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Pipeline Management & Strategic Deal/RFP Support Co-development, optimization, and rollout of the MSA + Fintech pipeline management strategy, process, and tools with Vice President (Industry Segment to MSA and Fintech Team.
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Actively support the Market President and Vice President of Sales in driving revenue growth (e.g., supporting sales calls to provide brand/product support). iHeartMedia has an immediate opening for a Senior Vice President of Programming (SVPP.
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The Vice President, Data Engineering, is responsible for the strategy, planning and overall management and administration of the Data Engineering and Architecture function. The Vice President, Data Engineering, is an influential role supporting the growth of the organization.
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We're seeking an Area Vice President of Imaging MI/Theranostics tolead a dedicated Team within the zone to help provide clinical facilities withbest-in-class diagnostic equipment to improve access, quality, and efficiencyof care within MI and Theranostics.
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Knowledge of enterprise risk management and business continuity planning. Lead a professional construction service line team, including training, development, scaling, performance management and knowledge management capabilities.
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This role reports to the Senior Vice President, Store Operations and is based in our Atlanta Corporate Office. Lead collaboration with Benefits, HRBPs, DC leaders, Asset Protection, Legal, Facilities, and select vendors to deliver best-in-class safety and security.
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This Opportunity WSP is currently initiating a search for an Assistant Vice President, Geotechnical Engineer for our Savannah or Atlanta, GA offices. Involved from project inception to completion in the management of design and construction of infrastructure projects, including rehabilitation and reconstruction, grading, drainage, laying out installations, foundations, slopes, retaining structures, embankments, and other systems that are made or supported by soil or rock.
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In this role, you will report to the Regional Vice President of Sales. Support and coach reps daily in account development, penetration, success, qualification, discovery, deal management and closing activities.
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Most frequently this position will work the Vice President of Sales, Regional Vice President of Sales, and marketing to execute a sales plan and drive new business to Gravie.
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The Executive Director, Cyber Defense Center reports to the Vice President, Deputy Chief Information Security Officer. Key information security functions and activities include architecture and design for NCR information security controls, developing and enforcing policies and standards, security awareness training, risk management, assessment, and testing, monitoring and metrics, incident management, threat intelligence and vulnerability management.
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Collaboration: Support the Vice President of Marketing on strategic vision, branding & creative design, ensuring cohesive brand representation. With the responsibility of directly managing and mentoring the Creative team, the position falls within the Marketing Division, reporting to the Vice President of Marketing.
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Responsible for medical equipment inventory and functionality in assigned hospitals and manage requests for additional medical equipment in partnership with the DVQ and Regional Vice President of Veterinary Quality (VPVQ.
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They will be the primary administrator for annual planning and day-to-day operations of the ASYO and as well as supporting the ASYO Music Director and Vice President (VP) of Education and Community Engagement in the direction, evaluation, and continued success of the ensemble.
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Vice President, Healthcare Project Management. Vice President, Healthcare page is loaded. As Vice President, you will also be focused on the client experience, consistently delivering tailored solutions by leveraging the JLL platform across business lines.
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At-Bay is the world's first InsurSec provider designed from the ground up to help businesses tackle cyber risk head on.
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vice president jobs Title: asset management in Atlanta, Spring-hill, Tennessee
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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.
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.