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The HR Program Manager is responsible for the organization and successful management of global program(s) for Human Resources. Benefits include Associate discount; 401(k) match; medical/dental/vision; HSA; health care FSA; life insurance; short/long-term disability; paid holidays/vacation /sick/bereavement/parental leave; EAP; incentive programs for management; auto/home insurance discounts; tuition reimbursement; scholarship program; adoption/surrogacy assistance; smoking cessation; child care/cell phone discounts; pet/legal insurance; credit union; referral bonuses.
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In collaboration with the Faculty Director of the BFLP, the Program Manager will be a strategic, tactical, and entrepreneurial leader who helps develop and articulate a vision and lead implementation for the BFLP's next chapter.
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As a Senior Cloud Program Manager, you will be responsible for providing leadership and direction in AWS, Azure, Oracle, and GCP cloud platforms hosted in FedRAMP and FedRAMP+ environments.
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The Marketing Program Manager will work in tandem with Program Managers, Portfolio Managers, department leadership, key stakeholders, or the PMO Director to perform project management duties in support of the completion of projects.
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Reporting to the VP, Corporate Development, the new position of Senior Manager, Program and Alliance Management will be an essential part of supporting all Xilio clinical programs. Senior Manager, Program and Alliance Management.
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Serve as the program manager across key business processes for software experiences, software platforms, and hardware products, leveraging project management best practices to drive operational excellence and continuous improvement.
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Collins Mission Systems is seeking a highly experienced Senior Program Manager to lead a Wideband RF Communications Integrated Product Team (IPT) within a complex airborne platform development and integration program in Protected Communication Systems (PCS.
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The Program Account Manager is responsible for the operations of group employee benefit captive programs managed by SRS. This role is team based with the opportunity to grow as we continue to do so.
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Assists with the development and distribution of training, presentation, and other materials for compensation program rollouts. 3+ years of experience in compensation program design, support, or equivalent experience.
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Join MathWorks as a Software Program Manager for teams working in the core of our flagship Simulink product! Perform program analysis, handle risk, identify and influence vital course corrections, creatively seek solutions, and communicate program status and activities across multiple levels of management.
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Markforged is seeking a talented and motivated Senior Technical Program Manager who will be part of the Program Management team. The Program Manager will be responsible for managing development of new products from the initial planning/scoping phases through launch of new innovative products.
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As a Global Program Manager focusing on driving digital and team-based programs for onboarding, nurture, and risk, you’ll play a pivotal role in ensuring the success of the Dynatrace Platform for our customers.
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Transformation Program Management: Provide program management support to the executive sponsors of one or more gas decarbonization transformation workstreams. Experience in strategy development, strategy execution, and/or program management in large and complex corporate environments.
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We are a team of passionate, collaborative, agile, inventive, customer-centric, results-oriented problem solvers.
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A SharkNinja Associate Program Manager thinks, acts and leads his/her programs like a global leader for every project or program they manage and owns the overall success of the program with a steady focus on Scope, Cost, and Schedule.
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Title: program manager in Wayland, 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?!
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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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).