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Title: VP, Project Management. With a focus on leadership, excellence in execution, and a deep understanding of the healthcare landscape, the VP of Project Management will play a pivotal role in propelling Propeller to new heights, ensuring we deliver on our promise of impactful and transformative solutions for the communities we serve.
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Our studio is looking for a Product Management Lead, Live Ops who is incredibly passionate about making games and bringing exceptional entertainment to millions of players. At least 7 years of Product Management experience within gaming (console, mobile or PC.
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VP EV Charging Business Operations – EV Charging Network & Facilities Management. EPC Project Management – Engineering, Construction, Procurement. to Construction Management (EPC) type of services.
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Supermicro is seeking for an experienced Sr. Director, Product Management with superior knowledge, leadership, analytical, strategic, and mentorship skills to be part of our fast-growing product management team.
$215,000 - $263,000 a yearExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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VP- Technology Information Risk Management. Santander is looking to hire an Information Risk Management VP to become a key member of our Information Risk Management team.
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With many hiking and camping opportunities in beautiful National Forests, the Senior VP Nursing Executive will have endless opportunities for adventures. Reporting to the Chief Executive Officer, the Senior VP Nursing Executive oversees the nursing departments throughout the hospital in both administrative and clinical responsibilities.
$215,321 - $240,123ExpandApply NowActive JobUpdated 4 days ago - UpvoteDownvoteShare Job
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The Vice President, Climate Risk Management will report to the Senior Vice President & Enterprise Chief Credit Risk Officer and have responsibility for directing the design and implementation of a climate risk framework, in alignment with the Enterprise Risk Management (ERM) Framework, that addresses regulatory and industry expectations, and overseeing the company’s risk management of climate and Environmental, Social and Governance (ESG) risks.
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The team aims to develop next generation digital products and solutions to solve risk management needs using latest tools and technologies, collaborates with multiple risk strategy partners, technology teams and other Digital Product teams to build & iterate on Digital Products that directly impact millions of customers and prospects.
Starting at $60,000 - $110,000 a year (bonuses)ExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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TheSenior Data Management Specialistwill provide direct support to the PD C-UAS Product Director and support initial and ongoing development/administration of a tool for creating and sharing interactive data visuals and insights with AI capabilities.
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THE ROLEThe VP of Growth Marketing is a key member of the Mack Weldon leadership team responsible for developing & executing our growth strategy, encompassing both customer acquisition & retention marketing.
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The VP of Quality/Risk Management is responsible for the activities of the internal risk management and performance improvement programs, ensuring full compliance with all accreditation and licensure standards at all times.
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You and your team will be responsible for crafting the vision, defining, and defending product roadmaps, and driving those roadmaps from business requirements through post-launch analytical analysis in an agile environment to determine if success metrics are met while elevating the product management practice.
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The VP, Product Management will work with all cross-functional senior leaders to ensure the business and product strategy is executed to plan, and will have an especially close working relationship with the VP of Product Development.
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POSITION SUMMARY:The VP, Investor Relations will be the primary liaison between PVH and the investment community (PVH’s equity research analyst coverage and investor base). This role will report into the Treasurer, Senior Vice President, Business Development and Investor Relations and will significantly interact with senior leadership, including CEO, COO/CFO, General Counsel, Brand management, Finance, PVH Communication team and our Legal team.
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Partner with Blockchain Infrastructure team lead and Product Security for new threat-modeling initiatives. As one of the most well-capitalized and trusted companies in the industry, we provide platform solutions custom-made for a digitally native ecosystem across three complementary operating businesses: Global Markets, Asset Management, and Digital Infrastructure Solutions.
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Title: vp product management Company: Kcrossing
FEATURED BLOG POSTS
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.
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.