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Position Summary Reporting into the Global Manager Identity Access Operations, Lead AnalystPAM Operations will spearhead the implementation, management and enhancement of our Privileged Access Management system.
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Sharks Ice Tank Patrol Job Description Title: Hockey Coach Department: Hockey Reports to: Hockey Manager Primary job location: Oakland Ice Center- Sharks Ice FLSA a nd FTE status: Non-exempt and part-time Salary range or grade: $20.00 Date created: December 2023 Position Summary : To teach the skills necessary to play the game of ice hockey and to ensure that ice hockey in the Oakland Ice Center Ice Facilities is enjoyable and rewarding for all.
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In order to help track, sign, manage projects, information, and documents Project Manager Project management responsibilities include project development, safety, scheduling, contractor and crew management, procurement, permitting, and site coordination Maintain complicated schedules, develop project timelines, and manage people and materials to complete jobs on schedule and within budget Understand and implement the project based on contract requirements: scope of work, budget, and schedule.
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Reporting to the CEO, the Chief Operating Officer (COO) is a strategic nonprofit executive leader and a skilled, savvy organizational manager who will lead the Outdoor Afro’s day-to-day business operations.
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Two years of systems analysis and programming experience developing business applications for computer systems at a level comparable to or higher than the EBMUD class of Software Engineer I. Experience may require demonstrated use and expertise in specific programming languages or IT specialties relevant to the position vacancy.
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Partner with the Regulatory Examination Project Manager to escalate and resolve any issues. Strong organizational, process, and project management skills. TBD is building an open developer platform to make it easier to access Bitcoin and other blockchain technologies without having to go through an institution.
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Minimum of a Bachelor’s degree in Biology, Ecology, Environmental Science, Natural Resource Management, or a related life sciences field required. Stormwater, erosion, and sediment control management experience; including Stormwater Pollution Prevention Plans (SWPPPs) and/or Water Pollution Control Plans (WPCPs) implementation experience.
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Certification Required: Certified Child Life Specialist (CCLS) Knowledge, Skills, and Abilities: Ability and willingness to adapt to changing priorities and aggressive project deadlines. Effective organizational and time management skills Ability to maintain standards of performance under changing conditions Knowledge of functional medical terminology Knowledge of regulatory requirements including, The Joint Commission Standards, CMS, CDPH regulations, state and federal regulatory agency requirements standards and regulations as applied to Child Life Services.
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Collaborate with the Litigation Docket Manager to continually improve the firm’s docketing best practices, policies and processes. The Litigation Docket Specialist reports to the Litigation Docket Manager and will assist the Litigation Docket Manager as needed and directed in additional projects within the Docket Team. Essential job functions include: Independently docket for designated assignment group (multiple offices and/or practice groups), including: Review and comprehend documents submitted to ensure all deadlines are identified and docketed.
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Business, public administration, or nonprofit management degree. organizational management, collaboration, and staff retention. The CEO possesses a high level of broad business and management skills and is effective at.
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The Print Production Manager should have strong communication and project management skills, taking ownership of the varying needs of the print room to ensure consistent execution of packaging and print materials.
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We’re looking for people as crazy as we are about revolutionizing the car-buying experience and it starts with hospitality. Do you have what it takes? It shouldn’t be that way. Highline Brands: Swickard has positioned itself as a leader in highline brands such as Mercedes Benz, Volvo, Porsche, Audi, Jaguar-Land Rover, and more.
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We are actively searching for a Civil or Structural Engineer to lead and manage marine engineering projects, with 6 to 10 years of waterfront, port and maritime infrastructure project experience, including large and small marinas, ports, pier, and wharves, terminals, vessel mooring and berthing structures, bulkheads, breakwater and shore protection structures.
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Diverse and Specialized Team: Join a collaborative team of Specialists in Orthopedics, Certified Manual Therapists, Pelvic Health Specialists, experts in Vestibular Disorders, Concussion Management, Certified Hand Therapists, Sports Medicine, Certified Lymphedema Therapists, Neuro Therapists to include LSVT Team and more.
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From $19.88 - $20.87 an hour Position Title: Produce Manager Department: Produce Supervisor: Assistant Branch Manager FLSA: Full-Time, Hourly, 8-10 hour shift, Overtime Restaurant Depot is a wholesale cash-and-carry foodservice distributor.
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project management it manager jobs Title: buyer in Oakland, AR, Ohio
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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.
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.