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The Medical Director (MD) is responsible for providing strong leadership for the hospital in coordination with the hospital manager. As the Veterinary Medical Director at Cumberland Animal Clinic, you will play a vital role in leading our veterinary team and ensuring the delivery of top-notch medical care to our patients.
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The Director, Human Resources will be responsible for translating strategic and tactical business plans into critical human resource actions, programs, and initiatives for DAP Manufacturing and Distribution Operations.
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The PRP Director provides clinical and administrative supervision of all functions of the PRP. Ensures that the program is operating in compliance with all of regulators and governing bodies. The Director holds the primary responsibility of ensuring that clients are receiving community-based comprehensive rehabilitation and recovery services and supports.
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The Senior Director will provide thought leadership and direction to support the corporate strategy, driving focus and efficiencies across the company. Grace is seeking a Global Senior Director of Sustainability to join our Corporate Strategy team.
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The Director of Faith Formation reports to the Pastor regarding performance evaluation. The Director of Faith Formation (DFF) reports to and works closely with the Pastor. The director is open to learn about the Ignatian charism of our parish and ensures that all ages and states of life receive solid Catholic formation.
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The PGS Security Director will oversee Northrop Grumman’s PGS programs and provide both strategic and tactical security program guidance to enable the business while maintaining a compliant security program.
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Responsible for reportingany accidents and or incidents to Zoo's Sr Director of Risk and Safety. Provide labor for emergencypreparedness, emergency generator setup, storm clean up and additional supportas necessary.
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The Director, Privacy and Data Protection is a key system shared services role that is responsible for leading and overseeing UMMS privacy and data protection program development, implementation, and maintenance.
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Position Overview: Reporting to the Director of the Office of Health Promotion (OHP), the Assistant Director for Health Promotion will oversee the strategic development, implementation, evaluation and reporting of departmental health promotion and health education activities.
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From adoption assistance benefits to Zipcar memberships, the Firm’s 250+ employee programs have you covered from A to Z.
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Reporting directly to the VP of Drug Discovery, the Director of Immune Oncology will spearhead and oversee the oncology portfolio withinour drug discovery programs, contributing to our mission of redefining cancer treatment.
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Customer Supply Chain Director – Towson, MD or Charlotte, NC– Virtual. As a Customer Supply Chain Director, you’ll be part of our Tools & Outdoor team working as a virtual in employee. Scope of Director role will cover all SBUs which SBD sells into Lowe’s, including Power Tools, Hand Tools, Accessories, Storage, Fastening, and Outdoor Power Equipment.
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An employee’s pay position within the salary range will be based on several factors including, but not limited to, relevant education, qualifications, certifications, experience, skills, geographic location, performance, and business or organizational needs.
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Reporting to the Executive Director (ED), the Development Director is a key member of the senior leadership team. This is a hybrid position and serves in Baltimore and Washington, DC. A bonus structure will be available, based on mutually agreed-upon metrics created in partnership with the Executive Director and the Board of Trustees.
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World Relief seeks a Director of Corporate & Foundation Relations to develop a portfolio of relationships with corporate and private foundation partners through identification, cultivation, solicitation and stewardship best practices.
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Title: director organizational Company: Walkme in Gwynn Oak, MD
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Whether you’re applying for your first job or looking to move up the career ladder, personality tests aren’t usually the first thing we think about. But surprisingly, they can have a massive impact on how our future employers perceive us. In fact, a 2017 study by the Society for Human Resource Management (SHRM) has found that 32% of U.S. employers use personality tests when hiring for senior management positions, and 28% use them for middle management positions. Personality tests are also used for hourly workers and contractors, though less frequently.
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.
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.
How to Increase Job Ad Exposure
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.