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Led by Michael Pfeffer, CIO and Michael Halaas, Chief Operating Officer and Associate Dean in the School of Medicine, the unified organization brings together the best of the School of Medicine and Stanford Health Care IT to enable new opportunities for groundbreaking work and compassionate care.
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The Facility Security Officer (FSO) leads the physical security of unclassified and classified workspaces used for ICON activity, in accordance with National Industrial Security Program Operating Manual (NISPOM) requirements.
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As a member of the Guiding Team, the Chief Operating Officer (COO) will report to the President & CEO. They will work closely with team and the CEO to plan the future of the organization, especially on operational matters, and to guide implementation of key initiatives.
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Winter Growth has an annual operating budget of $5M, a staff of 80, and nearly 100 volunteers spread across two centers, caring for up to 47 overnight residents and up to 131 adult day program participants.
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The Protective Security Officer (PSO) is responsible for access control and detecting, delaying, detaining, and/or apprehending persons attempting to gain unauthorized access to Government property or otherwise violating laws, rules, and regulations.
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The Correctional Officer position is a vital position for the custody, control, and safety of all IDOC facilities. The IDOC team works to serve justice in Illinois and increase public safety by promoting positive change in behavior of individuals in custody, operating successful reentry programs, and reducing victimization.
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List any training and/or experience you have had operating sail or power vessels; include courses in seamanship, vessel operation/piloting/navigation, and/or Coast Guard Licenses. Harbor Patrol Officer - PERS Safety formula: "Classic" members: 3% @ 50; employee contributes 9% of salary.
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This is a senior leadership role that reports to the Managing Partner and works collaboratively with the Firm’s Chief Operating Officer, General Counsel, Chief Human Resources Officer, and Chief Information Officer.
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This position must ensure completion of financial, anti-corruption, OFAC and reputational risk assessments throughout the full vendor lifecycle from on-boarding through termination. Bachelor's Degree in Business, Finance, Economics, Statistics, or related business degree and a minimum of 5 years of experience in vendor risk management, operational/enterprise risk management, or related risk management experience.
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Sandy Spring Bank is hiring for a Senior Credit Officer, Special Assets. Development and Implementation of Bank Credit Policy, Procedures and Work Standards for Special Assets: Identifies, develops and recommends revision of internal standards, policies, operating procedures and new programs to improve efficiency within the Special Assets area.
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Specific Duties and Responsibilities Essential Functions: Serves as the organizational lead in the areas of IT operations, tactical and operational planning, organizational effectiveness, contract, and vendor management, and IMT reporting.
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Intermediate proficiency with related software, such as for information security management, enterprise risk management, vendor management, and/or compliance. Reporting to the SVP/Administration & Risk, the Information Security Officer (ISO) will be responsible for information security strategy, program, activities, and risk mitigation in supporting the Credit Union's strategic plan.
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In collaboration with other campus partners, the Privacy Officer plays a key role in areas such as information security, data privacy classification, research compliance, vendor contract review, data access and deletion requests, records management, and website privacy.
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Fairfield, N.J. – June 2, 2023 – DLA, LLC (DLA), a leading provider of internal audit and accounting advisory services, announced the promotion of Keith Snyder to Chief Operating Officer.
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Preference for high-level association management experience, especially in a 501 (c)(3) organization and experience as the chief operating officer of a large association. The role reports to the IEEE Executive Director and Chief Operating Officer and is a member of the Management Council, IEEE's executive staff leadership team.
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vendor operating officer jobs Company: Metroplus Health Plan
FEATURED BLOG POSTS
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.