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Other assigned qualifications by the Regional Safety Manager or Director of Safety. Review weekly Ops Reports for safety planning purposes with Regional Safety Manager. The Area Safety Manager will report to the Regional Safety Manager or other assigned department senior manager.
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All other assigned responsibilities by Regional Safety Manager, or other assigned department senior manager. Participate in parent company-level safety audits across the organization and coordinate corrective actions feedback to the Regional Safety Manager and Operations Manager.
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As assigned by Regional Safety Manager, will make sure investigations, corrective actions, and safety planning are purposeful, complete, and supported. Coordinate, manage, and respond to OSHA agency-level audits as directed by the Regional Safety Manager or other department Senior Managers.
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Manage training instruction and scheduling as directed by the Regional Safety Manager. Shall ensure timely notifications for serious events are made to the Regional Safety Manager and operation leaders.
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Coordinate injury management through Workmans Compensation Manager and assist in establishing area injury management resources and relationship building as assigned by the Regional Safety Manager.
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All other assigned responsibilities by Area Safety Manager, Regional Safety Manager, or other assigned department senior manager. Complete a monthly expense report for the company Purchasing Card and submit Purchase Card activity monthly to Regional Safety Manager.
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Participate in parent company level safety audits across the organization and coordinate corrective action feedback to the Regional Safety Manager and operations management. Area Safety Manager Position will report to the Regional Safety Manager or other assigned department senior manager.
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5 years of experience as a Regional/District/Loss Prevention manager. Regional Loss Prevention Manager (Music and Arts) As our Regional Loss Prevention Manager, you will be responsible for.
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Participate in safety audits across the organization and coordinate corrective action feedback to the Regional Safety Manager and operations management. All other assigned responsibilities by the Regional Safety Manager or other assigned department senior manager.
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Sales Manager Regional Manager Agriculture Western Region Fertilizer Sales Manager Regional Manager Agriculture Western Region Fertilizer Sales Manager Regional Manager Agriculture Western Region Fertilizer Sales Manager Regional Manager Agriculture Western Region Fertilizer Sales Manager Regional Manager Agriculture Western Region Fertilizer Sales Manager Regional Manager Agriculture Western Region Fertilizer Sales Manager Regional Manager Agriculture Western Region Fertilizer.
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Sales Manager Regional Manager Agriculture Southern Region Fertilizer Sales Manager Regional Manager Agriculture Southern Region Fertilizer Sales Manager Regional Manager Agriculture Southern Region Fertilizer Sales Manager Regional Manager Agriculture Southern Region Fertilizer Sales Manager Regional Manager Agriculture Southern Region Fertilizer Sales Manager Regional Manager Agriculture Southern Region Fertilizer Sales Manager Regional Manager Agriculture Southern Region Fertilizer.
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The Regional Sales Manager (RSM) is responsible for growing the business within their designated region. Knowledge and experience selling plant nutrition, precision liquid in-furrow starters, folio fertilizers and micronutrients preferred.
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The Regional Airfreight Healthcare Product Manager – Europe is part of the Regional Airfreight team WEUR, reports to the Regional Head of Business and Product Development with a functional reporting line to the Global Airfreight Product Manager – Healthcare.
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Are you knowledgeable in plant nutrition products such as foliar fertilizers, in-furrow starters, and micronutrients? The New Ag Markets Business Unit sells liquid fertilizer into turf, specialty, international, and private label markets.
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Nachurs Alpine Solutions has manufacturing plants located in Garretson, SD, Marion, OH, Corydon, IN, Red Oak, IA, St. Gabriel, LA, New Hamburg, ON and Belle Plaine, SK. Built on quality, integrity, and innovation, we pioneered precision-placed liquid fertilizer in 1946 - formulated to meet the nutritional demands of crops and growing conditions on both sides of the border.
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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.