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Develop and maintain project schedules using Microsoft Project, Primavera P6, and Microsoft Excel. Proven proficiency in project planning, scheduling, and execution, with hands-on experience using Microsoft Project and Primavera P6.
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Microsoft Dynamics 365 Manufacturing Manager. The D365 Finance & SCM Manager will be focused on leading and/or architecting solutions for D365 Finance & SCM opportunities, managing the project solution scope with customers, assisting project management to deliver the solution, and providing the application functionality leadership and direction for customer team members tasked with implementing the solution.
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Crowe's Consulting Manufacturing and Distribution practice has an exciting opportunity for a D365 Finance & SCM T&L Manager to join our growing team. D365 certifications in Finance, Human Resources, and Project Accounting a plus.
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The Manager will be expected to participate in team building events and develop internal team and client relationships. Interface with customer project stakeholders, including C-level management and directors, to elicit business and functional requirements.
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To excel as a Senior Preconstruction Manager at Journey Construction, candidates must possess a strong educational background, such as an associate or bachelor's degree in construction management, architecture, engineering, or a related field, coupled with 8-15 years of experience in cost estimating, preconstruction, or project management.
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The Preconstruction Manager will report to the Senior Project Manager and work with the Program Manager and Director of Project Procurement to deliver on project needs.
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Senior Project Manager IV $ 134,687.00 $ 184,687.00. Senior Project Manager V $ 140,709.00 $ 187,325.00. Project Controls Manager I $ 123,333.00 $ 167,415.00.
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10+ years of experience as Project Manager, Cost Manager, Project Controls Manager or Cost Estimator. We are hiring an Senior Cost Manager to join our Atlanta, GA office.
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Proficiency in Procore (mandatory), Blue Beam, Zoom, Microsoft Outlook, Excel, and Microsoft Project. The ideal candidate will have a minimum of 5 years' experience as a Construction Project Manager, with a proven track record of overseeing projects from conception to completion.
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Job Description McCormick Taylor is looking for an experienced Senior Project Manager/Manager in the Traffic Engineering discipline with a Pittsburgh, PA market focus in a hybrid work environment.
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Experience with ARM architectures, Raspberry Pi, Nvidia Jetson and other embedded platforms preferred·Knowledge of Visual Studio This is an exciting opportunity for a skilled Senior Software Engineer to contribute to cutting-edge projects in fast growing company supporting consumer and defense drone development.
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Due to Mannik & Smith Group's continued growth in our Geoenvironmental Division, a new opening is available for a Senior-Level Project Engineer/Manager! Senior Project Engineering Manager.
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RWE Clean Energy, LLCFunctional area: Project Development; Project Management Remuneration: ExemptThe Senior Manager, Utility-scale Developer - East Region at RWE Clean Energy is responsible for initiating, developing, and acquiring utility-scale solar, wind and energy storage projects in the US and Canada.
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Net and/or Python ·Strong proficiency in embedded Linux, including system, network manager, modem manager, etc. Our client has several senior software engineering opportunities with various focuses including embedded Linux administration, machine learning, UI development, autopilot software and system architectures.
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Minimum 2 years of management and leadership experience Knowledge of Windows workstation platforms, Azure AD, Intune/Modern Management, GPO, Microsoft o365, Microsoft Endpoint Configuration Manager (formerly SCCM) Limited immigration sponsorship may be available Preferred Technical skills: Data Science / Analytics using a multitude of data sources.
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senior project manager microsoft excel jobs Title: senior manager Company: Michael Page in Sanford, Florida
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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.
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.
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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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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).