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Keywords: Sales Cloud, Service Cloud, Marketing Cloud, Business Central, Microsoft Dynamics Business Central, Microsoft Dynamics Finance & Operations, Dynamics F&O, Microsoft Finance and Supply Chain Management, Microsoft F&SCM, Microsoft Dynamics 365, Dynamics 365 CRM, Microsoft Customer Experience Platform, Business Analyst, BA, Requirements Gathering, User Experience, User Enablement, Data Visualization, Software, Custom Applications, Data Analytics, Cloud Strategy, D365.
$197,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Minimum one year supervisory experience; Bachelor’s Degree in International Business, Logistics or Supply Chain Management, Transportation, Finance or related discipline preferred or equivalent combination of work experience and education.
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Bachelor’s Degree Logistics, Transportation, Supply Chain, or related field. Logistics, Transportation, Supply Chain or related field. As the Principal Team Leader – Fleet Safety & Compliance, you will lead development and implementation of the Chick-fil-A Supply® Corporate Fleet Safety & Compliance programs within the Safety, Quality and Compliance (“SQC”) function.
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We advocate for clients globally across all segments and industries, delivering solutions for liquidity management, payments and receipts, trade and supply chain finance, FX and commercial card services through a high-tech approach with a personalized touch.
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Master's in Geographic Information Systems (GIS), geography, supply chain management, computer science, or a related field. Bachelor's in Geographic Information Systems (GIS), geography, supply chain management, computer science, or a related field.
$150,280 a yearFull-timeExpandApply NowActive JobUpdated 11 days ago - UpvoteDownvoteShare Job
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Develop, implement, and maintain a firm wide the third-party risk management training program. KPMG is currently seeking an Associate Director, Third Party Risk Management to join our Third-Party Risk Management organization.
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Five (5+) years of experience in an IT management role, IT Supervisor role, IT technical lead role. Generates daily, weekly, and monthly reports requested by both internal and external clients and GDOT IT Management.
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RSS Hvac controls, building controls, building automation, programming, field technician, heating, ventilation, air conditioning, direct digital control, apogee, desigo, modbus, tridium, Niagara, alerton, controls, commissioning, lonworks, bacnet, ddc, bau, bms, building management, mechanical systems, system integration.
$124,080 a yearFull-timeExpandApply NowActive JobUpdated 5 days ago - UpvoteDownvoteShare Job
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Build strong multi-functional working relationships with Solutions, Sales, Engineering, and Product Management. Possess a minimum of 5+ years in leadership roles with direct experience in customer success and team management.
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The Emory Healthcare OB/GYN Fellowship is a one-year post-graduate program that prepares new Nurse Practitioners and Physician Assistants to become highly skilled in the multidisciplinary, collaborative, and evidence-based management of complex and challenging OB/GYN and Women's Health patients.
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Support is provided by a comprehensive team including Patient Support Specialists, Utilization Management, Financial Counselors, Medical Assistants, Chemo nurses, a pharmacy technician with remote pharmacist support, two other APPs, and a triage nurse.
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Experience Work with products management tools such as MS Visual Studio Team (TFS) server using Agile (SCRUM). Two (2+) years of experience in a Project management role (This is not for a project manager role; it is a role for a manager/technical lead; however, knowledge of projects/portfolio management is preferred.
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Knowledge in at least one area; loan servicing functions, dealership ratings, monitoring collection scores or credit scores, or credit risk management (Associate/Mid Level) Knowledge in at least one area; loan servicing functions, dealership ratings, monitoring collection scores or credit scores, or credit risk management (Senior.
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Responsible for user account life cycle management, including creating, provisioning, securing, and inactivation of access Responsible for the design, implementation, and support of the IAM technologies across the following platforms: SailPoint, CyberArk, Venafi (Certificate Management), and Okta.
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Design and implement security controls for cloud environments, including identity and access management, data encryption, data loss prevention (DLP), vulnerability management, and threat detection.
$185,000 a yearFull-timeExpandApply NowActive JobUpdated 10 days ago
supply chain management jobs Company: Celestica in Atlanta, GA
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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.
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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).
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.