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The Safety Manager is responsible for training and educating team members and driving the Company's safety culture by demonstrating commitment to an injury-free environment through personal actions and mentoring others.
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Assisting with recruitment by carrying out effective interviews; the induction, training and development of new staff; scheduling the store team; holiday planning and attendance management; and where appropriate assisting the Store Manager with investigations and team member reward and recognition.
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There are discounts on personal training, apparel, shake bar & Edge Kids! Team builders, Leadership and Development training, all opportunities to advance! Reimbursed training certifications.
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As a world leader in the semiconductor industry, Micron is dedicated to your personal wellbeing and professional growth. Proven experience in EHS, project management, sustainability initiatives, training management, and ISO system management.
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We're committed to fostering and advancing diversity and inclusion in our own workplace and beyond by ensuring every individual within our firm has a number of opportunities to grow professionally and personally, from our training and development opportunities and firmwide networks to benefits, wellness and personal finance offerings and mindfulness programs.
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We proudly partner with community organizations that provide financial literacy, job training, small business support, and affordable housing to help improve the communities where we live and work.
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Reviews all safety areas to review policies determine causes identify corrective actions and conducts training in areas such as: ergonomics emergency response team lockout tag out hazard communication and personal protective equipment.
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Partners with the Sales Floor Supervisor and General Manager on training compliance. JCPenney offers a broad portfolio of fashion, apparel, home, beauty, and jewelry from national and private brands and provides personal services including salon, portrait and optical.
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Acts as main sales manager and sales trainer by identifying training needs and providing ongoing training, coaching, and role-playing opportunities to the team as neededSales management duties include management and motivation to set, achieve, and exceed personal, team, and individual membership sales and retail sales goals.
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Follow all food and personal safety rules and regulations in respect to GMP’s, OSHA, HACCP, the Global Food Safety Initiative, the US FDA Food Safety Modernization Act as stated in the FS&Q Statement, and sanitation guidelines as set forth by the company as listed in Corporate Health, Safety & Environmental (HSE) and attend all required training sessions.
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CAPM, PMP, Prince or similar Project Manager certification is preferred but not required. Bachelor's degree in computer science, management information systems or business administration or the equivalent combination of education, training, or work experience.
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Ensure plant personnel receive training in essential areas such as emergency response team procedures, lockout/tagout protocols, hazard communication, and personal protective equipment usage.
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EMBRACE PERSONAL TRAINING, EDUCATION AND DEVELOPMENT: Attend and participates in all training, guest service and sales meetings, as scheduled Mentor and coach peers as needed Communicate new procedures and expectations to peers Learn changes/new skills Secret Shops will be conducted to ensure selling skills are demonstrated according to company structured selling methods.
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Our exclusive Holistic Financial Coach Program is open to Financial Professionals meeting the required production level, manager approval, additional training time and cost. Create your own schedule and balance the demands of personal and professional life.
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The Master Service Technician is also responsible for setting goals for personal service improvement, and monitor progress against customer satisfaction index numbers and production numbers as provided by the Service Manager.
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FEATURED BLOG POSTS
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.
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.