Specifically, you will handle candidate sourcing, screening, and selective interviews; execute 100% of the onboarding process (including E-Verify and payroll system entry); lead orientation; coordinate uniform management; support performance evaluations; drive employee relations/engagement; and manage essential financial and office administrative duties (including processing checks, preparing invoices, and handling daily mail). Payroll & System Setup: Enter all new hires into payroll and restaurant management platforms ( HotSchedules, Slack, Chick-fil-A Home, One Click ), setting up direct deposit and tax withholding records correctly.

Roles & Responsibilities: Human Resources & Administrative Coordinator

Location: Chick-fil-A Century Farms (Nashville, TN)

Job Type: Full-Time

Classification: Leadership Team Member

Reports To: Owner/Operator & Executive Directors

About Our Restaurant

At Chick-fil-A Century Farms, we believe every role exists to foster an environment where team members thrive and guests receive an unforgettable experience. We work hard to anchor a positive culture, support our leaders, and meet our high standards of excellence every single day.

• Our Restaurant Purpose: Create Joy by Caring for Others and Serving Great Food.
• Our Strategic Vision: To be the Friendliest Chick-fil-A in Nashville.

Role Summary & Focus

As the Human Resources & Administrative Coordinator, you are the primary steward of our people and our foundational administrative processes. By caring deeply for our team from their very first interaction through their ongoing career development, you will empower our team to deliver authentic hospitality and service to every guest who visits Century Farms.

In this role, you will manage the full lifecycle of the team member experience and oversee core back-office administration. Specifically, you will handle candidate sourcing, screening, and selective interviews; execute 100% of the onboarding process (including E-Verify and payroll system entry); lead orientation; coordinate uniform management; support performance evaluations; drive employee relations/engagement; and manage essential financial and office administrative duties (including processing checks, preparing invoices, and handling daily mail).

Core Pillars of Responsibility

A. Recruitment & Talent Acquisition

• Hiring Strategy & Sourcing: Develop and execute active hiring strategies to maintain optimal staffing across Day, Night, Front of House (FOH), and Back of House (BOH) shifts.
• Applicant Pipeline Management: Actively monitor job boards (Workstream) and review candidate submissions within 24–48 hours.
• Candidate Screening & Interviews: Conduct initial phone screens and lead targeted first-round interviews; collaborate with Directors and Shift Leaders to assess candidate culture fit, character, and competence.
• Selection & Offer Process: Partner with the Operator and Executive Directors to select team members and leadership candidates; extend formal job offers and communicate wage/scheduling parameters.
• Candidate Experience: Ensure every applicant experiences warmth, quick communication, and respect, reinforcing our reputation as an employer of choice in Greater Nashville.

B. Onboarding, E-Verify & Training Administration

• End-to-End Onboarding Execution: Own and manage 100% of the new hire intake workflow from offer acceptance through Day 1.
• Legal & Federal Compliance (E-Verify): Accurately verify Form I-9 documentation and submit cases through E-Verify within the mandated federal 3-day timeline. Maintain strict compliance for minor work authorizations under Tennessee labor law.
• Payroll & System Setup: Enter all new hires into payroll and restaurant management platforms (HotSchedules, Slack, Chick-fil-A Home, One Click), setting up direct deposit and tax withholding records correctly.
• Inspiring Orientation Delivery: Facilitate engaging, structured new hire orientation sessions that:
• Impart the Operator’s story, values, and core principles.
• Embed our purpose: Create Joy by Caring for Others and Serving Great Food.
• Instill expectations for achieving our vision to be the Friendliest Chick-fil-A in Nashville.
• Cover handbook policies, food safety principles, customer hospitality standards (Core 4 and 2nd Mile Service), and attendance standards.
• Uniform Management: Order, track, inventory, and issue complete uniform packages (shirts, pants, belts, aprons, name tags, and outdoor gear) ensuring every team member is fully and professionally equipped on Day 1.
• Training Alignment: Partner with Training Directors to schedule initial trainer pairings, track completion of Pathway e-learning modules, and verify smooth operational integration.

C. Employee Relations, Coaching & Performance Evaluations

• Primary Contact for Staff Concerns: Serve as the first, accessible point of contact for team member questions, personal challenges, interpersonal conflict resolution, and workplace grievances.
• Performance Evaluations & Growth Support: Administer the 30-60-90 day review cycles for new hires and coordinate bi-annual/annual performance evaluations across all shifts, ensuring feedback is constructive, documented, and tied to development plans.
• Performance Coaching & Accountability: Support Shift Leaders and Directors with consistent performance coaching documentation, attendance tracking, and performance improvement plans (PIPs).
• Disciplinary Actions: Ensure progressive disciplinary procedures are fair, objective, consistently applied, and thoroughly documented in compliance with store policies and employment laws.

D. Culture, Employee Engagement & Servant Leadership

• Champion Servant Leadership: Model humility, personal care, and positive energy daily, creating an uplifting and inclusive environment where every team member feels valued and respected.
• Retention Initiatives: Analyze turnover trends and implement proactive retention strategies, especially during the critical first 90 days of employment.
• Recognition & Appreciation Programs: Oversee milestone celebrations including birthdays, store anniversaries, team member of the month honors, and scholarship application support (Remarkable Futures).
• Team Events & Morale: Plan and coordinate team outings, seasonal parties, shift competitions, and wellness initiatives that build camaraderie and strengthen community across FOH and BOH.

E. Compliance & Human Resources Administration

• Confidential Personnel Records: Securely maintain digital and physical personnel files (medical records, tax forms, disciplinary documentation, and certifications) in strict adherence to EEOC, FLSA, and HIPAA guidelines.
• Talent Metrics & Reporting: Track, analyze, and present key talent metrics to the Executive Team, including 30/60/90-day retention rates, turnover rates, time-to-fill, and application volume trends.
• Labor Law & Safety Compliance: Ensure continuous adherence to federal, state (Tennessee), and local labor laws (including strict minor labor hour regulations, compliance with mandatory break rules, and OSHA safety standards).
• Workers' Compensation & Injury Reporting: Coordinate initial incident reports for on-the-job injuries, maintain OSHA logs, and manage communication with insurance carriers and the Operator.

F. Financial, Office & Closing Paperwork

• Check Processing: Receive, record, and process incoming vendor, catering, and business checks according to restaurant cash and financial handling procedures.
• Invoice Preparation & Coordination: Review, code, and organize incoming vendor invoices, bills, and delivery receipts; reconcile against purchase orders and route for timely Operator approval and payment.
• Mail & Communications Handling: Check the restaurant physical mailbox daily, sort incoming postal correspondence, distribute sensitive documents, and handle outgoing administrative shipments.
• Administrative Office Maintenance: Maintain a clean, organized, and stocked manager office and team break area; ensure printer supplies, onboarding paperwork packets, and office supplies are readily available.

 Ideal Candidate Profile & Competencies

• Servant Heart & Emotional Intelligence: High degree of empathy, active listening, approachability, and the ability to de-escalate sensitive interpersonal issues with grace.
• Discretion & Trustworthiness: Absolute commitment to maintaining strict confidentiality regarding personnel matters, compensation data, and business records.
• Detail Orientation & Follow-Through: Meticulous organizational skills with zero tolerance for compliance oversights (I-9, E-Verify, payroll entries, and invoicing).
• Hospitality Mindset: Embodies the core values necessary to establish Century Farms as the friendliest location in Nashville.
• Technical Proficiency: Comfortable with CFA operational software (HotSchedules, CFA Home, Workstream, Slack) and standard office productivity suites (Google Workspace, Excel/Word).

Rhythm of the Role

Daily Priorities

1. 
   
3. Check the physical mailbox; sort correspondence, invoices, and legal notices.
4. Review new candidate applications; initiate phone screens for top prospects.
5. Process incoming invoices and record any customer/catering checks received.
6. Walk the restaurant floor to connect with team members, observe morale, and build rapport.
7. Address time-sensitive HR needs (uniform exchanges, punch adjustments, urgent employee questions).

Weekly Priorities

1. 
   
3. Conduct scheduled interviews and coordinate next-step selections with directors.
4. Complete end-to-end onboarding and E-Verify submissions for new hires.
5. Lead new hire orientation and issue initial uniforms.
6. Review timesheet audits and payroll readiness with store management.
7. Check in with newly hired team members on shifts to monitor early training progress.

Monthly & Quarterly Priorities

1. 
   
3. Audit personnel files, minor work compliance records, and active E-Verify logs.
4. Facilitate upcoming 30-60-90 day and periodic employee performance evaluations.
5. Compile and report key HR metrics (retention, turnover, CEM hospitality scores) to the Operator.
6. Organize monthly team member birthday recognitions, anniversary awards, and seasonal team events.
7. Reconcile uniform inventories and place replenishing bulk orders.

Why Join the Chick-fil-A Century Farms Family?

• Competitive Pay & Leadership Growth Opportunities
• Sundays Off to rest and spend time with family
• Positive, Team-Oriented Work Environment
• Scholarship Opportunities (Remarkable Futures program)
• Food Discounts during shifts

Working at a Chick-fil-A® restaurant is more than a job – it’s an opportunity for teamwork and leadership development in a positive, people-focused environment. Most Chick-fil-A restaurants are locally owned and operated by independent, franchised Operators who invest in the future of their Team Members and give back to their communities.

Salary

$20.00 - $24.00 per hour

Job Type

Full time

Schedule

Weekend availability, Monday to Friday