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Learning and Development Manager Essential Functions/Position Responsibilities Learning & Development Conduct core group of mandatory trainings on a regular basis for direct support staff.
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Your Job Georgia-Pacific Consumer Operations is seeking qualified professionals to be considered for our Learning and Development Leader role to support the energetic team at our new Dixie Products Operations Plant located in Jackson, TN. The Dixie Jackson facility uses state of the art technology to manufacture Dixie plates and bowls in a progressive production environment.
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This will be a key role supporting the Jackson facility and overall Georgia-Pacific Continuous Manufacturing Group's (CMG) Learning and Development effort. If you have a passion around building capability in others, Georgia-Pacific's Dixie-Jackson Manufacturing facility is looking for a Learning and Development Leader to help advance our team's capabilities.
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The Learning & Development Manager plays a pivotal role within the Training Department, spearheading the design, implementation, and execution of comprehensive training programs aimed at enhancing the skills and competencies of the organization's team members.
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World Learning seeks a Business Development Officer (BDO) to provide proposal development support to our portfolio of education, international exchanges, and development programs funded by the U.S. Government (USG) and support pipeline management with data input and analysis.
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Position SummaryThe Learning & Development Consultant supports administrators, organizational leaders, educators and content experts in the development of educational activities to facilitate workplace learning.
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The Assistant Learning & Development Manager coordinates and manages the implementation of hotel trainings in line with brand and hotel policies and procedures. An Assistant Learning & Development Manager, serving Hilton Brands is always working on behalf of our Guests and working with other Team Members.
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Position:Monitoring, Evaluation and Learning Manager – Integrated Land and Resource Governance II Location: Washington, DC Metro Area Position Status: Proposal, Full-time, Regular About DAI DAI works at the cutting edge of international development, combining technical excellence, professional project management, and exceptional customer service to solve the most complex development problems.
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This position may also assist with the development and implementation of Peer Tutor training program and will collaborate with the Learning Specialist based on the WSU Health Sciences campus in Yakima.
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As Learning and Development Manager, you will be accountable for shaping the client experience by providing exceptional service in support of our world-renowned hotel. As Learning and Development Manager, you will be part of a team that prides itself on excellent service, driving inclusion & belonging, working collaboratively, demonstrating mutual respect and having a passion for providing exceptional client experiences.
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About Catapult Learning Catapult Learning, a division of FullBloom, provides intervention programs for students and professional development solutions for teachers in K-12 schools, executed by a team of experienced coaches.
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This role will be responsible for the strategic development of our data platform within Snowflake, the transition of BI tools from DOMO to Power BI, and the integration of machine learning and AI to optimize business processes and decision-making across all departments.
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Responsibilities: Design comprehensive training programs for volunteers working with children and families experiencing homelessness with a focus on early childhood development, social emotional learning, trauma and resiliency.
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Learning & Development: Our lifelong learning philosophy means you’ll have access to a wealth of state-of-the-art learning resources, including our Lean Academy and online university (where you can get certificates and specializations from renowned colleges and universities.
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The Associate Manager, Global Learning & Development is accountable for implementing our world-class learning and development opportunities for Taco Bell and Habit Burger Grill corporate employees around the world.
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learning and development jobs Title: representative Company: Coca Cola in CO, Rhode Island
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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.
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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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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.