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Provide DIY service including battery installation, testing, wiper install, etc. With over 5,100 stores in the United States, Canada, Puerto Rico and Virgin Islands, we are a leading automotive aftermarket parts provider.
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Ability to execute and train all store operational processes and procedures, and testing and diagnostic equipment for DIY services. The role requires understanding of store systems, automotive systems, parts knowledge and has the ability to identify, troubleshoot and project assist for DIY. Responsible for developing and maintaining Professional Customer relationships and program growth.
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Our Mercedes-Benz Research and Development, Inc. Long Beach office is looking for a Charging NACS (North American Charging Standard) Integration Test Engineer to support our headquarters in the development and release of hardware and software for Battery Electric and Plug-in vehicles.
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SpeeDee swiftly grew into a quick lube and automotive tune-up service business, and by the mid-90s, SpeeDee had added complete brake service and grown to a full-service auto maintenance and repair facility.
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Working knowledge of automotive systems preferred. The employee is also occasionally exposed to moving mechanical parts; high, precarious places; toxic or caustic chemicals; risk of electrical shock; explosives; and vibration.
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The role requires understanding of store systems, automotive systems, parts knowledge and has the ability to identify, trouble shoot and project assist for DIY. Responsible for developing and maintaining commercial customer relationships and program growth.
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Coach all Team Members to deliver on Customer expectations (DIY and Professional) Advance Auto Parts. The average schedule is 5-6 days a week, 11 hour shifts, including rotating nights and weekends, with an hour for lunch.
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Speak and write English (Spanish a plus); communicate effectively and build strong relationships with Customers, peers and upper management. High school diploma or general education degree (GED), Bachelors degree in business or a related area preferred.
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Embrace diversity and foster a respectful environment for both Customers and Team Members. Selection, hiring, development, performance mgmt., coaching, scheduling and engagement of store Team Members. Ability to work an assortment of days, evenings and weekends as needed.
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At Advance Auto Parts we have a passion for YES. Each day we are motivated by a passion to help our Customers. With opportunities ranging from our front lines in our Stores to our Distribution Centers to our Corporate Support Center and our rapidly growing Professional Business, we have the career for you.
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General Manager II Store 4399 Spartanburg SC page is loaded. General Manager II Store 4399 Spartanburg SC. Successful experience managing profitability; proven financial and business acumen. Ability to become ASE P2 certified or ASE ready equivalent.
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Use Microsoft software effectively (Word, Excel required; PowerPoint preferred) 2-3 years of experience managing a team of 10 - 20 Team Members in a fast-paced and highly dynamic retail environment. ASE certification preferred, but not required.
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A General Manager must be committed to inspiring our team, helping our Customers succeed and growing our business with integrity. Position is eligible for sales commission based on individual or store performance.
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Is accountable for achieving financial metrics and maintaining service and appearance standards. Manager on duty responsibilities (touch base/coaching, floor/phone mgmt., task assignment and completion, safety, open/close duties.
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3 - 7 years of experience in a product management role in the automotive aftermarket industry, automotive battery business experience preferred. Our Automotive Aftermarket division provides diagnostic and repair shop equipment, spare parts, and repair solutions for passenger cars and commercial vehicles worldwide.
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battery automotive diagnostic jobs
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.