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In addition to overseeing all internal investigations, the Deputy Chief of Professional Standards is responsible for assessing the department’s training, policies, and practices to ensure that the organization operates in line with 21st century best practices.
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The Deputy Editor will directly support InvestorPlace.coms Editor-in-Chief in driving editorial direction as we continue to grow. Work closely with the Editor-in-Chief to evolve and maintain an editorial strategy for InvestorPlace.com that aligns with our companys overall goal of selling subscription investing products.
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The Chief Financial Officer is responsible to the Hospital CEO, and maintains business relationships with the Behavioral Health Service Line CFO, Hospital CEO, COO, and CNO. This role will have financial oversight for Pinewood Springs (TriStar Division) and Dominion Hospital (Capital Division.
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Experience serving as an Executive Director, Deputy Director, CEO, COO, CAO, CFO, or similar role(s), or as a senior staff member of an organization, division, or department of comparable size.
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Planned Parenthood Federation of America (PPFA) and Planned Parenthood Action Fund (PPAF) seek a strategic Deputy Chief Information Security Officer who will report to the Chief Information Officer.
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The Deputy General Counsel works closely with the Chief Legal Officer & General Counsel ("CLO") to plan and direct the full range of work and the day-to-day activities of the General Counsel's Office.
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Handle employment-related disputes, investigations, and litigation with support from the Deputy Chief Employment Counsel. A law firm is seeking an Employment Associate Counsel to join their team in Washington, DC. The candidate will report directly to the Deputy Chief Employment Counsel and work closely with the Chief Employment Counsel.
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Work is performed in accordance with departmental policy and state and federal law, supplemented with specific directions from the Police Chief and/or Deputy Chief. Certification as a Law Enforcement Officer in accordance with the provisions of the North Carolina Criminal Justice Training and Standards Commission [Valid Basic Law Enforcement Training ( BLET ) Certification]; Intermediate or advanced certification preferred.
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This role will join the Legal Department’s growing Ethics & Compliance Team and will report to the Deputy Chief Ethics & Compliance Officer. This role will join the Legal Department’s growing Ethics & Compliance Team and will report to the Deputy Chief Ethics & Compliance Officer.
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Providing input, as tasked by SAF/IA senior leadership, Division Chief/Deputy Chief, and the SAF/IA Country Director, to USAF Security Cooperation Enterprise stakeholders including the AF Life Cycle Management Center (AFLCMC) and various USAF Weapon and System Program Offices for action and response to Partner Nation Government/MoD and Air Force.
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Experience leading USAID activities that catalyse democracy, governance, or economic growth outcomes world-wide; prior experience as Chief of Party, Project Director, Deputy Director, Team Leader, etc., on project(s) of similar scope, scale, and complexity preferred.
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Deputy General Counsel (Chicago, Durham, New York, San Francisco, or Washington, D.C.) The deputy general counsel will be directly involved in complex business transactions and in negotiating critical contracts for the firm.
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Reporting directly to the Chief Operating Officer (COO), Casey Recupero and serving as a vital member of the Senior Leadership Team (SLT), this visionary leader will play a pivotal role in crafting and executing people strategies that propel us towards our goals.
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Cover letters should be addressed to Senior Photo Assignment Editor Olivier Laurent, Deputy Director of Photography Sandra Stevenson and Managing Editor Krissah Thompson. Cover letters should be addressed to Senior Photo Assignment Editor Olivier Laurent, Deputy Director of Photography Sandra Stevenson and Managing Editor Krissah Thompson.
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Position Overview The Legal Operations, Sr. Director reports to the SVP and Principal Deputy General Counsel and Corporate Secretary to set and execute the legal operational strategy across the division and be the primary ambassador for legal operations across all of Freddie Mac. They will lead an integrated Legal Operations function and partner closely with the Legal Division leadership to improve efficiency and implement legal processes and tools.
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deputy chief coo stage jobs Company: Metroplus Health Plan in Washington, DC
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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?
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.