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Promoting a culture of accountability to meet or exceed the stores goals related to retail and service sales, guest loyalty (including credit), payroll, omni-channel, and retail shrink. Financial management: success with driving top-line sales, interpreting reporting data, managing payroll budgets, and controlling expense.
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Benefits : Deft’s total benefit package is highly competitive, designed to support your success at work, at home, and at play – and includes, Flexible Time Off, RTA and CTA Transit Benefits, 401k with 4% employer match, free employee collocation and cloud account, technology allowance program with monthly payroll reimbursement, Life Insurance/Long Term Disability, Health Insurance with HRA/HSA Options, Vision Insurance, Dental Insurance, and a fun and casual work environment.
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Directs the preparation of all federal, state and local tax returns including income tax, property tax, sales & use tax, payroll tax, and any other tax reporting requirements including quarterly SEC reporting, compliance, and annual reports.
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HR Business Partner Support: Assist with general teammates inquiries, such as compensation, payroll, and benefits questions. Physical Effort: It is necessary to walk through a variety of facilities including Sales Branches, Manufacturing Facilities, Warehouses, Fleet and Equipment Services Centers and in the trade.
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At Grundfos your Personal Data will be available to and processed by HR professionals in the relevant Grundfos HR department(s), Payroll, IT, Service Desk and other departments involved in administering the recruitment program.
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Proven track record of success in HCM or Payroll sales, with at least 5 years of experience in a senior sales management role with proven success in quota attainment. Founded in 1998 and headquartered in Rockville, MD, Payroll Network has been recognized by The Washington Post and Washington Business Journal as a Top Workplace award and is a proud supporter of the Cameron K. Gallagher Foundation helping to raise awareness about teenage depression and anxiety.
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Responsible for maintaining payroll and the Time/Attendance system, process paychecks according to schedule, 401k, HRA, FSA, garnishment payments and understanding all aspects of payroll regarding payroll tax laws and regulations.
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Support sales efforts as directed by the Regional Vice President and the corporate sales organization. Protect the companys financial assets by properly administering company policies and procedures for handling cash, credit card, accounts payable, accounts receivable, payroll and all other financial transactions.
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Complete processes as appropriate and act as a liaison with other company functions and departments, including but not limited to: Health and Safety, Accounting/Finance, Human Resources, Payroll, Sales, Workers Comp, Purchasing, Engineering, Conference Services, Marketing.
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Job Segment: Real Estate, Realtor, Accounting, Payroll, Sales, Finance, Automotive. Analyze RE Tax Deposit balances and prepare reconciliations for each shop annually and for shop sales, as needed.
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Leverage store forecast and payroll budgets to support with store scheduling needs and communicate the needs to the GM to maximize productivity, achieve sales and payroll goals, and complete workload (e.g., omni-channel, shipment, replenishment, markdowns, and price changes) on time, and within the payroll budget.
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EPS is hiring for an Income & Indirect Tax Accountant, who will be responsible for a) maintaining the Sales & Use Tax compliance process, b) working on income tax compliance and provisions and c) researching and responding to tax notices (income, sales and payroll tax.
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Strong understanding of financial data analysis tools and payroll systems such as Lawson, Kronos, Oracle Financials, Hyperion Essbase, Tableau, or OBIEE is preferred. All non-sales roles participate in an annual cash bonus program, while sales roles have an incentive plan.
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This person will be responsible for leading the demand generation efforts for the West coast sales team at Alight, and will work cross-functionally with sales, business development, and other marketing teams to build and execute robust, persona-centric sales plays and integrated marketing programs to drive net new logo opportunities and expand business within Alights customer base.
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Apply GAAP, IRS (i.e. FSBs, GAS, 1099 and W-2 tax law, sales and use tax law, unclaimed property law, STARK law, payroll tax law, etc.) Apply GAAP, IRS (i.e. FSBs, GAS, 1099 and W-2 tax law, sales and use tax law, unclaimed property law, STARK law, payroll tax law, etc.
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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.