- UpvoteDownvoteShare Job
- Suggest Revision
The primary purpose of the Lead Technology Portfolio Manager is to operate as an extension of the Officer, clearly understanding their objectives and strategy, ensuring the seamless planning and execution of strategic imperatives, business management, and operational processes that deliver excellence, clarity, and consistency for organizational teams to successfully plan and drive value and positive business outcomes.
$194,400 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Drives the planning, preparations and execution of key business activities in partnership with the Merchant/Online Merchant; inclusive of developing & organizing product insights, performance metrics and presentations (i.e. Vendor Forum, Shark Tank, RVP Walks, Product Line Reviews.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
The HR PMO Director partners with other HR functions to help lead, support and coordinate strategic and operational activities. Responsible for yearly strategic development of multi-generational plans for HR shared services, including design, development, implementation and ongoing management of continuous improvement and redesign of HR programs, processes, technologies, and vendor portfolios.
Full-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
- Suggest Revision
Partners with leaders in the planning process to ensure strategic plans drive business results, optimize customer service and align with company values. 3-5 Years 3 Years Human Resources generalist experience across multiple disciplines (e.g., workforce planning; talent acquisition; career development) while interpreting and applying HR policies, procedures, programs and processes.
$143,200 a yearFull-timeExpandApply NowActive JobUpdated 28 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Partners with Field Leadership on strategic community outreach and engagement such as supporting local job fairs, participating in community service, and maintaining local hiring partnerships. 3-5 Years 3 Years Experience managing a cross-functional team with exempt and non-exempt staff, while maintaining a union-free environment Demonstrated experience developing, adapting, or facilitating training Demonstrated experience actively serving as a strategic business partner for other parts of the organization Relevant professional certifications (e.g., Professional in Human Resources.
$151,200 a yearFull-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
- Suggest Revision
Support and influence key operational and strategic decisions. Partners with leaders and HR Centers of Expertise (COEs) to craft, select, implement, and/or support solutions (e.g., team or individual assessments, manager assimilations, team building events, coaching, customized training, or other appropriate actions.
$151,200 a yearFull-timeExpandApply NowActive JobUpdated 1 month ago - UpvoteDownvoteShare Job
- Suggest Revision
Lead a joint strategic account planning process that focuses on mutual value creation and customer lifetime value over the short, mid, and long term. Build customer relationships with strategic decision makers while developing an understanding of their internal organizational landscape and how it influences strategic initiatives.
$135,400 a yearFull-timeExpandApply NowActive JobUpdated 30 days ago
FEATURED BLOG POSTS
How to Pass a Personality Test with Flying Colors
Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
10 Practical and Effective Strategies to Persuade Anyone of Anything
Learning how to persuade people is like a key that can unlock any door. Acing the interview for the job of your dreams. Getting the best deal on a new car. Closing a sale with a skeptical customer. All of these wins require a level of persuasiveness.
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.