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The Environmental Health and Safety Coordinator/PCQI works within the plant to ensure compliance with facility environmental permits, all required regulations, company safety programs, FSMA, USDA, cGMP's, FDA, HACCP, and Finished Product requirements.
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Monitors and records all kitchen equipment temperatures, proper food heating and cooling times and temperatures according to Hazard Analysis Critical Control Points (HACCP) requirements. Nutrition Services/Elementary School Cafeteria Manager II.
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Responsible for adhering to food security, food safety regulations and policies (HACCP, CGMPs) The Chefs' Warehouse is an Equal Opportunity Employer that does not discriminate based on actual or perceived race, creed, color, religion, alienage or national origin, ancestry, citizenship status, age, disability or handicap, sex, marital status, veteran status, sexual orientation, pregnancy, gender identity or any other characteristic protected by applicable federal, state, or local laws.
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This position is accountable for ensuring that all finished product meets established quality requirements, that the plant continually meets all sanitation, foreign material, microbiological control guidelines, adherence to statistical process control, and hazard analysis and critical control point (HACCP), as well as USDA, FDA, and other inspection agency requirements.
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Follow up with implemented programs (GMPs, Good Hygiene Practices, HACCP, Allergen. Bachelor's Degree in Life Sciences, Pharmacy, or Engineering with at least 2 years of work experience in quality assurance in dietary supplements, food/beverage, pharmaceutical or cosmetic industry or an Associate degree with at least 5 years of relevant experience in Quality Assurance.
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Experience: Minimum of 15 years of progressive Food Safety, Quality Assurance and Regulatory Knowledge, Skills and Abilities: Expert knowledge in GFSI, HACCP, PCQI, etc. Supervisory Responsibilities: This position has multiple direct reports all professional level: Regional FSQA Managers, Global Director of Food Safety & Regulatory Compliance, Food Safety & Quality Systems Manager Working Conditions and Physical Effort: Standard office environment, but will spend time in manufacturing plans which can be cold/hot environmentsAbility to travel up to 50% of the time.
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PCQI, HACCP Trained, and SQF Practitioner (preferred) PCQI, HACCP Trained, and SQF Practitioner (preferred) Experience with Meat (Beef, Pork, Chicken) & Seafood products, State and USDA inspectors, microbiological testing, Fat analysis, and ESHA (Genesis.
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HACCP/PCQI certification (Preferred) Track and trend critical sanitation metrics (micro swabs ATP swabs, pre op deficiencies) to measure performance and achieve improvements while maintaining all standards at the plant level.
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SQF Practitioner CertificationValid Driver’s License. Education/Certifications: BS. (Masters preferred) Chemistry, Food Science, Microbiology, Engineering, etc. Drives the development and implementation of best practices in food safety & quality assurance across common food manufacturing platforms.
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Interacts effectively with all levels of the organization and influences key stakeholders to make positive change in food safety and quality systems. Represent the Food Safety and Quality function to all business teams and serve as a conduit for information.
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Must have or be able to obtain HACCP, PCQI, and SQF Practioner certification. Lead and coordinate other Food Safety / Quality program efforts such as SQF certification audits, facility verification / validation activities, HACCP / Food Safety Program, Raw Material Bulk Handling Systems, Food Security Improvements, etc.
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Position Summary: The Meat Manager works to ensure that all available product in the warehouse is out for sale and maintained with the strictest freshness policies in accordance with Company direction and HACCP Guidelines.
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Must be a certified SQF Practitioner with HACCP or willing to pass required training upon hire. Oliver Inc. is looking for an experienced, and accurate SQF Practitioner/Quality Technician to join our team.
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Knowledge of all applicable federal, state, and local sanitary, safety, and health standards, and all procedures and protocols to comply with HACCP standardsReporting relationship and other important information The AGM position as described falls under the Fair Labor Standards act as a Exempt position The AGM position typically reports to the General Manager, Director of Operations, or an intermediate F&B Multi Unit Manager I within the assigned location.
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Follow basic product handling procedures in accordance with company & HACCP policy. Position Title: Meat Manager Department: Meat Supervisor: Assistant Branch Manager FLSA: Full-Time, Hourly, 8-10 hour shift, Overtime Restaurant Depot is a wholesale cash-and-carry foodservice distributor.
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One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
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As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
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In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
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Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.