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Liaison with end customer to Support and advance tools adoption. Keep up to date on support and customer experience best practices and suggest or implement improvements in processes or tools.
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Leidos is currently seeking an ACAS Engineer in support of the AFINC II contract for the highly visible 26th Network Operations Squadron (26 NOS) at Montgomery, Alabama, which provides a world-wide support mission.
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As a SAP SuccessFactors Specialist, this position is part of the global Human Resources function and play a key role to ensure that Hyundai/Kia Motors Manufacturing deliver a flawless experience within the SAP SuccessFactors suite to meet business needs.
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This engineer will support electric actuation activities for all digital products which interact with third party host control systems. The Field Service Engineer is a critical role for ensuring customer satisfaction and keeping them at ease in times of trouble shooting and problem resolution and most of this role includes direct communication with the customer face to face, phone calls, Webex meetings, etc.
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AWS Cloud Certification with experience as AWS Cloud Engineer. Cloud One is an existing global, interconnected, virtualized, hybrid, and IT infrastructure hosting mission systems, applications, services, and data serves the U.S. Air Force (USAF) and other Government Customers.
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We are the largest lumber producer in North America, a leading global manufacturer of wood-based panels, and the world’s largest producer of oriented strand board (OSB). West Fraser Timber Co Ltd. is an integrated forest products company producing lumber, wood chips, fiberboard, plywood, pulp, and newsprint.
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Leidos is currently seeking a Boundary Engineer in support of the AFINC II contract for the highly visible 26th Network Operations Squadron (26 NOS) at Montgomery, AL, which provides a world-wide support mission.
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Reporting to the Senior Campaign Director, the Advancement Services Manager will work closely with internal and external partners related to the work of Advancement Services in support of engagement and philanthropic goals and priorities of the College and Development & Alumni Relations Department.
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Supports a positive customer shopping experience in the store and maintains a strong store partnership with store teams and loss prevention. 36117 Opportunity: Contribute To The Growth Of Your Career Supports the District Loss Prevention Manager and Store Management by executing core responsibilities, focused on acting as a visual deterrent to prevent potential loss/dishonesty and by wearing a body worn camera.
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Data entry clerks come from all different backgrounds including, data entry, telemarketing, customer service, sales, clerical, secretary, administrative assistant, warehouse, inventory, receptionist, call center, part-time, retail fields & more.
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Salary Range: $68,000 - $73,000 Responsibilities and Duties: The Non-x86 Virtualization Engineer role involves designing, deploying, managing, and providing standard system and operations support for non-x86 virtualization environments within DISA’s infrastructure.
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Offer comprehensive administrative support to the Sales Team, including managing payroll, coordinating Scholastic Book Fair events, issuing customer service credits as needed, and preparing meeting presentations and follow up notes.
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Using the most advanced surgical devices, equipment and technology, our surgeon s perform procedures with multiple surgical assistants or registered nurses in the operating room to ensure an abundance of support.
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Manage and provide end-user support services in a fully remote environment, ensuring remote employees receive timely and effective technical assistance. Lead and manage the corporate IT infrastructure team, ensuring efficient operation and support of all internal systems and software.
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We are also thrilled to recognize our very own SLP, Dr. Kelly Byrd as the American Staffing Association 2024 National Staffing Employee of the Year and Health Care Sector All-Star. We’re honored to connect Dr. Byrd to employment, share her incredible story, and support her family literacy nonprofit.
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support engineer global customer jobs in Alabama, AL
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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.
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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.