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The Finance & Accounting Manager is responsible for general ledger management, monthly year-end, and grant year closings, accounts payable, funder's reports, and audit preparation. Must have thorough knowledge and experience implementing GAAP and strong internal controls; knowledge of non-profit government funded accounting and Uniform Administrative Requirements, Cost Principles and Audit Requirements for Federal Awards.
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The Housewares Clerk must have strong communication skills; an outgoing & friendly personality; enjoy direct contact with customers and possess the creative ability to design and create gift baskets and display merchandise.
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Courtesy Clerk/Grocery Bagger follows best practices for bagging items in various types of bags (reusable/plastic/paper). Courtesy Clerk/Grocery Bagger is responsible for bagging groceries at check out for customers.
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Possess over 12 years of comprehensive accounting experience, demonstrating significant leadership in managerial capacities within a top-tier Public Accounting firm or in a dynamic corporate environment with complex operations spanning multiple business units.
$150,000 - $175,000 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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The Senior Law Clerk (SLC) position in the Alternate Public Defender's Office performs legal research work. What does a Senior Law Clerk do? The Senior Law Clerk (SLC) position in the Alternate Public Defender's Office performs legal research work.
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Escalate collection of missing booking reports, to Trust Accounting Supervisor, if no response in the defined timeframe. The primary responsibility of the Trust Accounting Associate, Follow- Up is to ensure timely invoicing and collection of client payments.
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Courtesy Clerk/Grocery Bagger will offer to help customers with loading bags into their car. Courtesy Clerk/Grocery Bagger will offer to help customers with loading bags into their car. Clean spills, collect and pick up trash inside store and parking lot.
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All interested candidates who wish to apply for the law clerk paid internship must submit an application through the following link: Applications received will be reviewed, and applicants may be contacted for interview shortly thereafter.
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We are seeking a Manager of Accounting who will be integral to our studio content business. The ideal candidate will bring substantial expertise in accounting, specifically in managing general ledger accounting and analysis within the film and television industry.
$110,000 - $145,000 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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The Payroll/Accounting Clerk is responsible for the accounts payable/accounts receivable functions, and Payroll at the hotel as applicable; ensuring invoices are received and/or processed on a timely basis responsible for handling all the hotel deposits in accordance with Aimbridge Hospitality Standards.
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Prepare technical accounting analyses for unusual and/or complex transactions, including revenue recognition, acquisitions, equity, share-based compensation, EPS calculations and other technical accounting areas.
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The Front Office Clerk can help the Public Health Department team within AHF further develop by contributing a team centered attitude and new outreach strategies. The Front Office Clerk is the generally the first team member to interact with the client.
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Job Details Description Our first store opened on January 2nd, 1980, in Anaheim, CA and since then we have grown to 40+ stores in 4 counties: Los Angeles, Orange, San Diego, and the Inland Empire.
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Provides support to the Manager and staff in the Food & Nutrition Services department according to the policies and procedures of the department.
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This position collaborates closely with various departments and reports to the Manager of Accounting Operations. Project Support: Participate in accounting operations projects, including the implementation of new processes and systems that enhance efficiency and accuracy.
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Title: accounting clerk Company: Allentown Kia Isuzu Truck Of The Lehigh Valley in Los Angeles, CA
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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.
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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?
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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.
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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.