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Makes adjustments in household budget and spending as directed by the Chief Financial Officer, Chief Program Officer or Chief Executive Officer; Sets up MARs monthly and checks for accuracy, keeping all staff and the pharmacy informed of changes.
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In support of IU Bloomington's Chief Academic Officer, the Office of the Provost provides strategic vision, academic leadership, and operational support for faculty and student initiatives that enhance education, research and creative activity, and service.
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This position reports to the Chief Financial Officer and serves as a member of senior staff. Acts as a liaison for department directors and managerial staff for current and future hardware and software needs to include project research, timelines, specifications; budgetary impact; and outside consultant selection and management of work efforts.
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The position functions as the liaison between the facility/regional Medical Staff and Chief Executive Officer. In addition to the regional responsibilities, the Chief Medical Officer (CMO) will support System-level initiatives as they relate to the region or to CHRISTUS Health on a strategic level.
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The Executive Director will report directly to the Senior Vice President and Chief Operating Officer, Corporate Partnerships, and will have accountability to certain other administrative/executive representatives of SRALAB and ABMC. In addition, the Executive Director will be accountable to the Oversight/Governing Committee of the SRALAB Partnership.
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Hold regular meetings with the CEO/President, Chief Medical Officer and other Hospital leadership to discuss Hospitalist Program goals, accomplishments and ways the Hospitalist Program can help accomplish the needs of the Hospital and the Medical Staff.
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The Communications Director reports directly to the Chief Strategy & Public Affairs Officer, manages communications staff, and provides leadership, supervision, and oversight of the organization s communications, public relations, and earned media strategies.
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Community Council of Greater Dallas is seeking an experienced grant writer who can prepare bids, proposals and/or applications on potential Federal and non-federal awards or projects that support the mission of Community Council, and, with the assistance of program staff, develop data necessary to support the bids or proposals.
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BlueWater Federal is looking for Project Manager to support The U.S. Department of Transportation’s (DOT) Office of the Chief Information Officer (OCIO). This program will provide on-site support for the daily operations and maintenance of the DOT web platform on the Office of the Secretary of Transportation’s Drupal Content Management System (CMS.
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Oversees regulatory compliance in partnership with the Chief Regulatory Affairs Officer, across all Temple campus', including but not limited to Temple University Hospital, Northeastern Campus, Episcopal Campus, Jeanes Campus and Temple outpatient clinics.
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Oversee the Chief Operating Officer in the human resources activities of hiring and development that promote fairness, team achievement philosophy, and a non-discriminatory philosophy to create and maintain a positive and productive work environment.
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Under the direct supervision of the Associate Dental Director and the general supervision of the Chief Integration Officer, the Dental Assistant Supervisor (DAS) is responsible for supervising all dental auxiliary staff, as well as support dentist's chair-side.
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The Commercial Loan Officer reports to the SVP & Commercial Loan Manager and collaborates closely with key personnel, including the SVP & Chief Commercial Banking Officer, Loan Administration Staff, Credit Department Staff, and other key stakeholders.
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Vice President and Chief Human Resources Officer Reporting to the Executive Vice President and Chief Financial Officer, the Vice President, Chief Human Resources Officer (VP/CHRO) will lead the human resources function in cultivating and enhancing a culture of cohesion and collaboration, employee excellence, engagement, and leadership for the Reynolda Campus.
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Supervisor: Kathleen M. Flynn, Chief Operating Officer. The Operations Specialist reports to the Chief Operating Officer. Exceptional written, oral, and interpersonal skills; ease and confidence interacting with a variety of stakeholders, including clients, staff, board members, partners, members, vendors, donors, and complainants.
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Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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.