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4+ years of relevant work experience as a lawyer at a law firm and/or corporate legal department. Reporting into the VP, Legal – Corporate and ESG, you will help support general corporate legal and public company matters and other projects within the Dynatrace Legal Team and also provide in-depth counsel and legal advice on a wide range of compliance matters.
$180,000 - $200,000 a yearFull-timeExpandApply NowActive JobUpdated 12 days ago - UpvoteDownvoteShare Job
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Prior corporate experience with social media platforms such as Facebook, Twitter, Instagram,Threads, and TikTok. Audacy, Inc. (NYSE: AUD; OTC: AUDA) is a leading multi-platform audio content and entertainment company with the countrys best collection of local music, news and sports brands, a premium podcast creator, major event producer, and digital innovator.
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Additional Information Organization: Corporate Services Department: Value Based Care IT & Analytic Shift: Day Job Union Code: Not Applicable. Experience in any Business Intelligence tool like Tableau, Cognos, Looker, Toad, Minitab, Power BI, Qlik, SSRS OR any other.
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Amazing Corporate Partnerships & Foundation Support (Detroit Children’s Fund, Detroit Pistons, Give Merit, Jeep, Platinum Equity, Puma, Teach for America & More) Amazing Corporate Partnerships & Foundation Support (Detroit Children’s Fund, Detroit Pistons, Give Merit, Jeep, Platinum Equity, Puma, Teach for America & More.
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The Senior Project Estimator will have experience working in Preconstruction for a Commercial General Contractor/Construction Manager in construction markets that include Corporate, Healthcare, Education, Non-Profit, Assisted Living, Multi-family, Science and Research Facilities, Industrial and Manufacturing.
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2 years of relevant experience Requires a minimum of two to three years’ law-enforcement related work experience as a police officer; hospital security, corporate security, reserve police officer or military police.
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A dedicated corporate citizen with strong community ties, DMC is one of the largest and most diverse employers in Southeast Michigan. The hospitals of the Detroit Medical Center are the Children's Hospital of Michigan, Detroit Receiving Hospital, Harper University Hospital, Hutzel Women's Hospital, the DMC Heart Hospital, Huron Valley-Sinai Hospital, the Rehabilitation Institute of Michigan and Sinai-Grace Hospital.
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DMC's 150-year legacy of medical excellence and service provides patients and families world-class care in cardiovascular health, women's services, neurosciences, stroke treatment, orthopedics, pediatrics, rehabilitation, organ transplant and other general and specialty services.
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Will serve as an information resource, and will work in collaboration with physicians, allied health professional administrators, corporate, finance department staff, supply chain staff, vendors, and individual internal and external to the Detroit Medical Center.
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Oversee close coordination with corporate Provider Network Operations team to execute the administrative functions related to provider contracting, data management and credentialing. Demonstrated ability to efficiently utilize resources (i.e., capital and talent) to recognize the corporate vision.
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Develop and implement monthly collection strategy in compliance with investor, insurer, client, and Flagstar guidelines, requirements, agreements, and SLA’s; set appropriate goals to tie into corporate goalsOversee, direct and develop supervisors, West Coast Collections Manager, and Dialer TeamRepresent Default Call Center with clients, regulators, and internal partners.
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Delivers/coordinates other educational programs as directed (e.g., Grand Rounds, in-services, continuing education, job-specific and specialty curricula) to support competence and professional growth of Tenet nursing staff.
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Practice Area Profile The Corporate Development Practice (CD) combines rich expertise in corporate strategy concepts with a management methodology designed to create sustainable value-add for BCG clients.
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Four (4) years+ of experience preparing and prosecuting patent applications as well as preparing and negotiating commercial documents and transactions in a law firm and as a corporate patent counsel.
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Oversees the property's mechanical, electrical, plumbing and fire systems; and reports deficiencies to Property Manager and Corporate Facilities team; reports life safety hazards to the Property Manager; and reviews monthly utility usage and makes recommendations for the building cost control measures.
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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.