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Execution of QA/QC protocols Implementation of Safety Department's protocols Implementation of corporate policies and procedures Planning for successful project installation Strategic Planning Understand and support the strategic plan and corporate vision.
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Our specific services include state income and franchise tax, indirect tax, business restructuring, credits and incentives, sales and use tax outsourcing, excise tax, property tax, state strategic tax review, and state tax controversy.
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Candidates with professional financial skills in financial planning, analysis, modeling, financial and operational strategy, forecasting, and assessment are encouraged to apply. Develops a team of strategic finance experts; develop a staffing plan that enables the team to become financial experts and an integral part (trusted advisor) of the area they are supporting.
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This is a full time, regular status, salaried position reporting to the Arizona Planning Director. Ensure team compliance with performance management and training requirements; support the Arizona Planning Director and Senior Directors in tracking progress and follow-up with individual supervisors and staff members.
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Under the direction of the Chief Information Security Officer (CISO), the Director will plan, direct, and implement strategic information technologies and integrated systems across the District.
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Maven Family Planning – provides support through your Parenting journey including egg freezing, fertility, adoption, surrogacy, pregnancy, postpartum, early pediatrics, and returning to work. Ability to drive strategy sessions for the planning, development, and delivery of work efforts.
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If so, come join our Strategic Space Missions team as a Digital Signal Processing (DSP) Engineer developing DSP algorithms that are integral to supporting new and existing space programs. If so, come join our Strategic Space Missions team as a Digital Signal Processing (DSP) Engineer developing DSP algorithms that are integral to supporting new and existing space programs.
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Planner RECOMMENDED CERTIFICATES, LICENSES AND REGISTRATIONS: CPIM or CSCP certifications Planner EDUCATION AND/OR EXPERIENCE REQUIRED: BA/BS degree in Supply Chain Management or Business Operations and 2-3 years of related work experience; or 3-5 years of related work experience and professional certification in Supply Chain Management, Planning, Logistics, or similar.
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Description POSITION SUMMARYThe WIC Outreach/Retention Supervisor is responsible for planning, implementing, and evaluating outreach and promotion activities for Adelante Healthcare WIC. Primarily responsible for the management of retention specialist, remote staff, outreach staff, and quality assurance.
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The Facilities Manager will oversee space planning, operations asset management, building mail operations, general and preventive maintenance, and new team member facility orientations. + Assist the Director of Facilities in annual budget planning for ADF Scottsdale property, including tenant spaces.
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This position will also be responsible for further development and management of the state-wide Reentry program; develop policies and processes related to the reduction of recidivism; train probation staff on various programmatic practices and initiatives, which align with the vision of the Division Director and Strategic Agenda.
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The Chief Human Resource Officer (CHRO) is responsible for developing and executing human resource strategy in support of the overall business plan and strategic direction of the organization, specifically in the areas of recruiting and retaining the best talent, organizational and performance management, training and development, labor law compliance and total compensation.
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The selected candidate will lead project teams delivering services for civil and environmental engineering projects that involve waste management facility design and permitting, stormwater management, landfill gas management, operations planning, construction quality assurance.
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Degree in environmental science, urban planning, or biological/scientific discipline. Additional Information Olsson is a nationally recognized, employee-owned firm specializing in planning and design, engineering, field services, environmental, and technology.
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Management of internal engineering resources and consultants in the execution of planning, design, and quality assurance of wind and solar PV renewable energy projects. Experience with project management, contracts, cost, schedule, and budget control requiredMust be proactive, strategic thinker, with strong interpersonal skills and a willingness to embrace change.
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strategic planning jobs Company: Gap in Phoenix, AZ
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The summer had economists from around the globe embroiled in a debate about a possible recession coming in the next few years (or months). As of October 2022, the U.S. Labor Department data put the current inflation rate at 7.7%. The recent layoffs in the tech industry are just the first of what is soon to be a string of cutbacks by companies looking to save costs. For recruiters, this means freezes in hiring and fewer openings. It will also include the uphill task of finding the best candidates for them from the coming influx of recently laid-off job seekers. Now is probably a good time to brace for tough times in the next few years in the talent acquisition industry. To survive and thrive recruiting in a recession, here are some hard truths you will need to accept.
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Talent acquisition is a multi-stage process where candidates undergo various application steps before getting hired. The unfortunate reality is that it is a labor-intense system, with the hiring manager and recruiter often handling all of the work on their own. Ask any one of them, and you will hear about the overabundance of applications and the demanding task of filtering through them to find the best candidates. The quality of talent suffers under the weight of all that work on one person's hands. It's not easy, but as many companies are starting to realize, there is a better way. The future of talent acquisition lies in collaborative recruiting!
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For better or worse, a side effect of the COVID-19 pandemic was a marked shift in talent acquisition practices worldwide. With the struggle to retain talent that began in 2020, companies have had to rethink recruitment strategies. The result has been new talent acquisition trends that are well on their way to becoming commonplace. These are the practices that are going to become even more widespread going into 2023.