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Ten years of professional marketing and business development experience as director of business development or deputy director in the landscape architecture, architecture, urban design, or park advocacy fields, preferably based in NYC.
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The Associate Director of Learning & Development at Hearts & Science is pivotal in enhancing employees' professional development and engagement across Hearts & Science and Omnicom Media Group.
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Support Market Development Manager with brand building, programming, and distribution activities with customers. Minimum 3 year of relevant professional sales CPG or alcohol beverage experience.
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Any of the following: Professional Facilitation Training and/or Certificate, Project Management Training, Curriculum Development Training, Lean/Six Sigma Green Belt, and/or Organizational Behavior and Team Development Training.
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The City of Kentwood is seeking applicants for a Business Development Manager in the Parks & Recreation Department. Our ideal candidate has Bachelor's Degree in public administration, recreation, (or a field related to the work) and at least five years of professional experience in parks and recreation program administration, two years of which were in a supervisory role.
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Leaders are also responsible for learning every role in the restaurant and investing in the business side of Chick-fil-A. The goal of the Leadership Development Program is to build strong, business-oriented leaders, and provide skills they will utilize in their future career.
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Responsible for professional development and training of staff in multidisciplinary teams (, behavior program coordinator, clinicians, BCBA, LMFT, etc.) Provide leadership, coaching, and clinical expertise for all direct service staff (, behavior technician, program coordinator, licensed professional.
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Legends' Hospitality division is looking for an experienced senior business development professional to lead strategic growth initiatives and drive new business for the company. Use the Legends CRM system to manage the status and information flow of business development and pipeline for Legends Hospitality sales efforts.
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Manage the business development collateral creation for Legends Hospitality, including: C-level presentations, state-of-the-art proposals, custom ROI analysis, and long-form agreements. The Senior Vice President, Business Development will own a strong business acumen and maintain high-level connections to key stakeholders and executives throughout the sports and entertainment industry.
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Manage a team of engineers and technicians, evaluate, and guide their performance, and assist in their professional development and growth. The branch manager is responsible for overall management of the group, including planning, growth, profitability, cost control, employee development, quality control, and client relations.
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Whether you’re a recent graduate or an experienced professional, Sazerac provides extraordinary opportunities for growth with competitive salaries and benefits in an exciting, entrepreneurial industry.
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Dave Ramsey's SmartDollar Program. You Matter Program (EAP) Employee Assistance Program. Gym Reimbursement Program. MetLaw Legal program. Hitch Service Technicians work in U-Haul Moving and Storage Center lots to provide outstanding service to customers using their advanced technical expertise.
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Minimum 1 year of relevant professional experience, or for new college graduates, a sales internship or full/part-time sales role (preferably in consumer goods) Sazerac is growing our U.S. market development team with Market Development Representatives as part of a strategic company expansion.
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Professional working proficiency in Haitian Creole is a plus for Dominican Republic. Community service professionals, globally conscious travelers, logistics lovers and youth development facilitators are encouraged to apply.
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Professional development opportunities. Mr. Rooter Plumbing's proven systems make it easy for our plumbers to achieve their goals, whether financial, professional and/or personal.
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professional development jobs Title: program manager Company: Facebook
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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 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.
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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.