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Ensure Clune employee, trade partner, vistor and vendor compliance with Clune safety guidelines, project requirements, local, state, and national regulations. Reporting directly to the Regional Safety Director or Regional Safety Manager, the Site Safety Manager administers the Clune Safety Policy and provides direction for the Clune Safety Program.
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This role will manage the life cycle of various inhouse and vendor DevSecOps security tools to perform SAST, Open-Source Vulnerability Scanning, Cloud application scanning, Runtime Scanning, etc.
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Manages the development of digital, interactive and experiential marketing collateral with internal and vendor/agency partners. Manages external alliances and applicable vendor relationships.
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The Airport Operations Manager helps to provide overall leadership to non-exempt employees with responsibility for overall operating performance, customer satisfaction, positive employee culture, safety, service, budgets, and vendor relations.
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Collaborate with agencies and vendor partners like Ticketmaster and AXS on marketing opportunities for shows, emails, banners and promotions. The Integrated Marketing Manager (IMM) is responsible for all marketing assets, advertising, and promotions for shows within the region.
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The focus will be on leading sourcing activities for Professional Services Categories, specifically HR Services and Contingent Labor, including the oversight of Managed Service Provider (MSP)/Vendor Management System (VMS) providers for the Contingent Labor program.
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The Parts Manager is responsible for overseeing department finances, customer service, inventory control, vendor relations, safety practices, and employee development. Bane Machinery, Inc. has an immediate need for a DFW Area Parts Manager to support our business' role in the Heavy Equipment Industry.
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Support Product Director and Senior Category Manager on day-to-day activities that include Strategic Pricing team as well as supporting Senior Category Manager in the preparation for and engagement in vendor meetings related to product assortment architecture and cost of goods negotiations.
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Work collaboratively with stakeholders, business partners, operational leaders, and the Strategic Sourcing team to resolve problems with contract interpretation and vendor performance measurement.
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Lead a team of four full-time maintenance technicians and a host of part-time and contractor/vendor personnel who oversee the maintenance and operation of the core facility functions of the nearly 100 year old historic Music Hall at Fair Park. The facility manager ensures the operation and regular servicing of HVAC, electrical, plumbing, vehicles, and other equipment/furniture in and around the building.
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3 to 7 years with a Highly Protected Risk insurance carrier or vendor. Coordination of vendor RFPsKnowledge of B&M Jurisdictional inspection requirementsDevelopment and review of Maximum Foreseeable (MFL), Probable Maximum (PML) and Normal Loss (NLE) estimates.
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Posting Locations: Irving TX, Chandler AZ Will lead several high-risk functions within Specialty Operations which may include (but not be limited to): Repo Operations, Reinstatements, and Vendor Management and Support.
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Vendor or Supplier Relationships / Supply Chain Management. Ensure proper information provided for suppliers including product costs, bill-back, allowances, discounts, LDUs, routing information, new item set up details and new vendor set up details.
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Assist with minimizing risk by monitoring and managing property, tenant and vendor insurance requirements; claims processing; building security; life safety policies, procedures and training; and employee safety.
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Day-to-day responsibilities include financial and operational management for a portfolio of Industrial Assets, client interaction, tenant and vendor relations, lease administration, budgeting, and supervisory responsibility.
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vendor job Title: manager in Dallas, TX
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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 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.