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The Watershed Institute, a dynamic and multifaceted nonprofit conservation organization seeks a talented, full-time Senior Director of Finance and Operations who is passionate about environmental conservation and has experience in managing organization-wide operations.
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The Vice President, Finance and Operations serves as the chief business and financial officer of a college, reporting directly to a College President within the City Colleges of Chicago (CCC) district of seven colleges.
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The Business Manager provides administrative, financial support services and analysis for the Operations and Sales teams. Monitor internal control environment compliance and identify gaps for local management team including Finance Manager.
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Is seeking a dynamic Compensation and Benefits Manager for their Macon, Georgia area based operations. The Compensation and Benefits Manager responsibilities include researching employee motives, implementing appealing rewards and tailoring benefit programs based on staff needs.
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Sales Manager, General Sales Manager, Automotive Sales Manager, Dealership Sales Manager, Finance Manager, Finance and Insurance Manager, Subprime Manager.
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Reporting to the Head of Ops, you will help build and maintain various processes across People Operations, Finance, and Operational Strategy that contribute to our company's growth and success.
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The Procurement Manager I will report to the Division of Procurement Services in Central Office Administration - Finance & Operations (F&O) and will serve as an experienced procurement consultant to various DHEC regions, programs, and Central Office to assist with the formulation of procurement and contract requirements.
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Familiarity with D365 - Finance & Operations, Avalara, and Sage. The Tax Manager is a full-time position that will report to the Finance Director. The Tax Manager will be hands-on and responsible for timely and accurate reporting and filing of all tax requirements and will ensure that efficient and effective processes are in place to maintain compliance.
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The Demand Planning Manager oversees the daily operations of the demand planning department team members as they analyze customer and vendor demand to develop and fine tune forecasts.
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Summary: The Cost Accounting Manager will serve as the key finance business partner to the Plant Manager and extended Operations team, and will lead all planning, financial analysis, cost accounting, productivity, delivery and inventory controls.
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Modeling our core values to lead with service, respect all people, build community, and deliver results the Director of Finance will play a pivotal leadership role in managing the financial operations of Habitat for Humanity Seattle-King & Kittitas County (HHSKKC.
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Role Overview: In this role, the Global Treasury Manager will serve as an integral part of the Finance Team and apply their strategic, financial, and business acumen to deliver against business objectives including cash management, banking relationships, treasury operations, debt management, cash deposits, and forex.
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Reporting to the Manager of Payroll Operations, Tribal Finance, the Workday Payroll Analyst is responsible for system-related processes such as configuration, analysis, reporting, testing, IT and HRIS interfacing, technical support, and overall administration and establishing new entities within the payroll software.
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The Manager of Finance is a key strategic team member reporting to the VP, Finance, to manage all financial reporting and analytics functions for four service lines: Accountable Care Organization, Telemedicine, Advisory Services and Value-Based Care. In line in collaboration with the business leadership and other centralized functions such as accounting, revenue cycle, corporate finance, IT, etc.
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The Safety, Compliance and Risk Manager reports to the Vice President of Operations and works closely with the Warehouse & Facilities Manager, Transportation Manager, Finance and People and Culture teams.
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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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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.
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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.
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.