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As a Taco Bell Restaurant Shift Lead, you support the Taco Bell Restaurant General Manager (RGM) by running great work shifts and meeting Taco Bell standards.
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Receive college credits for your on-the-job training at Taco Bell (Guild Education partners only) ECPI University will provide a scholarship match equal to direct payments paid to the University for up to 15% of the total tuition and fee charges.
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Our Shift Leaders drive the engine room of our million-dollar businesses and play a key role in supporting the RGM and AGM in providing & executing comprehensive Leadership, Performance Management, Operational Metrics, Talent Acquisition, People Development, Culture, Retention and also have some fun along the way.
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We are Pacific Bells, a Franchisee of Taco Bell. We operate over 260 Restaurants in 8 States and have a lot more growth in the works. Work today, get paid today! Make any day payday.
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AVAILABLE BALANCE: Track your real-time earnings & budget for upcoming bills & expenses. PAY: Transfer any amount of your available balance on your own schedule. Have a true hands-on approach because culture and engagement are important to you.
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Past industry experience that would translate to success in this role: Starbucks, Mcdonalds, Hourly Manager, Hourly Shift Manager, Hourly Hospitality Manager, Supervisor, Production Supervisor. Taco Bell is looking for people who love serving customers, have experience in the restaurant industry and want to be a part of a great restaurant company.
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Charter Foods a franchisee of leading brands in the Food & Beverage industry, is seeking a Shift Manager (Shift Supervisor) to support the Management Team in running great shifts and meeting Charter Foods standards and brand standards.
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As a Shift Manager (Shift Supervisor), you will take ownership and responsibility to lead your shift by leading the team with a smile, seek help when needed, and guide others. Shift Manager (Shift Supervisor) (Must be 18+ Years of Age.
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Pay: Up to $55000 / year Pay: Bonus pay Benefits: Paid time off Health insurance Dental insurance Vision insurance Life insurance Disability insurance 401(k) Employee discount 401(k) matching Referral program Paid training Job Type: fulltime Schedule: 10 hour shift Education: No education required Work location: On-site.
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Late Night Shift Manager. - Employee free meal during shift. “You are applying for work with a franchisee of Taco Bell, not Taco Bell Corp. or any of its affiliates.
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If you're in school, we'll work around your schedule! Scholarships, GED Works Program to earn High School Diploma and Educational Reimbursement. With us you can build a great career while providing fast, fun and friendly service to our customers.
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Assistant Manager - Night ShiftAre you a highly skilled and motivated individual looking for an immediate opportunity as an Assistant Manager - Night Shift at Charter Foods? As an Assistant Manager - Night Shift, you will take ownership and responsibility to solve problems with a smile, seek help when needed, and guide others.
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At Taco Bell, we’ve had innovation on our mind since Glen Bell started serving tacos at the first location in 1962 in Downey, California. Shift Length and specific Start/End times will vary within these times.
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Free Meals during your shift. Not only do we provide breakthrough value, we offer quality ingredients and are the first QSR restaurant to offer American Vegetarian Association (AVA)-certified menu items.
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Retail discounts through brand perks programs (Taco Perks, KFC Employee Perks) Franchisees are independent business owners who set their own wage and benefit programs that can vary among franchisees.
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shift job Company: Taco Bell in CA, Nebraska
FEATURED BLOG POSTS
The Effects of Workplace Racism and Sexism
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?
When Rage Applying Strikes: How to Identify Unserious Candidates
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.
How to Increase Job Ad Exposure
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.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
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.