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Responds to incidents of fire, medical emergency, bomb threat, flooding, water discharge, elevator emergency, hazardous materials, inclement weather, and other incidents.
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Meet the education or reciprocity requirements set by the Minnesota Board of Peace Officer Standards and must be licensed or eligible to be licensed as a full-time police officer by the Minnesota Board of Peace Officer Standards and Training.
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In order to be considered for this role, after clicking "apply now" above and being redirected, you must fully complete the application process on the follow-up screen.
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Own planning and internal business operations for top management initiatives; monitor and drive all key programs and initiatives across the Customer Success organization to ensure rigorous, disciplined follow-through and alignment to Anaplan strategic priorities.
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Credit Risk Review Officers independently evaluate and monitor risk in Corporate and Commercial Banking.
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Twin Cities Habitat for Humanity is now recruiting a new Chief Real Estate Officer. As the largest non-profit homeownership organization in Twin Cities region, Twin Cities Habitat is looking for a dynamic, innovative leader to guide the organization as it works to advance racial equity in housing.
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Become the SME (Subject Matter Expert) on the data inputs and outputs of Kinaxis including how to extract insights for Demand Planning, Supply Planning and Material Planning. Modification of existing Power BI Data Models and reports to convert from previous planning systems to the new APS.
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A Bachelors or Masters degree in Planning, Geography, Urban Studies, Sociology, Political Science substitutes for six months of advanced professional experience. Our Transportation Systems Planning Director position develops, directs, and manages multimodal transportation plans, studies, research activities, and investment planning for the Long-Range Planning unit in the Metro District Office of Planning, Program Management and Transit.
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As a Senior Business Development Officer within PNC's Institutional Asset Management organization, you will be based in Minneapolis, MN. Account Management, Asset Allocation, Capital Management, Credit Risk Analysis, Customer Needs, Equity Valuations, Investment Banking, Sales.
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Community Service Officer. Candidates must be currently licensed or eligible for peace officer licensure and have at least on year of full-time experience as a licensed police officer.
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Position Details: Pay: $20/hour Shift: Full-Time & PT, Shifts VaryMust have or be able to obtain a DoD Secret level clearanceMust be 18+High School Diploma/GEDValid Driver’s License1 year Security/Military/Law Enforcement experience requiredSecurity License class will be scheduled for you within 2 weeks if you do not have one Job Description: Observes and reports activities and incidents at an assigned client site, providing for the security and safety of client property and personnel.
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Job Title: Senior Analyst - Financial Planning & Analysis (FP&A) Experience with SAP Cloud Planning, BPC, or Similar Planning Module. This position will support the consolidation and allocation of corporate expenses in SAP Cloud Planning and report building in SAP Analytics Cloud.
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You can stand out - and thrive - here, too, as a Security Officer. Security Officer - Now Hiring! Work today, get paid today, with DailyPay! Shift: Friday and Saturday, 11:00 PM - 7:00 AM, (Part Time, 16 Hours.
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Business Development Officer III-Factoring Division. The same entrepreneurial spirit that led Horace Fishback Sr. to open his first check-cashing station in Brookings, SD in 1880 drives us toward our vision: To grow a diversified independent financial corporation that excels in delivering community banking services and providing niche products nationwide.
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We are seeking a experienced Network Attorney to provide legal guidance and advice on estate planning, business formation, special needs planning, and other related areas of asset protection law.
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Title: planning officer in St Paul, MN
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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?
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.
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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.
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.