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Using discretion and judgment to problem solve in a timely and effective fashion to increase alumni involvement in University events; Identifying, cultivating, and stewarding gifts from alumni and friends in support of the University's funding priorities and providing appropriate records on each donor to the database manager for recording in the donor database.
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By solving challenges, providing the best placements, and advocating for you, we stand to help you thrive and pave the path forward in your career. Travel MRI Technician - Health Advocates Network is urgently hiring MRI Tech with at least 2 years of recent acute care experience.
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Key personal attributes for success in this role include self-reliance, self-initiative, team building, excellent interpersonal skills, positive demeanor and disposition, and excellent analytical and problem-solving skills.
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Knowledge across a breadth of IT processes, including but not limited to: security operations, program management, security administration, system operations, change management, modern development (e.g., DevOps, Agile), data governance, privacy, and incident/problem management.
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The primary responsibilities in this role are to be the go-to eRetail expert, successfully leading strategic management of eRetail campaigns; act as the central hub of collaboration and problem solving across various departments/resources including senior level colleagues at Merkle and senior level business leaders at the client, while delivering against aggressive client objectives.
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At ADI you will work alongside the brightest minds to collaborate on solving complex problems that matter from autonomous vehicles, drones and factories to augmented reality and remote healthcare.
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BS degree with 8 years experience Fluent in SystemVerilog including SVA Recent experience with UVM Familiarity with at least one major industry simulator (Questasim, Xcelium, VCS) Firm grasp of constrained-random and coverage-driven verification Practice using Python, Perl, Bash or other scripting languages Ability to work in a Linux environment Strong analysis and problem-solving skills Active Top Secret clearance is required Ability to work on-site in Cambridge is required.
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Once a project is complete, you will follow-up with customers to maintain relationships and provide ongoing ‘fee for service’ support and problem resolution. Dealership management experience is a plus (sales manager, internet sales manager, business development manager, F&I manager, marketing manager, marketing director, parts manager, service manager, fixed operations manager.
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Job Summary STEM Technical Leaders have expertise in one or more STEM disciplines and have developed a deep subject matter expertise, more broadly applicable skills (accountability, creativity and innovation, decisiveness, flexibility, influence, communication, partnering, planning, evaluating, problem solving, resiliency) or some combination of both, that enable them to be successful in advising, leading and/or performing STEM related efforts.
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Provides Tier 1 (Help Desk) and Tier 2 (Escalation) problem identification, diagnosis, and resolution of problems. Provides support to IT systems including day-to-day operations, monitoring and problem resolution for all of the client/server/storage/network devices, mobile devices, etc.
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Manage projects and problem solving with lean six sigma tools such as DMAIC, Kaizen, PDCA, and 5S. Excellent strategic, analytical, and problem-solving skills. Lean Six Sigma Green Belt certification required; Lean Six Sigma Black Belt certification preferred.
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Demonstrated skills in employee relations with good analytical and problem-solving skills. Serves as the primary resource for employees and managers related to one or more functional HR areas; develops reports and analyses as required; recommends action within HR and/or to employees and managers; provides proactive resolution of employee concerns and problems with goal of future problem prevention.
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The Center for Restorative Justice (CRJ) at Suffolk University was founded to foster collaborative partnerships to support a growing social movement to institutionalize restorative approaches to community building, response to harm, problem-solving and violations of legal and human rights.
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3 years of experience as a ServiceNow Administrator or application owner, configuring core Service Now modules including Service Catalog, Incident/Problem, Asset Management, Reporting, and Configuration.
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Demonstrated expertise as a Red Hat Consultant, proficient in Red Hat Enterprise Linux, Red Hat OpenShift, Red Hat OpenStack and Red Hat Ansible Automation, coupled with robust problem-solving and troubleshooting skills.
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problem solving jobs Title: manager Company: Change Healthcare
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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.
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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?
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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.