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Provost/Dean of FacultyJob Description Job Summary: Reporting to the Director of the Smith Office for the Art (SOFA), the Program Manager is responsible for assisting with the programmatic and administrative duties of the growing Office for the Arts, with a focus on student engagement.
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Provide support and oversight to ensure successful implementation and coordination of student life program plan, facilities and food service operations, and administrative functions. 5+ years of relevant experience in not-for-profit business management, academic administration, or executive leadership.
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The Assistant Director of Development for the iCons Program (Integrated Concentration in STEM) in the College of Natural Sciences (CNS) is responsible for increasing philanthropic support for iCons, focusing on leadership annual giving and corporate relations.
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In the Developmental Services program at BHN, we provide 24-hour staffed residential services, community day support, individual and family support services, a social club, and an advocacy program for adults with developmental and/or intellectual disabilities.
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Our Large Animal Technicians provide experienced and skilled animal care to our patients, assist in administrative and technical tasks, and support the entire veterinary team in the clinic's day-to-day functions.
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Our business reach spans satellite television service, live-streaming and on-demand programming, smart home installation services, mobile plans and products, and now we are building America’s First Smart Network.
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The VNA RN Case Manager is responsible for providing skilled care and case management to patients/families in accordance with the State Nurse Practice Act and accepted professional standards of practice.
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Duties include resident assistant staff supervision, community development and student learning initiatives, frequent and meaningful interactions with residential students, building and facilities management, crisis response, administrative and project management tasks and other general responsibilities within the scope of the position.
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The Regional Account Manager will develop and manage existing and new customer relationships and partner closely with Operations and other internal business units to drive revenue growth through identification and development of business opportunities.
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Today, our brands include EchoStar, Hughes, DISH TV, Sling TV, Boost Mobile and GenMobile. 4-day work week with opportunities to work overtime. As a technician, we will train you to lead the charge for a world-class customer experience, educating and connecting more Americans with every home you visit.
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Description Five Colleges, Incorporated (FCI) seeks a Museum Collections Information Manager to support the work of six museums that share a common collections management system and public portal.
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The primary purpose of the position is to provide administrative and customer service support for the Department of Veterans Affairs Hospital Nutrition Food Service Program, located in Leeds Massachusetts.
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Be responsible for schematic entry, layout, test, and release of printed circuit boards to support a variety of RF, Microwave, and Millimeter-Wave products. With support of other engineering disciplines, design and document cost effective circuit boards, laminate packages, and assemblies to support product development.
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The Senior Permitting Consultant will perform program research, planning and development, permitting, compliance monitoring, inspections/enforcement, and technical support services in relation to air, water, waste, corrective action, mining, biology, and other environmental programs.
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Newell Brands and its Business Units are Equal Opportunity Employers and comply with applicable employment laws. Must clearly communicate business goals so associates understand how they contribute to the organization's success.
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administrative support business manager jobs in Amherst, MA
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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?!
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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.