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The Financial Analyst conducts quantitative analysis and reporting affecting any financial data within the enterprise. Analytical, Critical Thinking, Decision Making, Detail-Oriented, Microsoft Excel, Microsoft Office, Microsoft PowerPoint, Oral Communications, Written Communication.
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Reporting to the Associate Director of Operations and Marketing, the Administrative Assistant will support areas including general department coordination, event logistics, communications, and data analytics.
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Clear and effective written and verbal communications and a professional presentation. Posting Details Position Information Title Administrative Assistant Department Career Development and Student Success Regular or Temporary Regular Hours Per Week 35 FLSA Determination Non-Exempt Weeks Per Year 52 Open Date 02/21/2024 Open Until Filled Yes Full or Part Time Full Time Position Summary Trinity College seeks a staff that reflects the changing demographics of our student body.
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Case management including client and pro bono attorney communications, ensuring organizational compliance, proper case closure and reporting requirements. A paralegal on this team will assist with the day-to-day activities of the Pro Bono team such as case management, attorney support, volunteer management, and outreach events as needed.
Full-timeExpandApply NowActive JobUpdated 21 days ago - UpvoteDownvoteShare Job
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Supervisory responsibilities for two exempt staff: OCAS Manager, Systems Manager, Indirect reports include Program Support Supervisor 2, Communications Consultant 2, Office Assistant 3, 5 Housing Information Desk student staff, 20 Housing Ambassador student staff, 4 Graphic Design student staff.
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Reporting to the Senior Director of Leadership Communications and Engagement and working closely with the Senior Speechwriter, the Senior Writer will be a critical member of the writing team in the Office of the President that is responsible for telling the story of Johns Hopkins University, the nation's first research university, and conveying the priorities of the President to a broad array of national and local audiences.
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Reporting to the Vice President and Chief Communications and Marketing Officer, the Associate Vice President for University Communications will lead a team of more than 45 skilled professionals across storytelling and research communications, media relations, internal communications, social media, executive communications, state impact communications, and unit-level communications efforts regarding information technology, human resources and IU Global.
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Roughly one third of all Hampton students pursue a course of study in the School of Liberal Arts and Education, with strong enrollment in the Schools of Science and Business, the Franklin W. Olin School of Engineering and Technology, and the Scripps Howard School of Journalism and Communications.
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Reporting to the head of HR and Leadership Communications, this individual will be responsible for supporting the company's newest Leadership Communications program and provide a variety of internal and external communication tasks for the Senior Vice President and Chief Human Resources Officer.
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The Administrative Associate provides general office support, with a variety of administrative and communications related tasks on a part-time basis so that all advisory team members can effectively execute on roles in client financial advisory relationships.
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POSITION SUMMARY: The Operations Manager shares the responsibility of overseeing the complete venue in regards to staff management, money management, reporting, sales goals, inter-office communications, and must uphold company policies and procedures at all times.
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Provides clear and organized status reporting on key project areas to be used as external communications to stakeholders. Coordinates team members to gather information and prepare organized, consistent, and accurate status reporting.
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Reporting directly to the Executive Director (ED), the Chief of Staff (CoS) will be responsible for the coordination of the essential business activities of the organization (talent, budgeting/planning, communications, performance management, data/impact reporting, compliance, culture, etc.
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This is an individual contributor role that will report to a Director on the Accelerator Team but will operate in a matrixed reporting environment. Synthesize quantitative and qualitative data to incorporate in communications to a range of stakeholders (e.g., from mid-level to senior executives.
$113,100 - $147,100 a yearFull-timeExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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This is a brand-new position, reporting to the Chief Communications Officer, with a dotted line to the Senior Vice President of Broadcasting, and is an on-site position based in Salt Lake City, Utah.
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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.