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The Senior Manager, Project Development will be responsible for the completion and management of all project development activities including project/site selection and contracting, permitting, land acquisition rights, qualification for applicable incentive programs, interconnection application and process, regulatory issues, problem resolution, supporting due diligence and valuation efforts for potential transactions.
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This position is an experienced level technical project management position and assumes smaller scale projects during a training period or in an assistant capacity to more senior staff until experience is gained (both in terms of understanding Magellan specific business acumen and project management methodology.
$117,720 a yearFull-timeRemoteExpandApply NowActive JobUpdated Today - UpvoteDownvoteShare Job
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Experience leading project teams of 20+ employees and acting as the client relationship manager. IT Programs, Senior Manager. Project Management Professional (PMP), Agile Certified Professional (ACP), Certified ICAgile Professional, AWS Associate, AWS Professional, or Scaled Agile Framework (SAFe) Certification.
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AtkinsRealis seeks a highly motivated self-starter to join our Alexandria, VA Civil Engineering Group as a Civil Project Manager or Senior Civil Project Manager. Senior Project Manager: Minimum of 10 years of experience, with at least 4 years as a project manager.
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Direct project team compliance with contract terms, monitor subcontractors' progress, performance and compliance with contractual commitments; participate in contract dispute resolution and litigation concerning project performance, administration and other liability issues; review and approve subconsultant and vendor invoices, and resolve payment disputes.
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Experience supporting accounting/finance customers to set and effectively manage expectations, project deliverables, and drive resolution when conflicts or issues arise. Amazon has an immediate opening for a Senior Program Manager to join our Accounting Technology Group.
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The Senior Program Manager is responsible for leading teams to deliver project(s) that span across one or more business units. The Building People, LLC, has a position open for a full-time Senior Program Manager, supporting our Real Estate and Workplace Solutions Business Line. Lead and carry out the strategic and tactical implementation of a portfolio of work in the Real Estate and Workplace delivery business unit.
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In this position you will be using your project management expertise to support the day-to-day management of contract support opera tions, involving multiple tasks and groups of personnel at multiple locations, or on a single project, in support of the Department of Homeland Security (DHS) Office for Bombing Prevention (O BP) andInfrastructure Security Division (ISD) Fron t Office.
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Seeking a Senior S4 HANA Project Manager for an exciting opportunity with one of our esteemed clients in Washington, DC. This role offers the chance to lead dynamic SAP projects, including S/4Hana implementations, with a focus on delivering excellence within budgetary constraints and tight timelines.
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Coordinates work of Senior Project Managers, Project Managers, and commissioning agents. Extensive experience in the design and construction industry executing and/or planning projects as a construction manager, contractor, owner, developer or designer.
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Senior Project Manager: Minimum 5 years of nuclear energy experience. Routine interaction with the NRC, and other government agencies under the direction of the Senior Director, are also required to maintain effective communication on the issues and plans for resolution.
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The SEGR Senior Manager will work closely with IFC's Regional Departments and regional ESG teams, Industry Departments, Communications & Outreach Department, Legal Department as well as the CAO and the Board.
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Supports Flag/Senior Navy and DoD leadership liaison operations, providing facilities management while managing all activities related to an organization remote from NAVAIR HQAnalyze and coordinate the schedule, timeline, procurement, staffing, and budget of a product or service on a per project basis.
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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
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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.