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Manage the Deli Bakery HMS Department in the absence of the Deli Manager, including supervising the performance of all duties and responsibilities of Deli Bakery HMS Associates. Must be accredited by the National Registry of Food Safety Professionals or similar accrediting organization as a "Certified Food Safety Manager" or will be required to attend company provided training and have the ability to achieve accreditation within the first 90 days of employment; Accreditation must be maintained while employed in a position requiring accreditation.
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Leads the delivery of high-quality custom framing solutions to our customers on time by planning workload in partnership with the Store Manager. Assist Store Manager in leading and managing adherence to Standard Operating Procedures (SOP's) and Company programs to ensure compliance to applicable laws and requirements; ensure execution of Company policies and standards; hold team accountable for store conditions and results.
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If you are interested in an opportunity to excel as a Business Office Manager, consider joining our team! Required Skills:EDUCATION, TRAINING AND EXPERIENCE REQUIREMENTS:A Bachelor's degree in a businessMinimum of five years business office management experience, three as a department manager.
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We are currently seeking a team member who believes in the "extra mile" philosophy to fulfill our Centralized Operations Manager role. Snider Fleet Solutions is one of the largest commercial tire dealers and retread service providers in the nation.
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Public Storage is the self-storage industry leader and we are Hiring Now!
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The Assistant Store Manager’s role is to support the Store Manager in running a store successfully. + Solely responsible for the management of the store in the absence of the Sales Manager and required to exercise independent and discretionary judgment in doing so.
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An employer is seeking an Ecommerce IT Project Manager for an equipment rental company in Fort Mill, SC. This individual will be working on projects surrounding mobile application deployments, releases and enhancements.
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The Assistant Manager position is responsible for:Utilizing knowledge of positional skills, customer service and courtesy, health and safety regulations and all policies and procedures. Our menu features an array of mouth watering grilled submarine sandwiches, fresh-cut fries and hand-squeezed lemonade.
$12 - $16 an hourFull-timeExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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We are looking for a successful leader to help grow a large Life/Health/Medicare agency in the Rock Hill area!
$50,000 - $250,000 a yearExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Atkore, a recent recipient of a Great Place to Work certification, is currently searching for a PVC Production Manager to be based out of Fort Mill, SC. Reporting to the Pendleton Plant Manager, this person will be responsible for planning, organizing, and controlling production in the facility to ensure that goods are produced safely and efficiently, on time, within budget and to standard.
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Free Unlimited Telemedicine and Virtual Mental Health Programs
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We are seeking a Service Manager with a "Whatever It Takes" approach to join our team! Provide expert knowledge and trouble-shooting in areas such as HVAC, electrical, plumbing, pool maintenance, carpentry, dry walling, exterior structure, and appliance repair.
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Sunbelt Rentals strives to be the customer's first choice in the equipment rental industry.
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Job Description Job Description Hotel Equities, a multi-award-winning hotel development and hospitality management company, is currently searching for a remarkable Operations Manager for the Hampton Inn and Suites in Fort Mill, South Carolina.
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Restore is seeking a General Manager with strong leadership skills and a knack for business development and sales. As a General Manager, you’ll play an integral role in cultivating and maintaining the Restore culture.
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Title: annual fund manager Company: Planned Parenthood Of Maryland in Rock Hill, SC
FEATURED BLOG POSTS
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.