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The Assistant Manager, Training will supervise and assist in managing the daily activities and overall development and performance of bus operator Instructors and Trainees at Metro Transit's Operations Support Center.
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Accountable and Reports to: District Store Director; Store Manager; Assistant Managers of Operations, Perishables, Health Wellness Home; Service Managers; Meat Department Manager or Assistant Meat Department Manager where applicable.
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Manages the department in the absence of the department manager and assistant department manager. Manages the department in the absence of the Department Manager and Assistant Department Manager.
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Has daily contact with customers and the general public, and vendors/suppliers in the absence of the department manager. High School or equivalent, Hy-Vee food safety training. High School or equivalent, Hy-Vee food safety training.
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The primary Role of the Director of Training and Development is to develop people at all levels of the organization by working alongside the Operator to create and execute a store training curriculum.
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The Learning and Development Manager, manages the evaluation, development and implementation of the organization’s orientation and ongoing training and professional development programs, taking into consideration licensing standards, CARF and other accreditation standards, best practices, the agency’s mission and objectives, and employee performance and productivity.
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The Activist Training and Development Specialist, 6-month contract is a full-time, exempt, hybrid position based in Washington, DC or the Bay Area, CA, with preference for the Bay Area. This role will report to the Activist Training and Development Program Manager.
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Design comprehensive training programs for volunteers working with children and families experiencing homelessness with a focus on early childhood development, social emotional learning, trauma and resiliency.
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The QMHP will work with our Case Manager to provide the following services: Skill Training & Development, Medication Training & Support Services and Crisis Intervention Services.
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Training and Development Manager Legal Entity: Fives North American Combustion, Inc. Country: United States State: Ohio City: Cleveland Job Family: Human Resources Job Type: Permanent position Work Location: Hybrid Compensation: FIVES NORTH AMERICAN COMBUSTION, INC. Fives North American Combustion, Inc. is hiring a Training and Development Manager to join our team in Cleveland, OH. Fives North American Combustion (HQ: Cleveland) is a dynamic subsidiary of the renowned Fives Group (HQ: Paris.
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The NDT Assistants will receive both on the job and classroom training and development to further their career as an NDT Technician. Nova Data provides both on the job and classroom training and development to further our employees' careers as an NDT Technician.
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This position, under general direction of the City Manager, assists the City Manager in the administration of the City including a variety of assignments related to administrative operations, city-wide initiatives, and economic development.
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The Assistant Learning & Development Manager coordinates and manages the implementation of hotel trainings in line with brand and hotel policies and procedures. An Assistant Learning & Development Manager, serving Hilton Brands is always working on behalf of our Guests and working with other Team Members.
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The NDT Assistant will work with NDT Technicians in performing non-destructive tests, and evaluations for acceptance or rejection determinations. Technical training and/or experience in industrial settings preferred.
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Responsible for hiring, training and mentoring the Tenant Services Coordinator, Property and Leasing Administrator, Property Accountant and Assistant Property Manager. Our client, one of the most respected Commercial Real Estate and Property Management companies is actively growing its commercial portfolio in Northern California focused on developing modern and sustainable properties needs a strong, financial minded Senior Property Manager for a property with active facilities and space management.
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training development assistant manager jobs Title: general mcdonalds in Lexington, Massachusetts
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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 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.
Recruitment strategies that are weird, but actually work
In the current candidate-driven job market, recruiters are looking for unique ways to attract talent. Some have resorted to even (dare we say it?) recruitment strategies on the border of weird and wacky. What can we learn from the unusual recruitment tactics that are being used and actually getting results? Here’s a rundown of some unique recruitment strategies that actually work.