application!
and staff experience and fiscal achievement. Responsibilities: ● Recruit, hire, and train all F&B personnel● Prepare the F&B budget and monitor department performance with respect to the same. Perform any necessary follow-up, including forecasting. ● Monitor industry trends, take appropriate action to maintain competitive and profitable operations.
● Prepare and submit required reports in a timely manner. ● Organize and conduct department meetings on a regular basis. ● Monitor quality of service and product. ● Cooperate in menu planning and preparation. ● Ensure timely purchase of F&B items, within budget allocation. ● Oversee operations of the employee cafeteria. ● Interview candidates
for front-of-house F&B positions and follow standards for hiring approvals. ● Conduct and/or attend all required meetings, including pre-convention and post convention meetings.
● Ensure overall guest satisfaction. Must Haves: The ideal candidate must be comfortable working in a fast paced environment, possess excellent communication skills, and be organized and self-motivated. Minimum requirement of 5 years in a similar position.
25hr/week): $15.75-$16.75 per hour Full Time(25hr/week +): $16.50-$18.50 per hour Benefits Include: Free Meal Every Shift (Up to $13 retail) Family Meal Discount (50% off retail up to $100) Health Insurance (After 1 year of employment for full-time employees) Tuition Reimbursement (Up to $100 per credit hour per quarter) Scholarship Opportunities (Up to $2,500 per year) Closed on Sundays, Thanksgiving, and Christmas Leadership Advancement Opportunities Competitive Pay 401k (After 1 year of employment for all full-time employees) Discounts on National Stores and Brands Flexible Hours Positive and Fun Environment What to Expect: We hand bread our chicken and salads are made fresh throughout the
day.
We have well-defined opportunities to increase pay as you are trained. Advancement potential for candidates that show the desire and ability to lead our team.
Full time (25 hours per week or more) starts at $16.00 per hour. We pride ourselves on our culture and how we care for our customers and team. Requirements Year Round for Full Time Available to work a minimum of 25 hours per week. Available to work weekdays, Fridays, and Saturdays. Must be able to stand on feet for 8+ hours. Must be able to work in a fast-paced environment. Must be 18 years of age or older. About us: At Chick-fil-A Alderwood, we aspire to be the most caring business in Snohomish county, not only for
our customers, but for Team Members as well. We care for our Team Members by providing a welcoming and supportive culture, personal and professional growth opportunities, and the flexibility to thrive in and outside of work.
For those who are eager to grow in a fast-paced, friendly, and purpose-driven environment, Chick-fil-A Alderwood is the place for you.
meal bussing. Compensation: $16.50-$18.50 per hour Benefits Include: Free Meal Every Shift (Up to $13 retail) Family Meal Discount (50% off retail up to $100) Health Insurance (After 1 year of employment for full-time employees) Tuition Reimbursement (Up to $100 per credit hour per quarter) Scholarship Opportunities (Up to $2,500 per year) Closed on Sundays, Thanksgiving, and Christmas Leadership Advancement Opportunities Competitive Pay 401k (After 1 year of employment for all full-time employees) Discounts on National Stores and Brands Flexible Hours Positive and Fun Environment What to Expect: We are currently looking for Team Members with Full-Time availability to work at Chick-fil-A Alderwood,
during our breakfast, lunch hours and dinner hours.
We have well-defined opportunities to increase pay as you are trained. Advancement potential for candidates that show the desire and ability to lead our team.
Full time (25 hours per week or more) starts at $16.50 per hour. We pride ourselves on our culture and how we care for our customers and team. Requirements Year Round for Full Time Available to work a minimum of 25 hours per week. Available to work weekdays, Fridays, and Saturdays. Must be able to stand on feet for 8+ hours. Must be able to work in a fast-paced environment. Must be 18 years of age or older. About us: At Chick-fil-A Alderwood, we aspire to be the most caring
business in Snohomish county, not only for our customers, but for Team Members as well.
We care for our Team Members by providing a welcoming and supportive culture, personal and professional growth opportunities, and the flexibility to thrive in and outside of work. For those who are eager to grow in a fast-paced, friendly, and purpose-driven environment, Chick-fil-A Alderwood is the place for you.
