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PurposeThe Senior Associate Vice President will serve as an important part of the leadership team in the Office of the Vice President for Legal Affairs (VPLA) focused on providing dedicated legal support and expertise in healthcare law to Dell Medical School’s (DMS) strategic leadership team as well as its administrative, clinical, and academic teams.
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15+ years of marketing experience in demand generation, digital, ABM, social media, and web marketing, with a focus on B2B software and technology companies. The range displayed on each job posting reflects the minimum and maximum base salary target for new hires in the position, determined by work location and additional factors, including job-related skills, experience, interview performance, and relevant education or training.
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The Vice President, Discipline Strategy, STEM, will be instrumental in steering our strategic and programmatic efforts to transcend traditional educational publishing models. This role is designed for a transformative leader who is adept at navigating the complexities of the ed-tech landscape and driving a business model focused on a digital-first, customer-centric pedagogy.
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To support this rapidly growing business, Renesas is creating a new position, the Vice President of Execution, Operations, and Strategy, to accelerate organizational scaling, improving NPI execution, driving operational excellence, and expanding our strategic field of view.
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Jane Englebright, PhD, RN CENP, FAAN Senior Vice President and Chief Nursing Executive If you find this opportunity compelling, we encourage you to apply for our Non-Licensed Clinic Manager opening.
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We are seeking a highly skilled and experienced Senior Engineering Director reporting to the Vice President and General Manager to lead our software development team focused on Questa functional verification products.
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If you would like to learn more about us, please visit pensasystems.com Job Description We are looking for a strategic, yet hands-on Vice President of Enterprise Sales to join our growing team.
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The RoleWe have an immediate opportunity for a Vice President in Forensic Civil Engineering with interests in forensic investigation, litigation support, risk loss consulting, repair, and retrofit design and experience in public sector infrastructure projects and private development projects.
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Work closely with the Territory Manager or Regional Vice President of Sales present and negotiate therapy programs. - Conduct initial infusion set-up and patient/caregiver training on our therapy services and technology.
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Together with our clients, we are working to evolve and elevate the built environment across sectors including social infrastructure, transportation and civil infrastructure, technology and logistics, and commercial and corporate real estate, while focusing on solutions that promote long-term health and wellbeing for all.
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Vice President, Sales Executive - Oracle Cloud ERP - Higher Education Focus. If so, Deloitte Services LLP is looking for a top-performing technology Sales Executive to focus on the Human Capital (HC) and Enterprise Performance (EP) area within our Higher Education practice.
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Position Summary: Reporting to the Vice President of Client Services, the Client Services Support Coordinator will work closely with other team members to develop and execute RPM’s corporate and regional property marketing strategies and content for new business opportunities and sponsorship events.
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A minimum of one-year experience is preferred, but can be less with Regional Vice President and/or Regional Director of Therapy Services approval based on prior experience setting.
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The Superintendent reports to the Sr. Vice President of the division. Coordinate and manage with the Project Manager and Project Coordinator on field changes, RFI’s, and change orders.
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SummaryLocation: Austin, Texas (Relocation available)Experience: 15+ yearsCommitment: Full Time Compensation: Competitive As the Vice President of Operations, you own the operations function of the business, including supply chain and manufacturing.
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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.
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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?
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.
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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 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.