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One of the top civil construction company's in the Southeast is seeking a Civil Construction Project Manager. Responsibilities for Civil Construction Project Manager. Benefits/Comp for Civil Construction Project Manager.
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Works closely with project personnel and the Land Manager to assess the accuracy, efficiency, and effectiveness of reports. Assists the Manager in producing land acquisition cost totals and forecasts for the project when required.
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BIM Modeler - Civil 3D Standards/Content Manager and Trainer. Support project managers and project technical leaders to identify the appropriate BIM Coordinator for project execution.
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SodexoMAGIC is seeking a General Manager 6 for Jackson State University located in Jackson, MS. Our Campus Dining account at Jackson State University is seeking an experienced Food Services General Manager.
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Performs other reasonable duties as assigned by manager. Manages group or interpersonal conflict. Experience and understanding of common principals of CMDB Discovery common challenges, access requirements, best practices for cloud (AWS, Azure, Alibaba) discovery, discovery of container technologies (i.e. Kuberentes, EKS, RedHat OpenShift.
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The Clinic Implementation Manager (IM) will take on the lead project management role for onboarding and launching the CARE program at clinics, hospital systems, healthcare organizations, IDNs, and beyond.
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Collaborate with other data scientists and team leads to define project requirements & build the next generation data source ingestion, ETL, data pipelining, data warehousing solutions in Cloud.
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The Project Manager is responsible for effectively overseeing and performing the construction of one large and/or multiple smaller scale projects. + 5 years' experience relevant electrical project management and estimating experience.
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Proficient in Microsoft Office Suites; Engineering software to create project plans and circuit diagrams; Power, Control Switchgear, Lighting, Batteries, Fire Alarm; CAD/Revit. The Senior Electrical Engineer will be responsible for the conceptual design, review, and stamping, sealing of the drawings before submission to the clients.
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Senior Strategic Finance Manager Join Our Cause for Good: SR1 has been around for over 14 years, but we are expanding into new areas with innovative startup projects. ·Maintain high standards of confidentiality and reliability, adapting work schedules as needed for project demands.
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Position Summary: The Installation Manager is responsible for the daily operations of the Installation department within a local field office. Provides leadership and tactical execution on daily production activities involving customer scheduling, service resolution, training, and management of local third-party installation network.
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Ensures that maintenance resources are being utilized to achieve project objectives. Coaches and counsels team to improve technical skills and interpersonal and problem resolution skills.
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The Branch Manager will execute Cadence Bank branch leadership standards while modeling and providing accountability for needs-based relationship building activities with all branch teammates. As a Branch Manager, you will primarily be responsible for leading a customer-focused sales and service process with businesses and consumers to achieve assigned targets.
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Education: - Paralegal Certification or Law degree highly preferred - Bachelor's degree in relevant field of study and 5+ years of relevant professional experience required Experience: - At least 2 years in a supervisory or managerial position - Experience in healthcare law, arbitration, mediation, dispute resolution or claims and appeals adjudication in healthcare.
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GovCIO is currently hiring for a Subcontracts Manager to support our VETs sector government subcontracts team. The Subcontracts Manager is self-motivating and capable of applying problem solving to a variety of complex issues, and works without discernible direction while following established guidelines and policies.
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project senior manager conflict resolution jobs Title: program manager in Flowood, MS
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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.
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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.