- UpvoteDownvoteShare Job
- Suggest Revision
As a SERE Deputy Program Manager, you'll lead instructional activities in various settings, ensuring alignment with SERE principles and DoD policies. SERE Deputy Program Manager.
Full-timeExpandUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
Summary: METI seeks a dedicated Contract Level Deputy Program Manager and Washington Office Director to lead and manage a team of highly skilled professionals in supporting U.S. Forest Service (USFS) Office of International Programs (IP) initiatives promoting sustainability, environmental conservation, climate resilience and Disaster and Humanitarian Assistance on a global scale.
$120,000 - $150,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
A Program Manager may act as a Deputy Program Manager on larger programs under the direction of a Senior Program Manager or Principal Program Manager.
$133,903 - $226,000 a yearFull-timeExpandUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
The case manager will participate in all mandatory program and division meetings and training, as assigned by his/her Manager, Associate Director, Deputy Director, and Division Director.
$23 - $25 an hourTemporaryExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Collaborate with the Deputy Chief Program Officer and managers in the Community Impact division to create continuous feedback loops with stakeholder groups to inform vertical resourcing leveraging a data-driven approach on projects of oversight.
ExpandUpdated 30 days ago - UpvoteDownvoteShare Job
- Suggest Revision
General Dynamics Mission Systems has an immediate need for a Senior Deputy Program Manager Engineering Tactical Radios. General Dynamics Mission Systems has an immediate need for a Senior Deputy Program Manager Engineering - Tactical Radios.
$152,367.41 - $169,032.59 a yearExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Prepares and monitors the Fire Rescue Services capital improvement program, based on input from the input from the Fire Chief and Deputy Fire Chief; Responsible for capital asset tracking program.
ExpandUpdated 27 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Your Role : Supports the QA/QC Manager overseeing and directing the QA/QC program for the OU. Serves as the Quality Assurance Manager on multiple contracts Evaluates and ensures implementation of the QA/QC Program that is relevant to each client-, program-, and project-specific requirements.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Work with the Commandant's office Manager to develop community service/fundraising opportunities and manage the Cadet Scholarship Program. Additional areas of responsibility include recruitment strategic planning and execution, enrollment management, oversight of cadet's academic progress, oversight of the Corps of Cadets website and social media, fundraising, and direct oversight of all Corps of Cadets scholarship funds, Federal Work Study program, and cadet sponsorship program.
ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
- Suggest Revision
INFORMATION SERVICES DEPUTY PROGRAM DIR - 37010253 (Working Title: Information Security Manager) Working Title: INFORMATION SERVICES DEPUTY PROGRAM DIR - 37010253 (Working Title: Information Security Manager.
ExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
- Suggest Revision
Assists the Pm in establishing and maintaining relationships with Army installation government civilian EFMP Program Managers and ACS Staff. EFMP is a mandatory enrollment program that works with other military and civilian agencies to provide comprehensive and coordinated community support, housing, educational, medical, and personnel services to Families with special needs.
Full-timeExpandUpdated 27 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Under the supervision of the Senior Manager for Mental Health Services, the Mental Health Program Manager (Incumbent) will perform professional and administrative work managing and coordinating the Trauma Recovery Center (TRC), Trauma Prevention Partnerships (TPP), and the Homeless Treatment Program), provide non-clinical supervision and oversight of staff connected to TRC, HTP, and TPP.
$3,750 - $5,500 a monthFull-timeExpandUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
The Deputy Director will supervise a Program Manager to oversee the day-to-day program management of the Office's Criminal Justice Investment Initiative (CJII), a $250 million investment in community-based crime prevention and criminal justice system reform and provide support to the Pathways to Public Safety Division, which oversees diversion and specialized Court parts, community-based crime prevention, and reentry strategies.
ExpandUpdated 27 days ago - UpvoteDownvoteShare Job
- Suggest Revision
At least five years of AML/CTF and sanctions experience, including experience in a mid-level or supervisory AML role such as AML Manager or Deputy AML Officer. As the Deputy AML Officer , you’ll assist our AML Compliance Officer manage the firm’s AML/CTF and sanction screening program.
Full-timeExpandUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
The Leidos National Security Sector is seeking a Deputy Program Manager to lead the Counter-Weapons of Mass Destruction (WMD) Analysis Cell in Reston, Virginia. Perform duties under the strategic and operational vision of the Program Manager.
Full-timeExpandUpdated 27 days ago
deputy program manager jobs
FEATURED BLOG POSTS
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.
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.