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Lead the Information Security Governance Function's Change Management practices, ensuring the delivery of a consistent framework, supporting other pillars including, but not limited to, RCSA, Issues and Events, Controls Testing, GRC and Third Party Risk Management.
$129,100 - $229,925 a yearExpandUpdated 11 days ago - UpvoteDownvoteShare Job
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Review and analyze key performance and key risk indicator data as an output of the Information Security Metrics and Analytics team to identify performance and risk trends important to include in various senior leadership and board reporting including reports and dashboards for Board, Executives, CISO, and other ad-hoc requests.
$129,100 - $229,925 a yearExpandUpdated 11 days ago - UpvoteDownvoteShare Job
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This role reports directly to the VP of Ecommerce, and works closely with counterparts in Brand Marketing, Creative Services, Engineering and Product Management. Ensures an excellent digital customer experience through customer-centric design, content, navigation, architecture, branding, performance and functionality.
RemoteExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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Teaching responsibilities will be concentrated on agricultural resource management with an emphasis on beef cattle production and agricultural resource management practices currently employed in the cattle industry.
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The TCU College of Science & Engineering (CSE) encompasses 10 departments (Biology, Chemistry & Biochemistry, Computer Science, Engineering, Environmental Sciences, Geological Sciences, Mathematics, Nutritional Sciences, Physics & Astronomy, and Psychology) as well the Ranch Management Program, which offers both an undergraduate degree and a one-year certificate program.
ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Manage and administer cloud-based data platforms such as Snowflake and Redshift, ensuring high availability, scalability, and performance. Minimum of 5 years of experience in data management, data engineering, or related role.
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Quality/Performance Improvement, trauma patient care, project management, trauma programmatic experience; Previous Trauma Registry experience, knowledge of ICD coding AIS, ISS, and AAAM coding; EMS Experience Helpful; TNCC Provider/Instructor preferred.
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Experience using program management tools such as Earned Value Management System (EVMS), Integrated Master Plan (IMP), Integrated Master Schedule (IMS), and/or Risk and Opportunity Management.
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This role will help lead a cross-discipline team of more than 65 engineers executing all GNC, Simulation, Software, Firmware, SP algorithms, and simulation and performance tasks to ensure delivery of the missile system per program plan.
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The PG&C Center is currently hiring for a Senior Principal Systems Engineer to perform in the role of Deputy Systems and Performance IPT Leader for Airbreathing Missile Systems. The Deputy IPTL will lead the architecture of the High-Speed Air-Breathing Missile via System Performance Modeling, Simulation, and Analysis.
ExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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The IPT structure will be influenced by the IPTL in collaboration with the Program Management Office, the Program Chief Engineer Office, PG&C leadership for execution aligned with program technical, cost, and schedule plans.
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Frontier Management, LLC has an established Performance Based Bonus program for our communitys Marketing Director that incentivizes diligent efforts and outcomes, which positively impact the Company and its future, by striving to control costs, maintain high levels of resident satisfaction and reaching high census targets.
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Georgia-Pacific is searching for a Converting Performance Leader for the Broadway Mill located in Green Bay, WI. The Performance Leader is responsible for leading the development of the hourly operations employees' capabilities and performance management.
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Experience with IT Planning systems, such as Apptio (preferred) and Corporate Performance Management systems such as Anaplan, Adaptive Insights, Hyperion, NetSuite, etc, and strong aptitude to learn new systems and reporting/planning tools.
Full-timeExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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BRG Retail Performance Improvement practice specializes in providing strategic, operational, and financial advice to private equity firms, management teams, boards of directors, investors, hedge funds, and other lenders in a wide range of complex situations.
Full-timeExpandApply NowActive JobUpdated 3 months ago
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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.