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The Division Manager is responsible for oversight, personnel, quality review and support for all pre and post-trial diversion programs, co-occurring treatment services in criminal justice programs (including Treatment Courts), and Behavioral Health Services Act (BHSA) forensic programs in the County's work plan.
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Direct supervision of water resources design staff including personnel management, reviews, training, and QC review. As an Associate Project Manager for our Water Resources team in San Luis Obispo, CA you will have an opportunity to work with a multi-disciplinary team on meaningful, landmark projects in the San Luis Obispo region.
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To review our Academic Senate approved Diversity, Equity, and Inclusion Rubric, please visit our Equal Employment Opportunity Page: In 500 words or less, with consideration to our Mission Statement and our values expressed above, please explain how you will demonstrate your commitment to diversity, equity, and inclusion in this position.
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Review and revise risk management guidelines for the Cal Poly Recreation Center, Cal Poly Sports Complex, and the Doerr Family Field. Work with director to review department's policies, procedures, & practices related to DEI and participate in addressing barriers identified.
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Job Summary:The Infection Prevention Nurse is a registered professional nurse who is responsible for directing the multiple facets of the Infection Prevention Program for the organization including coordination, management, consultation, surveillance, liaison, in-service education, and review of Medical Records as necessary.
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Payment Services is seeking a manager to help transform it along with Procurement Services to a best in class Procure to Pay organization. Payment Services Manager. Each year more than 20,000 top-tier students come to San Luis Obispo to put knowledge into action, taking their learning outside the classroom as they prepare for careers in engineering, agriculture, science, business, humanities and the built environment.
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Review and approve all new product engineering documents as the Operations DFM Gatekeeper. Participate in Materials Review Board to disposition non-conforming material and write rework instructions.
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Manage the daily operations of multiple locations and multiple lines of business within the Funeral Home industry.
$85,000 - $100,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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The Assistant Store Manager is responsible for proficiency in all areas of a specialty retail farm and ranch store. Although the mix may vary from one day to another, our business and staffing model makes it essential that every person in this position be able to perform all of the following duties accurately, efficiently and safely on a regular basis and without advance notice: Assist Store Manager in Store Operations including: driving sales and profit, customer loyalty, planning, prioritization, and delegating of daily tasks.
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The Program Manager will be responsible for overseeing and coordinating the development and testing of unmanned aircraft systems for government applications. This is a full-time hybrid role as a Program Manager at Zone 5 Technologies.
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The Project Manager will provide project management, including schedule, budget, communication with clients, and overall project design, direct and oversee CAD and design work of staff, and solicit work with new and existing clients.
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Acts as a brand representative reflective of the company values; partners with the Visual Merchandising Manager and Leadership Team on the creation of an engaging visual experience that appeals to the UO customer.
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WinnCompanies is looking for a Assistant Property Manager to assist our team located in San Luis Obispo, CA. Under the supervision of the Property Manager, assist in all facets of physical and financial Management as needed and assigned.
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In keeping with the Dignity Health care philosophy, the Assistant Nurse Manager (ANM) functions collaboratively and uses independent judgment to provide high quality care by assuring appropriate staffing on a shift basis or more as indicated by patient acuity and census.
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Quality – We provide high-quality deliverables and services through an uncompromising focus on peer review, safety, and continuous improvement. Founded in 1891, the firm is a global leader in power and energy with expertise in grid modernization, renewable energy, energy storage, nuclear power, and fossil fuels.
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review job Title: manager in San Luis Obispo, CA
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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.
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.
How to Write a Recommendation Letter for a Student
When a student applies for their first job or for their next academic degree, they don’t have much experience to showcase their skills and personal qualities. Hiring managers and admissions officers, therefore, often look at recommendation letters as a way to go beyond the student’s GPA and learn more about the student’s skills and personal qualities.