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Ensures the highest quality services and products, to satisfy the need of any client family, to maximize budgeted profit plans for the location, and maintain a positive employee relations atmosphere.
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We Offer: Paid Time Off (PTO) – personal, holiday, sick and vacation Career advancement opportunities 401(k) retirement planning Profit sharing Medical Dental Vision Employer-Paid Life Employer-Paid Short Term Disability And More We are currently seeking a team member who believes in the “extra mile” philosophy to fulfill our Industrial Sales Representative role.
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For over fifty years, Aspire Health Partners has been one of the leading non-profit behavioral health companies in the Southeast. Supervise the Risk Management/Client Relations support staff to include specialist positions and assist in external reporting to outside regulatory agencies.
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Partners with Employee Relations department and / or Director of Operations depending on severity Guest Relations decisions. KEY RESPONSIBILITIES & ACCOUNTABILITIES · Manages all day-to-day restaurant operations with a focus on delivering a great Guest experience; directly supervise and support 3–6 Managers and all FOH and BOH hourly Team Members; manages all profit and loss centers.
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Key Responsibilities & AccountabilitiesManages all day-to-day restaurant operations with a focus on delivering a great guest experience; supervises and support 3–6 Managers and all FOH and BOH hourly Team Members; manages all profit and loss centers.
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Bachelors degree in related field such fundraising and philanthropy, marketing, communications, or public relations. Understanding of the principles of donor marketing and fundraising cost-effectiveness, including donor targeting, donor giving opportunity development, organizational need and solutions-based selling, and expense to profit ratio.
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Our mission is to foster positive relationships with our customers and donors, educating them about the non-profit organizations we partner with and elevating their visibility within the community.
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Actively participate in learning and executing the functions of the role including sanitation audits, menu planning, nutrition education, demographic analysis, data collection and reporting, budgeting, vendor relations, and staff in-service education.
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Bachelor’s degree in Business, Marketing, Public Relations, Communications or related field. Serve as an active member with local SMPS chapter, industry-related organization or non-profit organization.
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Job Purpose: As Risk Management Supervisor at Aspire Health Partners, your job purpose will be to provide a multitude of duties to assist in monitoring and evaluating the provision of care/services to ensure operational integrity and efficiency.
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American Friends of Ariel (AFA) is a non-profit organization based in Boca Raton, Florida, dedicated to supporting the City of Ariel, the capital of Samaria, Israel. Demonstrated success in fundraising and donor relations.
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Bridges of America is the oldest and most successful private non-profit provider of re-entry services in the state of Florida, providing a continuum of care in Residential Substance Abuse Treatment Programs, Transition Centers, and Community Release Centers, for ex- offenders and probation populations.
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Will be responsible to build and develop prospect donor relations, implement donor recognition and stewardship actives and assist in grant funding for a non-profit organization. Previous non-profit experience, communication skills and self-starter nature will be keys to success in this growing, stable organization.
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3-5 years of experience in membership relations, non-profit development, or a similar role. The DOP is seeking a dynamic Membership Relations Manager to join our team and play a pivotal role in strengthening our organization.
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Help coordinate central advancement efforts in the areas of annual giving, major gifts, advancement communications, data acquisition, planned giving programing, donor relations and donor impact reporting.
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relations profit jobs in Winter Park, FL
FEATURED BLOG POSTS
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.
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.