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It is also the policy of Humana to take affirmative action to employ and to advance in employment, all persons regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, age, marital status, genetic information, disability or protected veteran status, and to base all employment decisions only on valid job requirements.
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Inform the Manager or on-call Manager of concerns, issues/incidents, as they arise and seek resolution to correct. Liberty reserves the right at its sole discretion to amend its policies, programs and/or guidelines, including the contents of this job description, at any time without prior notice.
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As a Project Manager at GE Renewable Onshore Wind, your job scope will focus on leading the execution of Wind Turbine Major Component exchanges. Click here ( for more information on benefits and perks that may be available to you as a member of the Kelly Talent Community.
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The actual hourly rate will equal or exceed the required minimum wage applicable to the job location. Objective is to receive hands on training preparing manager in training for a management position in another store or future location.
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The program is well defined, comprehensive, and always on the cutting-edge of new learning initiatives. A commitment to do the best job possible, regardless of the task, is evident throughout our organization.
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Job Summary Are you looking for an environment where you can have a positive impact on both guests and employees? We are looking for qualified candidates with General Manager experience leading outstanding front-of-the-house and back-of-the-house teams in an upscale, casual setting.
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ASSISTANT MANAGERCarrols LLC is the largest Burger King Franchise. Essential Job Requirements:Ability to work a 50 hour work week which will include nights, weekends and some holidays. We're all about finding talented folks and giving them the tools and the knowledge to make it to the top.
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Job ResponsibilitiesAs a member of the management team, the Retail Sales Manager will supervise and participate in the merchandising/set up of the selling floor to provide maximum sales and customer service.
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The Lead Case Manager will be responsible for overseeing case management and case support specialist staff to ensure adherence with job responsibilities and agency expectations while managing an assigned caseload.
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Leadership for the following functions: customer and district sales management, new customer acquisition, customer satisfaction measurement, price management, marketing, maximizing account penetration, market penetration, customer retention, hiring and on-boarding of new sales associates, continual assessment of skills and administering necessary training, setting quotas, accurate sales forecasting and consistent use of Trane sales tools and systems.
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This hands-on-role in store operations provides insight into the retail convenience store/gasoline business, for your successful transition into a Store Manager role. Job RequirementsExemplify our core values of integrity, accountability, service, respect, teamwork and innovation at the managerial level as well as demonstrate excellent leadership skills.
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Plus, Monthly Bonus Opportunities of $1000 are based on the performance matrix. This means helping the Department Managers set their goals, following up on their progress, and providing coaching and direction to improve their Departments.
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Training Orientation and training provided on the job. Hands-on Manager and servant leader. Ability to communicate verbally with customers and co-workers to process orders both over the phone and in person.
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It would also include to manage the employees on site to ensure the jobs finish on time and on budget, attending job meetings and scheduling meetings with our General Contractor's/Owners.
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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.