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Perform periodic onsite inspections and audits of customer sites to evaluate the level of compliance with Safety Management, Environmental Health and Safety and Risk Management plans, programs policies and procedures.
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We are a small, dedicated team with the aim of helping Worldpay colleagues navigate and understand Technology and what it offers. Develop a deep knowledge of key business units and build positive relationships, both horizontally and vertically.
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Conducts job responsibilities in accordance with the standards set out in the Company's Code of Business Conduct and Ethics, its policies and procedures, the Corporate Compliance Agreement, applicable federal and state laws, and applicable professional standards.
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Reporting directly to the General Manager, the VP of Business Development will be responsible for identifying new representatives and markets, developing a product roadmap, and working closely with the National Sales Manager and Engineering Manager to achieve company objectives.
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From one tiny Cincinnati grocery store more than a century ago, we’ve grown into what today is the nation’s largest grocer with nearly 2,800 stores in 35 states operating under 28 different names.
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As a Survey Crew Chief for Civil & Environmental Consultants, Inc. (CEC), you will work both independently as well as with crew members conducting the field survey work relating to boundary surveys, ALTA/ACSM Land Title surveys, topographic surveys, photo control surveys, route surveys, and construction stakeout under the responsible charge of the Registered Professional Surveyor.
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Drive accountability within the lines of business to ensure that enterprise risk management programs are implemented in a manner that is consistent with enterprise risk management standards and adds value to the business in managing their risks.
$120,400 - $241,300 a yearFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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CommuniCare Health Services is a fast-growing provider of long term care with over 90 facilities located in 7 states. A family-owned company, we have grown to become one of the nation's largest providers of post-acute care, which includes skilled nursing rehabilitation centers, long-term care centers, assisted living communities, independent rehabilitation centers, and long-term acute care hospitals (LTACH.
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Work Directly with a Chick-fil-A Operator - An Operator is an independent business person, responsible for the operation of the restaurant, who invests time in their employees, teaching them important business skills for the future.
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We are looking for a Chief Financial Officer (CFO) who is a proactive, team-oriented leader to serve as a partner to the CEO and senior management team in carrying out the vision of the organization with a total budget of over $11 million.
$99,443 - $134,541 a yearFull-timeExpandApply NowActive JobUpdated 2 days ago - UpvoteDownvoteShare Job
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Develop and implement a comprehensive model risk management strategy aligned with the bank's risk appetite and business objectives. The VP - Model Risk leads a team of model risk.
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Work with the RCS Third-Party Risk Manager to maintain the schedule of reviews for vendors. Position will be hybrid with a minimum requirement of two days per week in the office.
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As a direct report to the Chief Information Security Officer (CISO), the Vice President of Subsidiary and Integration Security will oversee the security programs of Humana subsidiaries and lead the team to manage M&A and integration security activities.
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By coupling our business and cyber risk functional experts on platform automation and integration with our risk and compliance domain leaders across Risk & Financial Advisory, Deloitte can provide a full spectrum of services.
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Selling Capabilities – Has a deep understanding of trades and services available and works to increase revenue and profitability by identifying smaller scale additional services to complement what is currently sold to existing accounts.
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Virtual Reality Job Interviews
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.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
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.
How to Navigate Hiring Out of State
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.