Job Description

HR RESTAURANT HOURLY RECRUITER - STAR SUPPORT CENTER

WE ARE NOW HIRING AN HOURLY EMPLOYEE RESTAURANT RECRUITER FOR OUR SUPPORT CENTER LOCATED IN DALLAS TWO MILES SOUTH OF THE DALLAS LOVE FIELD AIRPORT.

We are now hiring an Hourly Employee Restaurant Recruiter for our Support Center located in Dallas two miles South of the Dallas Love Field Airport.

TO PROTECT YOU AND OUR STAFF - YOU MUST BE PARTIALLY OR FULLY VACCINATED OR BE WILLING TO GET VACCINATED TO SECURE EMPLOYMENT FOR THIS POSITION!

APPLICANTS MUST BE FLUENT IN ENGLISH AND SPANISH TO BE CONSIDERED.

ONLY APPLICANTS WITH RESTAURANT MANAGEMENT OR RESTAURANT RECRUITING EXPERIENCE WILL BE CONSIDERED.

ONLY LOCAL APPLICANTS WILL BE CONSIDERED. WE DO NOT OFFER A RELOCATION PACKAGE FOR THIS POSITION.

CHECK US OUT AT WWW.STARCONS.COM WHERE YOU CAN ALSO FILL OUT A FULL APPLICATION.

The following is a list of main responsibilities of the HR Recruiter position we are seeking to add to our current recruiting team. We expect this position to have a “do whatever it takes” attitude with all task assigned. This position will report to the H.R. Manager. The best candidate for this position will be a bilingual candidate that speaks Spanish and English. This position will work primarily in our Support Center in Dallas but will also go to our restaurants on tour with new hires at the Dallas Love Field Airport and/or the DFW International Airport.

To protect you and our staff, only partially or fully vaccinated applicants will be considered.

Check us out at www.starcons.com where you can also fill out a full application.

MAIN JOB DUTIES INCLUDE:

RECRUITING

• The HR recruiter position #1 task is to recruit and hire hourly staff for all stores at the Airport assigned to you. This includes food & beverage, retail and the convenience store locations if applicable.
• Recruiting for our open hourly employee positions includes cold calling and emailing people who send us their resume as well as setting up interviews and attending job fairs that will be in person and generally at a local hotel ball room or conference room.
• High volume cold calling resumes and applicants that apply to our positions daily is required as well as sending text and emails to resumes received.

SERVICE AND GUEST FOCUS

• Greeting each applicant with a friendly and helpful attitude is this position’s first task
• The Support Center is a non-revenue producing entity that provides support services for the operations staff. That being said the utmost respect and great service is expected from our team toward the operations managers and employees.
• Answering the phone and clearing voice mails periodically during the day is a must
• Each guest or employee that enters the office or calls on the phone needs to be treated with respect and with a since of urgency as everyone’s time is valuable.
• Every manager and hourly employee working in our stores are our customers. We have a job because they need service. Every job is everyone’s job on our team so teamwork and strong work ethic are required.
• We employ primarily low-income applicants that are very life challenges. Understanding the strengths of these applicants to place them in the right position is a must without placing judgment on their lack of education, skills or experience.

APPLICANT PROCESSING AND HIRING

• Learning and being proficient with our ADP recruiting and onboarding system is a must as well as great time management.
• All applicants must complete the ADP recruitment application process through their cell phone or computer. You will send them the link or they can apply on our website once you determine they meet the minimum requirements to apply.
• If the applicant does not meet the minimum requirements to apply, you must explain to them why.
• While phone interviewing the applicant be sure to ask very specific questions about their transportation abilities, availability and past job history. The more detailed open ending questions you ask the more information you will obtain from the applicant in order to make an appropriate hiring decision. Use the entire application to obtain information from the applicant once they have applied or their resume. When doing an in-depth or in person interview, use our in-depth interview guide.
• As the hiring recruiter, you are expected to make the best decisions for the company on each applicant based on their abilities, skills, knowledge, past job stability and their ability to meet the availability of the position – you must learn and know all positions available and the type of person who would best fit each position including image, stamina, background and other minimum requirements. Most applicants you recruit and interview will be sent to a manager to do a second interview and to make the hiring decision.
• Check to ensure the applicant has not worked for our company previously and check their Facebook or other social media status. Be sure there are no violence indications on their social media page.
• Send the applicant for a second interview with the General Manager of the store in which the applicant is applying. Be sure the candidate has the proper stamina, personality and image the company requires.

• You are also responsible for the following tasks after the offer is made

• Enter the tentatively hired employee into the new hire tracking sheet on the network
• If the applicant is hired, prepare the next step – scheduling fingerprinting and explaining to the applicant how to get to the access control office for finger printing
• Schedule the new employee for TABC and Health Class computer training if applicable
• Call all applicants that are waiting for their badge a daily basis if needed to insure they are staying with us.
• Once the employee has cleared, set them up for an additional appointment to pick up their badge and then for orientation.
• Invite the new hire to fill out the on-boarding paperwork through the ADP on-boarding platform.

ORIENTATION PROCESSING

• You will be responsible for the following task:
• Prepare all paperwork prior to each orientation for all new hires Help the employees fill out the paperwork required.
• Help the other H.R. team members during mass orientation classes that will occur during the Terminal F hiring.
• Complete the hire on the ADP system including Section 2 of the I-9
• Run a new hire report and send it to IT so they can enter the employee into the micros system
• Update the new hire report on the network for the employees completing orientation

Conduct the orientation using the power point presentation with large flat screen making the process very interactive with each employee

• Conduct all training video workshops for harassment, safety, and guest service
• Conduct a confidence interactive role play and a service interactive role play to set the standard from the beginning on service regardless of the employee’s position
• Get the training schedules from the managers for each new hire and try to have them escorted in by a SIDA badged employee so they can start working while waiting for their badge
• Take the new employees on a tour of the airport including the parking area and how to ride the train/shuttle. The tour is mandatory as the new employee must be set up for success.
• BE PROFESSIONAL, SET A HIGH STANDARD, AND TREAT EVERYONE WITH RESPECT

EMPLOYEE FILE, BADGING AND PARKING ADMINISTRATION

• Be sure to keep up with your filing each week for new hires and terminations which includes daily maintenance of the HRIS system which is currently ADP - FILE FOR 10 MINUTES EVERY DAY
• Be sure you have adequate hourly employee parking hand tags on file to be able to give to new employees if for DFW Airport. If we need to purchase more do not wait until the tags are gone.
• Prepare the badge audit for the airport you are assigned when it is sent to you by the airport.

UNIFORM INVENTORY AND ORDERING

• It is your responsibility to know all the uniforms standards for every stores. You also need to make suggestions when you believe it is time to look at a new uniform standard for needed concept if not dictated by the brand.
• Take an inventory of all uniforms in the office at the beginning of every month. Send the ordering needs to VP to have all needed uniforms ordered timely. Do not wait until you are out of uniforms to make an order. You may have to make an order more than once per month depending on the volume of new hires.
• Each new hire should receive 4-5 shirts at orientation for food and beverage if applicable to allow them to have a clean uniform each day.
• Each quarter distribute additional shirts to employees as needed and always allow employees to receive new shirts when ask.

REPORTING

The following report is your responsibility

• Daily New Hire Tracking Report – this should be updated each time you hire someone and again with that person goes through orientation
• New Hire report sent to the managers and IT to ensure the new person is in the system and can clock in and ring sales.

EMPLOYEE RELATIONS / MANAGEMENT

• As the Hiring Recruiter, you will be approached by all different types of employee issues and requests on a daily basis in the office and via phone. You are expected to treat each employee with respect and listen to their concerns. If their concerns are on an operations level, you need to direct them to their General Manager or Area Director and send an email to these individuals documenting the discussion. If their concerns are of a workers’ compensation, sexual harassment or discrimination issue then you need to call the VP of HR right away to discuss.
• Handle all employee and manager requests for uniforms, parking, or badging with a since of urgency everyday

COOPERATION, TEAM WORK, AND WORK HABITS

• We have three people that work in our HR/Payroll department. Each person must pull their weight. If you are not here there is no one to take your place unless prior arrangements have been made. Attendance must be excellent for this position to work efficiently.
• Your office space is expected to be kept clean, organized and easy to manage if someone has to step in for you when you are out.
• You must physically be able to ambulate through the support center, all our locations and the airport terminals as well as lift at least 20 pounds when needed for uniform organization.
• High stress comes with this position as many multi-task duties are a requirement. Ability to handle high pressure while keeping a professional composure is a must.
• Projects are assigned periodically. Teamwork is essential in our hectic environment. These projects could include translating documents from English to Spanish or vice-versa. It could also include creating spreadsheets and word documents.
• Be adaptable to change. The airport environment brings many changes sometimes on a daily basis.
• Building good relationships with everyone you work with should be a priority.
• Good Judgment and decision making are expected on a daily basis. When unsure of a decision, please ask before you make the wrong one.
• The current workload can be up to 50 hours a week and may include weekend work during the month before, the month of and the month following the opening of the terminal. All overtime must be approved before it is worked. During a new store opening this position may be expected to work up 60+ hours a week depending on the need of the business. You are expected to fulfill all of your job duties in your work week. If you can’t, you must ask to work overtime until it is done as the next week will bring the same challenges in terms of workload.
• Star Concessions is an equal opportunity employer

Company Description

Star Concessions is a leader in the airport concessions industry, currently owning and operating food, beverage and retail establishments in two major airports - DFW International and Dallas Love Field. We are a fast growing company that offers advancement opportunities. We currently employ over 550 people and average more than 50 million in gross revenue per year. We have three divisions to our company that include the following: • Food and Beverage • Retail Outlets • Convenience Stores On our Food and Beverage side, we have several stores in the DFW International Airport and Dallas Love Field combined which include franchise name branded concepts such as Chili’s, Whataburger, Cantina Laredo, Maggiano's Little Italy, Trinity Groves, and Pizza Hut Bar just to name a few. Our Retail division includes three Dallas Cowboy Pro Shops through a partnership with the Dallas Cowboys located inside the DFW International Airport. The Cowboy partnership also includes two convenience stores located on the DFW Airport premise. These stores have 10 gas pumps at each location and each includes a Whataburger. Our Retail division also includes STAR POLISH. Trendy shoe shine stands inside the Dallas Love Field Airport. Outside of the Dallas area we have affiliated companies that consist of a Whataburger located inside the Houston Intercontinental airport as well as two Chili’s Grill and Bar locations. One is located at the Norfolk, Virginia Naval Station and the other on the Fort Hood Army Installation in Fort Hood, Texas. We are excited about their future growth. Our corporate office is located 2 miles South of the Dallas Love Field Airport off of Mockingbird Lane and Brookriver Drive in Dallas, TX. We offer a full benefit package for Salary and Hourly Managers that includes the following:

1. Health Insurance - United Health Care
2. Medical Gap Insurance
3. Dental Insurance
4. Vision Insurance
5. Short and Long Term Disability Insurance - company paid
6. Basic Life Insurance - company paid
7. Flexible Spending Accounts for Medical & Dependent Care
8. 401(k) Matching 15%
9. Paid Time Off Benefits Star Concessions is an equal opportunity employer.