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Reporting to a Director, Deputy Director, or Program Manager, oversee major aspects of Parks' forestry program, including but not limited to tree inspections and risk assessments, tree planting, sidewalk repair, construction project review and tree work permitting along streets and in parks.
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This includes review, editing, and feedback on new program concepts and technologies, new start briefs, new solicitations through Small Business Innovation Research/Small Business Technology Transfer (SBIR/STTR) and Broad Agency Announcements (BAAs.
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ICF is seeking an experienced Deputy Program Director to support key Federal Emergency Management Agency (FEMA) programs. Assist the Program Director in providing leadership for large, complex resilience programs including coordination with FEMA Headquarter and Regions, other federal agencies, and local communities.
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The Brand Marketing Manager reports directly to the Senior Director of Brand Marketing in implementing and reporting on the holistic brand marketing strategy with a focus on influencers, PR, partnerships and activations and organic social media.
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Works with the Mission Advancement Chief Development Officer and Marketing Director to develop a comprehensive community marketing, communications, and public relations program for parish outreach.
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This role is responsible for overseeing the public relations agency, developing and executing the brand strategy, driving lead generation, supporting policy communications, enhancing our customer experience program, and enhancing and executing on our community engagement program.
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Cayuga Centers operates in approximately eight states and twenty cities; the HR Director must learn our child services programming and develop a strong partnership with the program Deputies, the Leadership Council, the Associate CEO, and President/CEO.
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The Safety Risk Agency Manager will provide assistance to the Environmental Health, Safety and Risk Management Director in the implementation, coordination, and management of the comprehensive loss prevention program at Baton Rouge Community College (BRCC.
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Minimum of two (2) years full time or full time equivalent clinical experience in nursing, at least one (1) year of which shall be in a home health care agency or community health program that included care of the sick at home.
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EAC Network, a not-for-profit social service agency that empowers, assists, and cares for over 65,000 people in need through 100 programs across Long Island and NYC, seeks a Program Director to work full time for its Vocational Services Program.
$65,000 - $80,000 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago - UpvoteDownvoteShare Job
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Licensure/Certification Required:BLS certification (through an approved AHA program) &;Certified Phlebotomist Technician (CPT) or Registered Phlebotomy Technician (RPT) through anationally recognized accredited agency (i.e. AMT, ASCP, ASPT, AMCA)Skills Required:*Detail Oriented*Strong organizational skills*Ability to communicate effectively with others*Critical thinking skills*Testing personnel as a generalist or in a specialized area within the lab.
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Under the supervision of the Chief Nuclear Medicine Technologist, Director of Radiology, Chairman, or Manager, the nuclear medicine technologist performs nuclear medicine imaging procedures and related techniques resulting in the interpretation by, or at the request of, a licensed independent practitioner.
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You will supervise staff, run shifts, and assist the Program Director with development of programming for the house. You will be r esponsible for the daily operations of a group home, including supervision of staff, management of program budget, and assrance of quality milieu services.
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The Centralized hiring Program Director will provide training and auditing reviews at programs as well has hire into direct care and relief positions where designated. The Program Director contributes to Bay Cove’s mission by providing effective and compassionate services and through advocacy and leadership.
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Supports the Assistant Program Director, Program Director and Training Coordinator in identifying Shift Supervisor and Crisis Counselor training needs related to suicide prevention and crisis.
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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 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
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