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Reporting to our Executive VP of Regional Operations, the VP, Supply Chain Operations (Final Mile) will lead strategic planning, annual budgeting, monthly forecasting, and month-end close of business.
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The Senior Vice President of Development provides leadership and strategic direction to ensure the organizations stability and growth through philanthropic strategy. In conjunction with the President/CEO, Board of Directors, Chief External Affairs Officer, and other senior leadership, develops effective short-term and long-term strategies to meet the organizations fundraising objectives.
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As an Operations Vice President, you will be a part of the Sixth Street Global Operations Team that is responsible for investment execution support, transaction life cycle management, trade settlement and cash management functions.
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Oversees all areas of Sales for APEX, inclusive of lead generation, canvassing, and in-home sales for a operations and business in DALLAS, PHOENIX, SALT LAKE CITY, PORTLAND and SEATTLE.
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The Vice President, Head of Global Talent and Inclusion (“Head of Talent”) will serve as a lead innovator in the sector, and will architect a global talent strategy that helps position the business for even greater growth, innovation and impact.
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The Vice President Competence Center Aggregates and Asphalt (CCA) for North America will be based in Irving, Texas and report to the Chief Executive Officer of North America, with a dotted line reporting relationship to the Director of Global CCA. This position holder will also be a member of the North America ExCom.
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We are looking for a Vice President, Employee Engagement to join our team! Areas of focus include but are not limited to employee engagement, culture communications, HR communications, change management, organizational effectiveness and content creation.
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General knowledge of risk assessments, testing, transaction monitoring, sanctions screening, KYC, and issues management. Advising on and supporting the design of the regional components of the risk assessment process, supporting execution of the annual Global, Americas and U.S. Financial Crimes Risk Assessments for AML, Sanctions, and ABC.
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The Director of Franchise Sales is responsible for recruiting new franchisees and closing single and multi-unit development agreements in new markets. This position requires franchise sales experience of 5 years or more and a history of closing large multi-unit development agreements with experienced franchise operators.
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Heidelberg Materials North America is a leading supplier of cement, aggregates, ready mix concrete, and asphalt. Significant resource development experience including property exploration, land acquisition, and permitting of resources, as well as divestiture and reclamation.
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The negotiator would be part of the global GSAM Derivatives Legal team which is part of the broader GSAM Legal team, and provides ongoing support with respect to listed and OTC derivatives, FX, repos, securities lending and other transactions on behalf of GSAM mutual funds, alternative investment funds and institutional clients.
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About the roleAs the Vice President, Global People Technology & Analytics, you will be the global owner of our Workday platform, as well as all other technology solutions in our HR tech stack.
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The Astanza Head of Marketing is focused on developing and implementing company-wide marketing strategies, managing a team of award-winning marketers, and generating leads for our growing sales team.
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The supervising Regional Manager must approve all site-level positions, and the RM and Regional Vice President must interview all Community Manager candidates. 4 years of Property Management Experience, at least 3 years in a Regional Manager or multi-site manager role.
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This faculty position will be appointed as the Vice Chair of Education, directly reporting to the Chair of the Department of Radiology. Collaborates with the Vice Chair of Research in research efforts when appropriate.
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Title: vice president of sales Company: Aya Corporate in Dallas, TX
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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.
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.
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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).