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Participate in weekly land acquisition meetings and update the DP and VP of Land and Development on potential deals. Collaborate with the VP of Land and VP of Finance to keep the 5-year plan current monthly.
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Facilitate the due diligence process and schedule activities for contracted projects through the Greenbook process with the VP of Land. The Land Acquisition Manager assists in the acquisition of land, lots and development opportunities that fit company’s land acquisition strategies and understanding of current market trends in land development and homebuilding.
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Provides annual budgeting and expense management along with monthly variance analysis and work closely with Regional VP/1st VP, Property Management to achieve all targeted leasing objectives, operating expense controls and year end NOI for each property.
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In partnership with theExecutive Vice President, External Relations and Chief of Staff,the Development team, and other key stakeholders, the VP will be astrategic leader and frontline fundraiser, forging newrelationships to increase IRAP’s visibility, achieve ambitiousimpact, and secure long-term financial resources.
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The VP, Creative will design, own, and build a marketing strategy to drive audience and increase lifetime value of customers through marketing efforts, establish brand recognition and consumer trust.
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The Vice President of ERP Propel Business Transformation reports to the VP Global Transformation and will matrix report to the GP VP of Finance/CFO. The VP of ERP Propel Business Transformation will lead an enterprise business core team and matrixed business teams across the organization.
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What you’ll doAs a VP, Strategy Director your comprehensive media, and marketing expertise will be essential to providing strategic thought leadership on key client engagements. The VP, Strategy Director will be responsible for overseeing all strategic work streams and driving the strategic vision for the brand.
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The VP will ensure business units consistently deliver flawless execution and identify strategies to maximize the profitability of this OEG business unit through operational improvements, capital investments, and proactive asset management initiatives.
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As a Team Leader, you will be responsible for product quality, and performance of the liability claims professionals on your team and supporting the VP Claims Manager. You may be responsible for maintaining a minor caseload, as determined to be appropriate by the VP Claims Manager.
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The VP Engineering may personally serve as a systems architect, or may assign another engineer to assume that role. VP of Engineering with emphasis on Electronic and Microelectronics - Job Purpose: The VP of Engineering will manage the development teams.
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The Chief Clinical Officer supervises the VP Population Health, VP Quality & Patient Safety, VP Clinical Affairs, VP Graduate Medical Education, hospital Chief Medical Officers, and the Chief Medical Officer of the Loyola Medical Group.
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CRM Management: In close communication with our VP of Marketing and VP of Operations, manage our marketing CRM (HubSpot), including building and maintaining in-platform content repositories, lists, creating and optimizing forms, and managing marketing workflows.
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Support the VP of Marketing in the planning and execution of conference and in-person event marketing strategies, including booth setup, lead generation workflows, and promotional activities. PR Coordination: Liaise with our PR team and VP of Marketing to distribute releases and maximize the impact of our public relations efforts.
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Responsibilities Provide support for the review of contracts for insurance requirementsProvide support for reducing risk and cost in claims management and administrationUnder the guidance of the VP Risk Management, interact with internal customers to provide support and guidance in contract and legal matters Attend meetings with VP Risk Management, Claims Manager, and other members of management as needed throughout the course of the internship.
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The VP Sales Operations drives strategic analysis, execution, and organizational development to achieve financial and non-financial goals in addition to creating a lean mindset throughout the assigned region to improve safety, productivity and performance through standardization and process discipline.
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vp job Title: manager Company: Twiceasnice Recruiting
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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).