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The Family and Community Engagement Specialist is responsible for ensuring that the Center meets Head Start Performance Standards, Prevention Initiative Quality Indicators, DCFS Licensing regulations, IDPH requirements and any federal, state and local laws regarding family and community engagement for children from birth to 5 years of age and their families.
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General to the role: Enforces Raising Canes policies and standards Uses required tools, forms and logs to support shift execution, document results and take corrective action when needed Deploys crewmembers during a shift and provides exemplary customer service Utilizes reward and recognition program for the crewmembers in the restaurant Authorizes employee functions requiring manager approval (e.g. discounts, timeclock overrides, etc.
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The Stage Manager will be required to oversee execution of both devised and prewritten comedy shows both here in Chicago and at various venues on the road. The Stage Manager is responsible for ensuring that every element of the show runs smoothly on a nightly basis and that the director and ensemble’s vision of the show remains consistent throughout its run.
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The Manager of H&S will drive continuous improvement in H&S performance and support the company's growth in the renewable natural gas (RNG) industry. The Health & Safety (H&S) Manager is responsible for developing, implementing, and overseeing comprehensive H&S strategies, systems, and programs across all of Amp Americas' operations.
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Serve as hiring manager for Care Promoters, X-ray tech and Med Tech. Address / resolve any customer-service issues and elevate them to Center Manager and/or Market Clinical Manager when needed.
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Our client, Communities In Schools of Chicago (CIS of Chicago), is a nonprofit organization providing school-based case management and SEL services to Chicago Public Schools and linking them to community partners to help students stay in school.
$54,000 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Lead the delivery and implementation of projects through all phases, including client interactions, key stakeholders, PMO, and onshore/offshore resources to ensure the project is delivered to the quality, budget, and timeline expectations.
$336,900 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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You'll report directly to a Client Engagement Manager within the Commercial NPS Prism team. Participate in client conversations with Client Engagement Managers (CEMs) in region to deliver insights and support clients in use of the tool.
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We are seeking a skilled and experienced HVAC/Refrigeration (HVAC+R) Energy Manager who will be responsible for HVAC+R project management and energy management. We are seeking a skilled and experienced HVAC/Refrigeration (HVAC+R) Energy Manager who will be responsible for HVAC+R project management and energy management.
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With persistent focus, we are strengthening internal mobility, employee engagement, and investing in leadership development to continuously improve the employee experience. Responsibilities Are you a seasoned General Manager with a passion for residential property management and possess an impeccable track record of excellence.
$115,000 a yearExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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You are a mobile-first engineering manager (iOS/Android) and have experience developing native mobile applications. As an Engineering Manager at Grindr, you’ll have the opportunity to play a key role in building the next generation of the Grindr app.
$220,500 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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This role supports the Senior Audit Manager - Credit Risk, Senior Audit Director and Chief Audit Executive, in providing the Audit Committee and senior management with independent assurance and advisory services designed to evaluate and improve the effectiveness of risk management, control, and governance processes of U.S. Bancorp (USB.
$180,840 a yearFull-timeExpandApply NowActive JobUpdated Yesterday - UpvoteDownvoteShare Job
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We are seeking a dynamic and experienced Brand Marketing Manager to lead the activation and implementation of our strategic marketing plan for Heaven's Door. The ideal candidate will be responsible for generating creative ideas, building relevant channel programs, overseeing marketing programs that engage both trade and consumers, managing media planning, and directing ecommerce programming.
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Above all, you are a rockstar project manager with an unmatched ability to guide people and processes forward seamlessly. Previous experience managing end-to-end Marketing projects as lead Project Manager or similar required.
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Supply Chain Procurement leader of product conversions, standardization, value analysis, and contract management.
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Title: client engagement manager Company: Charney Investment Group in Evanston, IL
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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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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.