H-2B Visa Restaurant Jobs
Restaurant jobs with H-2B visa sponsorship are available at resorts, hotels, and seasonal dining destinations that rely on temporary foreign workers to staff kitchens and front-of-house roles. Employers must obtain DOL labor certification before sponsoring you, and the 66,000-visa annual cap means early filing is essential.
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Get Access To All JobsINTRODUCTION
A Restaurant Manager is responsible for the development of their team by providing strong, positive leadership and constructive feedback. They are responsible to deliver a great guest experience using an operational excellence model which contributes to profitable top line sales. They are responsible for the overall operation of the restaurant according to Dunkin’ standards, franchisee standards and in compliance with all applicable laws.
Guest First Culture
Embracing a guest first culture is not a strategy; it is the way we should execute our business. Start by taking personal responsibility to provide the best guest service in the industry. Together, we can accomplish this by delivering what our guests want: quality products; fast, friendly service; and a clean restaurant. Quality products are prepared using the proper systems and recipes the way the guest ordered it. Friendly service starts with you - a warm greeting, a smile, and a thank you go a long way. A clean restaurant provides the guest with the atmosphere they want. Let's make their day ... every guest, every day.
RESPONSIBILITIES INCLUDE (but not limited to)
- Recruit, hire, train and develop their employees
- Communicate job expectations to their employees
- Plan, monitor, appraise and review their employees’ job performance
- Provide coaching and feedback; disciplines when appropriate
- Create and maintain a guest first culture in the restaurant
- Ensure all shifts are appropriately staffed with qualified Team Members to achieve guest service goals
- Maintain safe, secure, and healthy environment by following and enforcing safety, food safety, and sanitation guidelines; comply with all applicable laws
- Ensure Brand standards and systems are executed
- Prepare and complete action plans; implement production, productivity, quality and guest service standards
- Complete audits and implement plans to drive system improvements
- Control costs to help maximize profitability
- Execute all in-restaurant marketing promotions in a timely manner
- Execute new product roll-outs including team training, marketing and sampling
- Set sales goals and track results
REQUIREMENTS –
- Must be able to lift a minimum of 30 lbs
- Must be able to stand for 6+ hours at a time
- Must be 18+ years or older
- Must be authorized to work in the U.S.
- Fluent in English
COMPETENCIES
Guest Focus:
- Understands and exceeds guest expectations, needs and requirements
- Develops and maintains guest relationships
- Displays a sense of urgency with guests
- Seeks ways to improve the guest experience; asks questions, commits to follow-through
- Resolves guest concerns in a timely fashion
- Touches tables in the restaurants, speaks to guests and asks for feedback on how they can improve their restaurant operations
Passion for Results:
- Sets and maintains high standards for self and others, acts as a role model
- Consistently meets or exceeds goals
- Contributes to the overall team performance; understands how his/her role relates to others
- Sets, prioritizes and maintains focus on important activities
- Reads and interprets reports to establish goals and deliver results
- Seeks ideas and best practices from other individuals, teams, and networks and applies this knowledge to achieve results
Problem Solving and Decision Making:
- Identifies and resolves issues and problems
- Uses information at hand to make decisions and solve problems; includes others when necessary
- Identifies root cause of a problem and implements a solution to prevent from recurring
- Empowers others to make decisions and resolve issues
- Identifies obstacles and eliminates road blocks
Interpersonal Relationships & Influence:
- Develops and maintains relationships with team
- Operates with integrity; demonstrates honesty, treats others with respect, keeps commitments
- Remains positive in high tension situations
- Encourages collaboration and teamwork
- Leads others; negotiates and takes effective action
Conflict Management:
- Seeks to understand conflict through active listening
- Recognizes conflicts as an opportunity to learn and improve
- Resolves situations using facts involved, ensuring consistency with policies and procedures
- Escalates issues as appropriate
Developing Direct Reports and Others:
- Works collaboratively with employees to create individual development plans to strengthen employee’s knowledge and skills
- Regularly discusses progress towards goals, reviews performance and adjusts development plans accordingly
- Provides challenging assignments for the purpose of developing others
- Uses coaching and feedback opportunities to improve performance
- Identifies training needs and supports resources for development opportunities
Business and Financial Acumen:
- Understands guest and competition; translates and applies own expertise to address business opportunities
- Approaches situations with an innovative mind and looks beyond the obvious to deliver solutions and implement change
- Has a working knowledge of profit and loss and other key financial measurements in order to identify business trends, make adjustments accordingly and set goals and teaches others
- Understands, analyzes and communicates the key performance/profit levers and manages to these measures
WHAT WE OFFER
- We are a family owned and operated business.
- With 200+ restaurants in our network you will have the opportunity to grow internally and learn new skills
- Competitive salary
- Health insurance
- 401k per company policy
- Two weeks of vacation
- Life/disability insurance
- Outings, recognition contests
- Employee discounts and discounted pet insurance
- Complimentary and discounted meals
- Monthly Bonus Plan
“With 200+ locations in 6 states, Cafua Management Company is one of the largest private Dunkin Donuts franchise in the US with a People First culture. You are applying to work with a franchisee of Dunkin' Donuts, not Dunkin' Brands, Inc., Dunkin' Donuts or any of their affiliates. If hired, Cafua Management Company will be your only employer”
Cafua Management Company is an equal-opportunity employer and complies with all applicable federal, state, and local laws regarding nondiscrimination. We are committed to providing equal employment opportunities to all individuals regardless of race, color, religion, sex, national origin, age, disability, marital status, sexual orientation, gender identity, genetic information, military/veteran status, or any other basis prohibited by applicable law.
If you believe you have been discriminated against or have concerns about the company's compliance with EEOC guidelines, please contact our Human Resources department at HR@Cafuamanagement.com.
INTRODUCTION
A Restaurant Manager is responsible for the development of their team by providing strong, positive leadership and constructive feedback. They are responsible to deliver a great guest experience using an operational excellence model which contributes to profitable top line sales. They are responsible for the overall operation of the restaurant according to Dunkin’ standards, franchisee standards and in compliance with all applicable laws.
Guest First Culture
Embracing a guest first culture is not a strategy; it is the way we should execute our business. Start by taking personal responsibility to provide the best guest service in the industry. Together, we can accomplish this by delivering what our guests want: quality products; fast, friendly service; and a clean restaurant. Quality products are prepared using the proper systems and recipes the way the guest ordered it. Friendly service starts with you - a warm greeting, a smile, and a thank you go a long way. A clean restaurant provides the guest with the atmosphere they want. Let's make their day ... every guest, every day.
RESPONSIBILITIES INCLUDE (but not limited to)
- Recruit, hire, train and develop their employees
- Communicate job expectations to their employees
- Plan, monitor, appraise and review their employees’ job performance
- Provide coaching and feedback; disciplines when appropriate
- Create and maintain a guest first culture in the restaurant
- Ensure all shifts are appropriately staffed with qualified Team Members to achieve guest service goals
- Maintain safe, secure, and healthy environment by following and enforcing safety, food safety, and sanitation guidelines; comply with all applicable laws
- Ensure Brand standards and systems are executed
- Prepare and complete action plans; implement production, productivity, quality and guest service standards
- Complete audits and implement plans to drive system improvements
- Control costs to help maximize profitability
- Execute all in-restaurant marketing promotions in a timely manner
- Execute new product roll-outs including team training, marketing and sampling
- Set sales goals and track results
REQUIREMENTS –
- Must be able to lift a minimum of 30 lbs
- Must be able to stand for 6+ hours at a time
- Must be 18+ years or older
- Must be authorized to work in the U.S.
- Fluent in English
COMPETENCIES
Guest Focus:
- Understands and exceeds guest expectations, needs and requirements
- Develops and maintains guest relationships
- Displays a sense of urgency with guests
- Seeks ways to improve the guest experience; asks questions, commits to follow-through
- Resolves guest concerns in a timely fashion
- Touches tables in the restaurants, speaks to guests and asks for feedback on how they can improve their restaurant operations
Passion for Results:
- Sets and maintains high standards for self and others, acts as a role model
- Consistently meets or exceeds goals
- Contributes to the overall team performance; understands how his/her role relates to others
- Sets, prioritizes and maintains focus on important activities
- Reads and interprets reports to establish goals and deliver results
- Seeks ideas and best practices from other individuals, teams, and networks and applies this knowledge to achieve results
Problem Solving and Decision Making:
- Identifies and resolves issues and problems
- Uses information at hand to make decisions and solve problems; includes others when necessary
- Identifies root cause of a problem and implements a solution to prevent from recurring
- Empowers others to make decisions and resolve issues
- Identifies obstacles and eliminates road blocks
Interpersonal Relationships & Influence:
- Develops and maintains relationships with team
- Operates with integrity; demonstrates honesty, treats others with respect, keeps commitments
- Remains positive in high tension situations
- Encourages collaboration and teamwork
- Leads others; negotiates and takes effective action
Conflict Management:
- Seeks to understand conflict through active listening
- Recognizes conflicts as an opportunity to learn and improve
- Resolves situations using facts involved, ensuring consistency with policies and procedures
- Escalates issues as appropriate
Developing Direct Reports and Others:
- Works collaboratively with employees to create individual development plans to strengthen employee’s knowledge and skills
- Regularly discusses progress towards goals, reviews performance and adjusts development plans accordingly
- Provides challenging assignments for the purpose of developing others
- Uses coaching and feedback opportunities to improve performance
- Identifies training needs and supports resources for development opportunities
Business and Financial Acumen:
- Understands guest and competition; translates and applies own expertise to address business opportunities
- Approaches situations with an innovative mind and looks beyond the obvious to deliver solutions and implement change
- Has a working knowledge of profit and loss and other key financial measurements in order to identify business trends, make adjustments accordingly and set goals and teaches others
- Understands, analyzes and communicates the key performance/profit levers and manages to these measures
WHAT WE OFFER
- We are a family owned and operated business.
- With 200+ restaurants in our network you will have the opportunity to grow internally and learn new skills
- Competitive salary
- Health insurance
- 401k per company policy
- Two weeks of vacation
- Life/disability insurance
- Outings, recognition contests
- Employee discounts and discounted pet insurance
- Complimentary and discounted meals
- Monthly Bonus Plan
“With 200+ locations in 6 states, Cafua Management Company is one of the largest private Dunkin Donuts franchise in the US with a People First culture. You are applying to work with a franchisee of Dunkin' Donuts, not Dunkin' Brands, Inc., Dunkin' Donuts or any of their affiliates. If hired, Cafua Management Company will be your only employer”
Cafua Management Company is an equal-opportunity employer and complies with all applicable federal, state, and local laws regarding nondiscrimination. We are committed to providing equal employment opportunities to all individuals regardless of race, color, religion, sex, national origin, age, disability, marital status, sexual orientation, gender identity, genetic information, military/veteran status, or any other basis prohibited by applicable law.
If you believe you have been discriminated against or have concerns about the company's compliance with EEOC guidelines, please contact our Human Resources department at HR@Cafuamanagement.com.
See all 75+ H-2B Visa Restaurant Jobs
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Get Access To All JobsTips for Finding Restaurant Jobs
Pull your O*NET occupation profile first
Restaurant workers fall under multiple SOC codes depending on your role. Check O*NET to confirm whether you're classified as a cook, food preparation worker, or server before applying, since your job title on the I-129 petition must match your actual duties.
Target employers with prior H-2B history
Seasonal restaurants and resort dining operations that sponsored H-2B visa workers in previous years already understand the DOL labor certification process. Search Migrate Mate to filter restaurant employers by verified H-2B visa filing history and identify which ones rehire returning workers each season.
Time your applications around the cap cutoffs
The 66,000-visa cap splits into 33,000 for each half of the fiscal year. Restaurant season peaks tend to align with the summer allocation, so employers who file closer to April 1 typically have better access to available numbers than those who file late.
Get a credential evaluation for foreign culinary training
If you completed culinary school or food service training outside the U.S., a credential evaluation from a NACES-member organization strengthens your petition. DOL labor certification requires demonstrating you meet the minimum qualifications listed in the employer's job order.
Confirm your employer has filed the temporary labor certification
Before accepting any offer, verify the employer has submitted a valid ETA-9142B to DOL and received certification. Without that certification, USCIS won't approve the I-129 petition, and you cannot legally work under H-2B status regardless of what the employer promises.
Ask about the three-day arrival window upfront
USCIS allows H-2B workers to enter the U.S. up to three days before the petition start date. Clarify your employer's expected start date and the actual petition dates in writing before booking travel to avoid arriving outside your authorized entry window.
Frequently Asked Questions
How do I find restaurant jobs that offer H-2B visa sponsorship?
Migrate Mate is the most direct way to find restaurant employers with verified H-2B sponsorship history. Most seasonal restaurant and resort employers don't advertise H-2B openings on general job boards because the DOL labor certification process requires them to recruit domestically first. Searching by visa type and job category on Migrate Mate filters results to employers who have actually filed H-2B petitions for food service roles in previous seasons.
How does the H-2B annual cap affect my chances of getting a restaurant job?
The H-2B program issues a maximum of 66,000 visas per fiscal year, split into two allocations of 33,000 each for October through March and April through September. Restaurant and hospitality employers targeting summer seasons compete for the same spring allocation, so petitions filed early in the filing window have better odds. If the cap fills before your employer's petition is processed, you'd need to wait for the next allocation or for any supplemental cap numbers that Congress or DHS may authorize.
Can I return to the same restaurant employer for a second H-2B season?
Yes, H-2B status can be extended or renewed if your employer re-files a new temporary labor certification and I-129 petition for the next season. Returning workers are often preferred because employers don't have to retrain them, but the full DOL certification process still applies each year. Your cumulative time on H-2B status cannot exceed three years without departing the U.S. for at least three uninterrupted months before re-entry.
Does my restaurant employer need to pay for my flights and housing under H-2B?
DOL rules require H-2B employers to reimburse inbound transportation costs if you complete at least half the contract period, and return transportation if you complete the full contract. Housing is not automatically required for non-agricultural workers the way it is under H-2A visa, but many seasonal resort restaurants provide housing as part of the offer. Confirm these terms in your job offer before your employer submits the labor certification to DOL.