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Managing Partner - Funeral Home + Cemetery Manager. We are looking for Managing Partner at flagship Boise location, Cloverdale Funeral Home and Cemetery. The Managing Partner will oversee the operations of the individual business through effective leadership, selection and development of talent, ensuring the business meets or exceeds Standards, and ensuring that every client family is presented every option and that their experience with the business is of the highest quality, most professional and ethical service possible.
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Managing Partner - Funeral Home Manager. We are looking for Managing Partner role at Everly Community Funeral Care, Falls Church, Virginia. Managing Partner - Funeral Home Manager.
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Circle is seeking a Senior Partner Marketing Manager to play a key role as a marketer working on a partner-centric go-to-market strategy. Experience : 9+ years of relevant experience in any combination of the following: Partner Marketing, Web3 Marketing, Consumer Finance or Payments Marketing, Growth Marketing, or Business Development and Partnerships.
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In 1953, the prototype of the first SONIC Drive-In opened in Shawnee, Okla. Back then, SONIC revolutionized the ordering process by using curbside speakers that allowed customers to place food orders without ever leaving their cars.
$43,000 - $65,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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And we have a fantastic opportunity available in Self-Storage for a Partner Channel Manager. As the Partner Channel Manager for the Global Solutions division of ASSA ABLOY, you will play a fundamental role in achieving our ambitious customer acquisition, retention, and revenue growth objectives.
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As a Sr. Manager, Analytics Business Partner on Strategic Workforce Planning & People Analytics team, you will drive the integration of data insights into strategic decisions, working closely with leaders to drive data-drive strategic planning and decisions making activities.
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MAIN DUTIES:The Sr. HRBP serves as strategic business partner to associated leaders and business unit(s) to align HR strategy to business objectives; coaching, counseling, and providing strategic solutions for all HR-related client issues.
$110,000 - $125,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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As the Partner Operations Manager within IRO, you will help adapt and evolve our relationships with card networks and acquirers. Dexterity and appetite to develop your skill set across roles such as relationship manager, problem solver, troubleshooter, and analytics manager, interrogating new payment network rules, pricing and billing changes, contract changes, interchange updates and account managers at our bank and network partners.
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Client Partner IRemote Summary: The main function of the Partner Solutions Manager is to support the Music Label Partnerships team in its mission to best serve music partners and meet internal goals.
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As a Parent Partner, you could embark on a path of career and personal growth. As a Parent Partner in Camarillo, California, you’ll work as part of a team with youth partners, family social workers, field-based clinicians, and program managers to round out the holistic care treatment for youth and families.
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Related Management Company (RMC) seeks a Human Resources Business Partner who will serve as a resource and strategic partner to employees and staff within RMC’s Luxury portfolio. This role will be based in our Midtown Manhattan office and will report into RMC’s HR Manager.
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Earn a $300 new driver partner promotion and up to $ 23.50 /hr (net) driving on the Via platform in Pierce County, WA! New driver partner promotion: To be eligible, you must complete at least 30 hours of driving on the Via platform within 30 days of completing your driver onboarding session.
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The Partner Growth team is looking for a Business Development Manager to grow TWDC's DTC relationships with device, distribution, and promotional partners such as Roku, Samsung, Verizon, LG, etc.
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The HRBP will work in concert with the business and rest of the Human Resources team to execute and advance RMC’s people strategy, supporting the company’s business priorities, while reducing employee turnover and improving productivity.
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Marten Law LLP seeks a partner-level attorney to work in our Washington D.C. office. Our team of lawyers includes recognized authorities in alternative energy, climate change, air quality, hazardous and solid waste, water resources and water quality, fisheries, environmental review and permitting, and a host of other issues that our business and public clients confront every day.
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Title: partner manager Company: New York Life Minnesota
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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).
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.