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Works in partnership with the Senior Revenue Agent (Examiner) in developing significant tax compliance issues, by collaborating with appropriate practice areas, examiners, Counsel, Appeals, and other specialists to leverage and expand complex issue expertise and ensure consistent application and interpretation of tax law.
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Work with business units to ensure compliance of all program-related business unit equipment and networks. Support APL IT and security leadership by leading the IT component of regular in-house security compliance reviews with the goal of improving compliance and audit posture.
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Compliance and Risk Management: Ensure compliance with all regulatory requirements, including SEC filings, Sarbanes-Oxley (SOX) compliance, and tax obligations. Position Overview: As the Chief Financial Officer (CFO), you will play a critical role in shaping the financial strategy and direction of our company as we navigate the complexities of preparing for an IPO. Reporting directly to the CEO, you will oversee all aspects of financial management, including financial planning and analysis, accounting, reporting, treasury, tax, and investor relations.
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Assist the Chief Operating Officer (COO) with planning, coordinating, and overseeing performance of the company’s federal government contracts and business development activities.
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Develop a keen understanding of the rules and regulations of the adult day program and assisted living and ensure Winter Growth is in compliance. The new leader will be familiar with health policy and compliance for residential assisted care facilities and adult day care programs.
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Lead the enterprise’s information security organization, consisting of direct reports and indirect reports (e.g., individuals in business continuity and IT departments). Translate that knowledge to identification of risks and actionable plans to protect the business.
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The qualified candidate should have received a doctoral degree in soil-crop modeling, soil science, agricultural engineering, environmental engineering, hydrology, plant physiology, or a related field or be pursuing the degree with an anticipated degree completion date prior to the start of appointment.
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This position reports to the Co–Founder & Chief Science Officer, with a dotted line to the Chief of Staff. Support all operations of the Co–Founder and Chief Science Officer (CSO.
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The Chief Administrative Officer (CAO) for the Jack and Sheryl Morris Cancer Center, in conjunction with the Chief Operating Officer (COO) of RWJUH and the Senior Vice President (SVP) of Oncology Administration, is responsible for managing the day-to-day operations of the Jack and Cheryl Morris Cancer Center.
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Building solid relationships through transparency and trust with our Therapists and Nurses is the foundation of our process. State licensed as a Physical Therapist Assistant (PTA) by the Physical Therapy Examining Committee, state boards.
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Lead risk management and quality efforts to ensure study compliance and inspection readiness for apheresis and cell therapy infusion activities. Lead and optimize the performance of study delivery teams ensuring GCP compliance, including provision of and accurate performance feedback for study team members to the appropriate AZ manager or CRO representative.
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Supporting security authorization activities in compliance with DoD/CSS Information System Certification and Accreditation Process (NISCAP) and DoD Risk Management Framework (RMF.
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Masters or above Degree in Earth science disciplines (including but not limited to Atmospheric Sciences, Numerical Modeling, Geophysics, Remote Sensing) or closely related fields; or B.S. with over 15 years of experience combining technical development, business development, and program management.
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Through the years, that restaurant prospered and led Cathy to further the success of his business. Chick-fil-A, Inc., Founder S. Truett Cathy started the business in 1946, when he and his brother, Ben, opened an Atlanta diner known as The Dwarf Grill (later renamed The Dwarf House.
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Serving as a Museum Docent for a small museum is a great way to connect with your community, make new friends, and learn a lot about your local history! Seven times a year, the Society hosts its Speaker Series, with speakers presenting on various topics of local, regional, and national significance.
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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).
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.