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As a member of the Provost’s leadership team, the Executive Director will work to ensure organizational efficiency and effectiveness; share responsibility for policy formation, resource allocation, and organizational development; contribute to shaping strategic initiatives; and play a key role in establishing priorities and assessing outcomes in alignment with the University’s transition to the Responsibility Centered Management budget model.
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This position will lead the design, development, and implementation of organizational leadership and culture performance management software programs and SasS platforms; with an emphasis helping our clients leverage technology to facilitate frontline leadership training and development that advance the operational systems and processes for our clients.
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Duties include but are not limited to: Working cooperatively with administration and camp staff, supervising youth, planning and implementing activities, encouraging camper participation, maintaining facilities, keeping supply inventory, providing superior customer service, attending meetings, completing reports, instructing campers in emergency procedures, abiding by organizational policy and procedures and performing other duties as assigned.
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Requirements Active Hearing Instrument Specialist or Audiologist (AuD) License Has been customer-facing, with experience fitting hearing aids Confident, personable, adaptable, and sharp Passionate about helping others, leads with empathy Able to leverage technology Benefits Competitive pay structure, annual commission potential 100K+ Work-life balance, normal business hours Continuous training, development, and support Brand recognition – we’re at the top of our industry.
$80,000 - $120,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Digital Finance Operations: Sustain and optimize innovative digital finance solutions (i.e., data visualization, dashboarding, modeling, analytics, apps, RPA, AI, ML, and NLP) to improve the efficiency and effectiveness of budget and finance operations.
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Professional Quality Certifications by ASQ (American Society for Quality) including Certified Quality Engineer, Certified Manager of Quality/Organizational Excellence, Six Sigma Black Belt or Lean Six Sigma a plus.
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Degrees in fields such as criminal justice, homeland security, emergency management, business administration, or organizational leadership preferred. Must have effective management, communication, technical writing, presentation development, and organizational skills.
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Partner effectively with the second lines of defense in the enterprise risk management processes and provide practical approaches to evaluating and improving organizational governance processes and internal controls.
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The Litigation Paralegal will provide organizational and practice-specific assistance to attorneys in the Department in preparing cases from onset through post-trial, including related research and analysis.
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This includes conducting requirements gathering and strategy sessions with senior-level clients, designing and implementing solutions to support complex change and enhance organizational effectiveness, building trusted relationships with clients, and mentoring more junior staff.
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Bring your organizational skills and knowledge of at-home care and join the AccentCare team today in this Intake Coordinator LVN/LPN job. Qualifications Intake Coordinator LVN/LPN Qualifications Requires a valid license as a Licensed Vocational Nurse or Registered Nurse Minimum of one year experience as an LVN or RN in a medical setting, preferably home health Knowledge of state and federal and accreditation requirements Data entry skills, excellent verbal and written communication skills (especially telephone.
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The BDA will receive hands on experience working alongside veteran Financial Wholesalers, Senior Portfolio Managers and Analysts, as well as the Distribution Management Team. Finally, the BDA will be instrumental in growing Angel Oak Capital's assets under management and helping launch new, ground breaking products in the securitized and alternative investment space.
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Oversee academic prep programming by serving as lead on planning, implementation, and effectiveness of Leap Year’s academic support programming; provide leadership and oversight of assignment and grade tracking; provide direct tutoring support to Fellows during their credit-bearing English and math classes at Georgia State University to ensure that Fellows succeed in their first college classes.
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The ideal candidate will play a pivotal role in our data analysis and reporting efforts, helping us derive actionable insights from our data sources and presenting them in a visually compelling and understandable manner using Power BI. Remote but MI is Preferred or EST candidates.
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5+ years of experience in a program management role within a People/HR team - preferably in talent development, organizational development or learning and development. Design and deliver scalable learning & development solutions that fortify our culture, elevate the effectiveness of our leaders, and tangibly impact the business.
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helping organizational effectiveness jobs Company: Pwc in Atlanta, GA
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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.
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.