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The primary responsibilities of our De Novo Finance Director will be around budgeting, forecasting, scenario analysis, reporting, financial analysis, new business case evaluation, site selection and ad hoc analyses for De Novo leadership team and SVP’s C-Suite executives.
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The Staff Accountant will assist the Director of Finance with accounting and HR procedures relative to the operation of the Sandler Center for the Performing Arts. This consists of providing support in maintaining formal accounting systems and administrative support to the Director of Finance and the General Manager.
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The Finance Manager reports directly to the General Manager and/or the General Sales Manager of the dealership as well as the GAMG Director of Finance.
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Provides timely forecast information to Hotel General Manager. Counsels the Hotel General Manager on existing and evolving operating/financial issues. The Director of Finance manages the day to day operation of the Accounting office.
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Reporting to the Director of Operations and working closely with other members of the NYCEEC team, the Operations Manager will play a significant role in NYCEEC's operations and administration, including playing an important role in supporting the company's fiscal operations, office administration, file management and other administrative activities.
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The ideal candidate will have excellent verbal and written communication, strong negotiations and vendor manager experience, the ability to analyze and communicate complex terms, margin structure and work well across other teams including Finance, Inventory Management, and Site Experience.
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We're currently looking for a General Finance Manager (Finance Director) with a strong background in the RV / Automotive business and expertise in team building and promoting profitability.
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Performs other duties as assigned by Director of Finance and Assistant Director of Finance. To provide the Owner, General Manager, and Langham with accurate, timely, and relevant financial data with which to manage the property.
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Element has an opportunity for a General Manager. Responsible to work with location support functions and systems including QA, Safety and Health, Sales and Strategic Accounts, Finance, Human resources, Business Improvement, and Service Excellence.
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Assist Director of Finance and support all Night Audit personnel, functions and reports. Primary point of contact for assisting in training and provide guidance to accounting staff in addition to the Director of Finance.
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The Finance Manager reports to the Chief Operating Officer and Director of Finance and Purchasing. The Finance Manager is responsible for the Finance and Accounting Department operations.
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Ensure overall guest satisfaction by attentive listening and then immediately resolving guest issues or elevating to the Director of Finance or General Manager. The Staff Accountant is responsible for assisting the Director of Finance and staff in maintaining accurate and timely financial reporting; ensuring acceptable levels of internal control; ensuring compliance with all federal, state, and local regulations and Highgate Hotels Standard Operating Procedures; and safeguarding owners/investors assets.
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The functional positions of Accounting Manager, General Accountant, Income Auditor, Accounts Receivable, Account Payable and Payroll Master will report into the Assistant Director of Finance.
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Reports to the Revenues Manager and Finance Director. Performs general administrative/clerical work as required, including but not limited to preparing reports and correspondence, entering and retrieving computer data, copying and filing documents, sending and receiving faxes, answering the telephone, etc.
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Responsibilities for this role include provision of leadership and expertise to all aspects of accounting, finance, and budgeting, The Manager will collaborate with the Director, Accounting-Controller to ensure all relevant regulatory standards, requirements, and internal controls are met.
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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.
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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.
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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?
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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.
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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.