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Manages the Customer Service and Cashier teams, driving compliance to company policies and standards, safekeeping of company funds and property, asset protection, sales, and record keeping procedures.
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Proficient in the following areas of restaurant functions: food planning and preparation, purchasing, sanitation, security, company policies and procedures, personnel management, record keeping and preparation of reports.
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Communicate IT record keeping needs to informatics pharmacist(s) as needed to maintain compliance based on regulatory standards. Provide accurate record keeping and documentation for dispensing activities in compliance with regulatory standards.
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Scheduling, PM Management, Accurate Documentation and Record keeping, KPI Measurement, and Continuous Improvement. Demonstrate teams compliance with OSHA and Mitsubishi Global Safety Policy’s.
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Oversee record-keeping, data management, and compliance with company and FedEx Ground regulations. Clean Driving Record: Required for potential on-the-road assistance. Facilitate regular communication, addressing concerns, ensuring compliance with company policies, and recognizing outstanding performance.
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Responsibilities: Manages the Customer Service and Cashier teams, driving compliance to company policies and standards, safekeeping of company funds and property, asset protection, sales, and record keeping procedures.
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Under the direct supervision of the Deputy Superintendent for Administration and Finance, The Human Resource Director ensures all duties and responsibilities associated with employee recruitment, hiring and exiting processes, staff retention programs, contract and employment law compliance, employee relations and conflict resolution, and human resource record keeping and reporting are performed timely, ethically, and with integrity.
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Record-Keeping: You'll maintain accurate records of visitor logs, phone calls, and other relevant information, ensuring confidentiality and compliance with company policies. Please email your information to Andree Frost, andree@stafffinancial.com as she is working directly with the hiring manager.
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Respond to walk-in traffic in property management officeo Manage all file-keeping in accordance with record retention policyo Review all vendor, tenant and retail COIs for compliance with building requirements and lease requirements.
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Responsible for keeping MPS in compliance with OSHA, DEP, DOL associated with plumbing failures and repairs. Responsible for maintaining all licenses and necessary training up to date and on record with MPS.4.
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Organize and maintain record keeping files ensuring appropriate file segregation particularly as it relates to compliance with HIPAA privacy rules. SAP, ADP WorkForce Now and OneStream, preferred.
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Inventory Control through cycle counts, batch log & MUS record keeping, and filling or transferring documentation. Understand and demonstrate compliance with HMIS, SDS's, HAZCOM, General Safety, Tank Markings, Plant Signage, HAZWASTE, LO/TO, PSM, PPE protocol, and proper housekeeping.
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Coordinate paperwork and record-keeping with the USDA Farm Service Agency. In this role, you will play a crucial part in the efficient operation of our office by managing the collection and assembly of cost data, processing payment application requests, and ensuring compliance with NRCS (Natural Resources Conservation Service) policies and procedures.
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Maintains accurate and organized documentation of all investigations, ensuring compliance with the team’s record-keeping requirements and facilitating regulatory reporting, criminal referrals, and civil litigation.
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Capture all associated time and parts into the CMMS program to maintain record keeping integrity for part’s inventory and man-hour reporting. Meet compliance with lock out / tag out (LOTO) and Arc Flash guidelines at all times.
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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
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.
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