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The Retail Supervisor works with store leaders to carry out important processes within the store, including employee interviews, scheduling, store maintenance, and performance management. Full Time Individual Contributor Store Associates The Retail Supervisor works closely with store leadership to train the store team.
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Store Support Supervisor (Customer Service, Front End Support) page is loaded. Store Support Supervisor (Customer Service, Front End Support) page is loaded. All positions must strive to support WFM core values and goals, promote national, regional, and store programs and initiatives, and ensure adherence to all applicable health and safety regulations including Food Safety and regulatory duties required in the department.
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1-2 Years' experience in the restaurant industry, plus proven experience working as a supervisor. Plating prepared foods using Starbird guidelines. Work all aspects of the line, as needed (Fryer, line cook, cashier.
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As a Team Lead (Shift Supervisor), you'll better people's days by supervising the daily activities of shifts and supporting a dynamic team of incredible people. As a Team Lead (Shift Supervisor), you'll better people's days by supervising the daily activities of shifts and supporting a dynamic team of incredible people.
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The FOH Supervisor will also work closely with the FOH Management to promote/market, lead, and delegate as necessary to achieve objectives in sales, costs, employee retention, guest service, satisfaction, food quality, cleanliness and sanitation for all designated areas of operation.
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Job Summary: Responsible for delivering a highly satisfied customer experience demonstrated by engaging and interacting with all customers, embodying customer experience principals and philosophy, and maintaining a clean and organized store environment.
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Other job-related duties may be assigned by the associate's supervisor. Every Crescent associate should adhere to the hotel security policies and procedures, particularly regarding key controls, lifting heavy objects, using chemicals, and effectively reporting safety hazards and safety concerns.
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We offer flexible hours, competitive pay, and great benefits for both full and part-time associates.
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Department Retail Stores Role Supervisor Locations Palo Alto, California, United States. This is a full-time supervisor role in our Palo Alto retail store, reporting to the Store Manager.
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The SLH House Supervisor is skilled in problem solving and crisis intervention and serves as the first level contact for Administrative issues during non-business hours. The SLH House Supervisor has strong clinical skills and a sound knowledge base as a nurse generalist.
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No experience requited, hiring immediately, appy now.
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No experience requited, hiring immediately, appy now.
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Merchandising Execution Area Supervisors directly supervise the activities of Merchandising Execution Associates as they merchandise and maintain various product sets in The Home Depot retail environment to enhance the customer experience, increase sales, and maximize inventory turns.
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A complete application includes an Edjoin application, a cover letter, current resumé, and two letters of recommendation (current within the last two years, from a supervisor) We are committed to hiring staff who reflect our students' beliefs, expressions and experiences.
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Escalates protocol deviation to lead/supervisor. Experience in Molecular Biology, GMP, and QSR. Actively interacts with interdepartmental teams such as OPS, Accessioning, Extractions, Engineering, Stats, R&D, and Support.
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Title: floor supervisor Company: Diversified Logistics in Redwood City, CA
FEATURED BLOG POSTS
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).
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.