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Expertise with engagement programs, recognition programs, performance, wellbeing, organizational change, culture programs, communications, and event planning. This Senior Program Manager, Employee Experience & Engagement will:Collaborate with key stakeholders to create the employee experience strategy, philosophy, framework, and recognition program, including designing impactful events, campaigns, culture programs, and supporting resources.
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Manage all phases of the ERP implementation lifecycle, including system configuration, data migration, user training, and change management. We are seeking a highly experienced IT Program Manager to lead the successful deployment of a new Enterprise Resource Planning (ERP) system across multiple manufacturing plants in parallel.
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The Digital Transformation Manufacturing Consulting Senior Manager role requires working collaboratively with leadership to design, execute, and lead multiple teams through organizational change efforts of varying size and complexity.
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Operating in more than 120 countries, leveraging a robust portfolio, and utilizing the highest certification levels from key partners, including Microsoft, Apple, Cisco, Lenovo, Adobe, and more, Zones has mastered the science of building digital infrastructures that change the way business does business ensuring whatever they need, they can Consider IT Done. Follow Zones, LLC on Twitter @Zones, and LinkedIn and Facebook.
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Provide leadership in all areas of the Quality System, including, but not limited to Root Cause Analysis, CAPA, Nonconforming Material Investigations and Reporting, Deviations, Change Control, Supplier Qualifications, and Audit support functions (internal and external.
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The Global Career Development Senior Change and Communications Manager brings Change Management knowledge and expertise and experience collaborating with different stakeholders, other change managers, as well as product delivery teams.
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Insight Investment is looking for a Senior Project Manager to join the Business Change and Process Engineering team in Boston. The Senior Project Manager is responsible for leading teams to deliver project(s) that span across one or more business units.
$150,000 - $170,000 a yearFull-timeExpandApply NowActive JobUpdated 9 days ago - UpvoteDownvoteShare Job
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Simply put, we focus on delivering business led, technology enabled change across the digital core and the latest in mobile, analytics and cloud solutions. As a Senior Manager, you'll work as part of a team of problem solvers, helping to solve complex business issues from strategy to execution.
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The Senior Manager of Internal Communications must have experience either working within a larger company or at an agency that served larger companies, on a team driving change management including business, structural and personnel changes.
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Our commitment to these principles extends to the global communities we serve by creating positive change with GIS technology. We believe in having a diverse workforce that is unified under our mission of creating positive global change.
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The on-site work expectation, for the Senior Manager, Practice Business Intelligence, may change and falls under the decision authority of the Executive Director of Operations. As the Senior Manager, Practice Business Intelligence , you'll lead McLean Hospital’s strategic initiatives in harnessing the power of data to drive informed decision-making and operational excellence.
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Key Responsibilities Responsible for Business Process Architects and Business Process Strategist team members, including but not limited to, staffing levels, employee development, change management, high team morale.
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If you’re an innovator and storyteller who embraces an environment where you can experiment, learn, and change banking for good, we would love to hear from you. New York City (Hybrid On-Site): $172,900 - $197,300 for Sr Manager, Project Management.
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Senior Manager, Semiconductor Partnerships & EcosystemWe are Aptiv - a global technology company with 200,000 specialists in 48 countries. Your Benefits at Aptiv:Private health care effective day 1 of employmentLife and accident insurancePaid Time Off (Holidays, Vacation, Designated time off, Parental leave)Relocation assistance may be availableLearning and development opportunitiesDiscount programs with various manufacturers and retailersRecognition for innovation and excellenceOpportunities to give back to the communityTuition ReimbursementAdoption AssistanceFertility CoverageApply today, and together let’s change tomorrow.
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We do this by providing capacity building services, consulting and training services, and operational support for hundreds of nonprofits, foundations, community-based groups, and others working for social change.
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change job Title: manager senior in Arlington, MA
FEATURED BLOG POSTS
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.
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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 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.