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Preparing / Consolidating the presentations (in coordination with the relevant departments) for the CUSO Operational Risk BureauResponsibilitiesAs member of CUSO Third Party Risk Team:Asses the ability of the CUSO Vendor Risk Management teams to oversee and manage the banking organizations third party relationships.
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The role requires someone with hands-on experience in developing technical vendor strategy, operating & pricing models and handling a holistic relationship with a wide array of vendors. Promote and provide recommendations on Engagement / Statement of Work (SOW) in alignment to the IT Vendor Management Strategy levers such as consolidation, and co-terming, or transformation to out-come based models, with supporting analysis.
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Lead the annual operating budget process. The COO/CFO will report to the Helen Goldsmith Menschel Director and will serve as one of two senior members (in tandem with the Senior Deputy Director and Chief Curator) on the Leadership Team. This role has supervisory responsibly for the Museum's Finance, IT, Human Resources, and Building Operations and Security functions.
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Collaborates with Payson House Building Manager and building staff to ensure proper vendor status and insurance for IGT projects. Responsible for addressing staff, vendor, and client complaints in collaboration with IGT Directors, Managers, Supervisors, and HR Director.
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Acts as a resource person to the staff and other members of the health care team within the operating room area, and on the surgical units when necessary. Ensures that all patients scheduled for surgery are in the operating room at least thirty (30) minutes prior to scheduled surgery.
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Knowledge of third-party vendor software products that support DB2 for z/OS - BMC (database utilities, Catalog and Change Manager, SQL Explorer, and Apptune) and CA Sysview are a plus. General z/OS skills in areas that including TSO/ISPF, JCL, and RACF. REXX and ISPF/CLIST programming.
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Zola will always be a place where every employee, couple, wedding guest, wedding vendor, and partner will be respected and accepted and valued. to help build the Inspiration/Vendor marketplace product team.
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The ideal candidate will leverage expertise in high-level complex SaaS sales in supply chain risk, vendor risk management, and/or third-party risk management. The ideal candidate will leverage expertise in high-level complex SaaS sales in supply chain risk, vendor risk management, and/or third-party risk management.
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About US At Atlantic Health System, our promise to our communities is that anyone who enters anyone of our facilities, receive the highest quality care delivered at the right time, at the right place, and at the right cost.
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Primary Duties and Responsibilities:- Design, develop, and implement procurement solutions to meet the CVS Heath procurement teams’ requirements within the ServiceNow platform, including Procurement Catalog, Purchase Orders, Vendor Performance, Contract Management, and other procurement modules.
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Conduct Third Party Risk assessments, educate vendor relationship owners on the risks identified, work with them to secure remediation plans with vendors. Have a working knowledge of and be able to support all GRC capabilities such as cyber risk management, third-party risk management, security training and communications, and our compliance program.
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Senior Business Coach Equal parts advisor and operating partner, Amazon’s team of Business Coaches assist and guide our Delivery Service Partner (DSP) business owners as they build and grow successful last mile package delivery businesses during a transformational time.
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L32BJ) Operating Engineer. Check for properly operating emergency exit signs and lights and ensure free and clear access to emergency stairs and exits. 5+ years of related work experience in operating mechanical, electrical, and plumbing systems in a commercial property setting.
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Study and review Embryology Laboratory Standard Operating Procedures (SOP) and be familiar with quality control, quality assurance, safety procedures and operating guidelines for performing laboratory services.
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Commerce Canal currently processes and represents approximately $300mm in annual GMV with the following retailers, etailers and marketplaces: Amazon Vendor Central, Amazon Seller Central FBA, Costco, Kohls, Macys, Wayfair, Walmart, Zappos and several others.
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vendor operating jobs Company: Metroplus Health Plan in Newark, NJ
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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.
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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.