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Under the direction of the Chief Information Officer (CIO), as the PMO Manager, you will manage an extensive portfolio of IT projects, including application modernization, cloud migration, capital project and construction management, financial management, enterprise assets management, regulation support, data management, collaboration improvements, and service management.
$159,692 - $227,292 a yearFull-timeExpandApply NowActive JobUpdated 7 days ago - UpvoteDownvoteShare Job
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As Springboard’s Senior Systems Administrator, you’ll maintain Springboard's IT infrastructure, and provide general help desk support including A/V and IT asset management. We’re backed by top investors, including Costanoa Ventures, Reach Capital, Learn Capital, Pearson Ventures, and the founders of LinkedIn and Princeton Review.
$134,000 - $151,000 a yearFull-timeExpandApply NowActive JobUpdated 2 months ago - UpvoteDownvoteShare Job
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The DOF provides leadership to the accounting team in areas of accounts receivables, accounts payable, payroll, treasury management, grants and contracts revenue management, cost allocations, development cost accounting, general ledger oversight, and audit and tax functions.
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Build and direct all HR/People activities, including talent acquisition, learning & development, benefits, safety, legal compliance, compensation, performance management, employee relations, HRIS, HR analytics.
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Parafin currently powers the capital programs for platforms and payment processors ranging from Series B to post-IPO companies such as DoorDash, Amazon, Worldpay, Mindbody, Fullsteam, Guesty, Xplor, and Quilt.
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Our programmatic payroll solution and infrastructure powers the payroll stack for large-scale employers, such as gig economy and staffing companies, and prominent fintech, HR, and back office solutions.
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Capital One offers a comprehensive, competitive, and inclusive set of health, financial and other benefits that support your total well-being. Capital One's Offensive Security Purple Team reduces cyber risk by uncovering vulnerabilities and weaknesses in the enterprise cyber environment by conducting covert/overt adversary simulation and emulation.
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Spark Capital and Avenir Growth Capital co-led the Series D funding round, with additional participation from a group of past investors including Snowflake Ventures and Sutter Hill Ventures.
$220,000 - $260,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Additionally, the Director works closely with other campus units, including Environment Health & Safety, Capital Projects, Space Management and Capital Programs, Facilities Services and UC Police Department, to ensure facilities are constructed, maintained and operated in compliance with Federal, State, Local and University policies, regulations and codes.
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We are seeking a talented and highly collaborative Portfolio and Project Management professional who will bring a proven track record of managing drug development programs from early research through clinical development.
$250Full-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
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Act as a change agent to drive Self-Help’s economic inclusion initiatives by integrating supplier diversity and the use of businesses owned by women and people of color in third party contracting and vendor management for relevant products and services.
$122,900 - $150,279 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Excellent oral and written communication skills; ability to clearly and concisely express information to wide range of persons including non-technical associates, junior staff, peers and Executive Management (writing samples may be required.
$32.69 - $49.03 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Alternative Investments & Manager Selection Group ("AIMS" or the "Group") resides within AMD ("Asset Management Division") and is Goldman Sachs' dedicated manager selection business, covering solutions across private equity, real estate, credit/fixed income, ESG integrated strategies, public equity, and hedge funds.
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Forward was founded in January 2016 by former executives and engineering leaders from Google and Uber. We are funded by some of the world's best investors and entrepreneurs, including Founder's Fund, Khosla Ventures, First Round Capital, Eric Schmidt (Google/Alphabet Chairman), Marc Benioff (Salesforce Founder), Joe Lonsdale (Palantir Founder), and Garrett Camp (Uber co-Founder.
$75,000 - $220,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Build relationships with teams within Sales & Account Management and our closest stakeholders within Customer Success, Automation, Marketing, and Product. 5+ years of experience in a program management, product management and/or strategy & operations role at a technology company.
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payroll hr capital management and benefits jobs Title: technical analyst in Alameda, CA
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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.
Hiring Transparency
Transparency in hiring refers to the open and honest communication and information sharing that takes place between employers and job candidates. It encompasses all aspects of the hiring process, from posting job descriptions to providing feedback on performance during and after the interview process. In today's job market, hiring transparency has become increasingly important for both employers and candidates alike.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.