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The Store Manager oversees and is accountable for the operation of a store, ensuring maximum sales and profitability through controlling expenses, shrinkage, human resources management as well as all aspects of merchandising and inventory control in adherence with all Company policies and procedures.
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As an equal opportunity employer, Spencer Gifts Spirit Halloween considers applicants for all positions without regard to race, color, sex, religion, national origin, disability, age, height, weight, marital status, sexual orientation, familial status, genetic information or any other characteristic or protected classes as defined by federal, state/provincial, or local law.
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The assets under the purview of this role not only include resources in the Azure subscriptions for software product development & delivery, but also COTS product suites like Microsoft Dynamics 365, Microsoft Office 365, and Azure AD, as well as resources and assets in other cloud (AWS, Rackspace) and on-premises environments.
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Support for you and your family: family resources, EAP counseling sessions, access Headspace, backup child and elder care, maternity/paternity leave, pet insurance, and more. Support for you and your family: family resources, EAP counseling sessions, access Headspace, backup child and elder care, maternity/paternity leave, pet insurance, and more.
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Support business objectives through placement of new items in stores, proper allocation of resources, and accurate reporting. Maintain customer expectations by confirming that all products meets customers’ shelf schematic standards.
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Spencer Gifts Spirit Halloween will consider for employment qualified applicants with criminal histories. The Store Manager is responsible for establishing and maintaining Guest Services. The physical demands of the job require in excess of 8 hours of standing, walking, climbing ladders and lifting up to 50 pounds.
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The ERP Developer/Analyst is focused on supporting and enhancing BAND-IT’s JD Edwards EnterpriseOne (E1) 9.2 implementation by working directly with Business resources to elicit and document requirements, by working with IT resources to translate Business requirements into solution designs, then by developing, configuring, testing, and implementing those solutions.
$94,600 - $141,800 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Demonstrated experience creating and managing AWS resources, including provisioning EC2 instances, writing and deploying Lambda functions, creating and writing to S3, and managing authorization appropriately across resources with IAM policies.
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Prior retail management experience is required. The minimum age requirement for a Store Manager is 21.
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If reasonable accommodation is needed, please contact Kate Murph, Vice President of Human Resources, kate.murph@mci.world. MCI assists companies with business process outsourcing, staff augmentation, contact center customer services, and IT Services needs by providing general and specialized hosting, software, staff, and services.
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Pilot Company supports a growing portfolio of brands with expertise in supply chain and retail operations, logistics and transportation, technology and digital innovation, construction, maintenance, human resources, finance, sales and marketing.
Starting at $11.6 - $16.25 an hourPart-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Employee Assistance Program including mental health resources for all employees. Tuition scholarship opportunities through Oregon State University E Campus to any of the 95+ OSU degrees offered.
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Develop and execute a strategy to prospect targets for ADP payroll and human resources solutions. A little about ADP: We are a global leader in human resources technology, offering the latest AI and machine learning-enhanced payroll, tax, human resources, benefits, and much more.
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Establish strong collaboration with internal and external team members as well as offshore resources. The program manager is responsible for managing the digital transformation of One Daikin through setting up and delivering complex strategic projects and programs - in scope, on budget, on time and in line with our quality standards.
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Genesco’s employment practices will continue to be directed toward full utilization of all available human resources. We believe that this approach to our human resources is not only legally and morally proper, but also is an intelligent and economic business practice.
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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).