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The House Supervisor is responsible for coordination and direction of safe and efficient patient care and throughput in the hospital by providing a communication link with ED, patient registration, LIPs and nursing units.
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The Production Supervisor is responsible for relative assigned shift and/or crew, manage to company personnel/food safety, quality, production, and leadership objectives. The Production Supervisor directly supervises production employees to maximize productivity on assigned shifts and areas.
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As a Starbucks shift supervisor , you'll be a role model of the store operations standards that define our Starbucks Experience. As a Starbucks shift supervisor , you'll be a role model of the store operations standards that define our Starbucks Experience.
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If you're ready for a career in restaurant management, our Shift Supervisor position is the right place to start. Working as a Shift Supervisor lets you develop your management skills while still having the time to do the things you enjoy.
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Part-Time Shift Supervisors will exceed customer’s expectations by delivering a WOW!
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The Inventory Supervisor is the first point of contact to resolve any event concerns in support of and at the direction of the Area Manager or District Manager and drive operational excellence through maximizing our employee’s productivity and growing the team through engagement.
$16 - $18 an hourPart-timeExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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We are looking for a full-time Supervisor to add to our Foster Care team! As a supervisor, you will oversee foster care workers and support these workers who work with children and families so children can return to their families or be adopted.
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As an hourly supervisor, you are responsible for an entire area of the store. Paid time off benefits include parental leave, family care leave, bereavement, jury duty, and voting. Other benefits include short-term and long-term disability, company discounts, Military Leave Pay, adoption and surrogacy expense reimbursement, and more.
$16 - $36 an hourPart-timeExpandApply NowActive JobUpdated 14 days ago - UpvoteDownvoteShare Job
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The Fabrication Supervisor 2nd Shift will provide strategic operational oversight for all production operating facilities with moderate presence in multiple regions or moderate degree of complexity.
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As a Penske Maintenance Supervisor you will use your excellent communication, organization, and multitasking skills to engage your diesel technicians, maintain good morale among your team, and keep your customers happy.
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A Typical DayThe Production Supervisor is responsible for relative assigned shift and/or crew, manage to company personnel/food safety, quality, production, and leadership objectives. Our state-of-the art production facilities convert an abundance of locally sourced high-quality milk into a variety of nutritious cheeses, whey protein and lactose.
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We accommodate all our customers' moods, attitudes and styles, including: feminine and pretty, unique/individual and the latest catwalk trendsWe are a fun place to work!
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FEATURED BLOG POSTS
How to Conduct a Performance Review (With Examples)
In a world where the smallest mistake can cost your business tens of thousands in lost revenue, your talent is key to keeping your edge on the market and driving growth. However, managing a workforce of any size can be a challenge. Employees come with their own particular skill set, ambitions and flaws. So, it can be difficult to uncover their individual drivers. Not to mention the challenges brought on by the hybrid and remote working models where in-person interactions have become few and far between.
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Learning to recruit passive candidates is a different ballgame than recruiting active ones. While an active candidate is someone who is currently looking for a new job, a passive candidate tends to be the opposite. Passive candidates are either already working or not looking to work. So, instead of these candidates coming to you, you'll have to find them and reach out to them first.
How to Effectively Recruit Employees
Today, hiring and retaining talent looks much different than it did only two or three years ago. Financial instability and the strain on our mental health brought on by the pandemic has made everyone more wary and selective of their workplace and employer. Whereas in the past people might have prioritized promotions and financial reward, today they look at other factors such as workplace flexibility, personal fulfillment and values alignment.
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Growing up you watched your parents shuffle to and from the office, held hostage to their 9 to 5. If jammed-packed schedules and deadlines sound frightening, you might consider pivoting your search to part-time jobs. In fact, even employers have shifted their preference, selecting more people open to the idea of flexible working hours.
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Money alone makes it hard to attract and retain top-notch candidates, especially when you are competing with larger businesses and corporations in your industry. So, instead of focusing on money, figure out how to make a job offer more competitive when you can't offer more money.
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Many businesses across the country have adjusted business operations to make it through the pandemic. After a period of hardship, many business owners, like yourself, are ready to start recruiting and rebuilding a bigger, more skilled workforce - only now you have to do it with a smaller hiring budget.
How to Ask for a Raise at Work
Here we go again; it’s time to talk money. Whether you’re one year in at a new company or approaching year five on the same team, learning how to ask for a raise should be part of your long-term career plan. These conversations are rarely fun (thanks to society, which has conditioned us to believe that money is taboo), but they are necessary if you want to, well, get paid what you’re worth. Trust us, there’s a lot of money on the table for taking. Below, we’ll discuss tips on timing, approach, and follow-up.