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Create purchase requests and reports in Logistics Modernization Program (LMP) and SPS (within GFEBS) from external funding sources. Enter transactions into General Fund Enterprise Business System (GFEBS) including Military Interdepartmental Purchase Requests (MIPRs), 7600 Financial Agreements, Standard Procurement System (SPS) documents, travel, and supplies.
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PD2 (Procurement Desktop Defense), Standard Procurement System (SPS) contracting writing systemWAWF, Contract Closeout Module, SharePoint, RMA or similar federal procurement applications. Experience supporting research-focused agencies such as Defense Advanced Research Projects Agency (DARPA), Office of Naval Research (ONR), Air Force Research Laboratory (AFRL), Air Force Office of Scientific Research (AFOSR), Army Research Lab (ARL), ARPHealth, ARPEnergy, National Institutes of Health (NIH), Department of Energy, etc.
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Understands the Loss Prevention Awareness program, the Shortage Highway, the Store Protection Specialist (SPS) position (where applicable), and merchandise protection standards. Understands the Loss Prevention Awareness program, the Shortage Highway, the Store Protection Specialist (SPS) position (where applicable), and merchandise protection standards.
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Expert knowledge of Standard Procurement System (SPS) PD2. St. Michael’s is hiring a Contract Specialist to support a Department of Defense client. TOP SECRET clearance with SCI Eligibility. You will be in a client-facing role that will benefit from your previous experience assisting the Contracting Officer with performing contract closeout functions for Firm Fixed Price and Cost Reimbursable contracts.
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Pull daily Status of Funds (SOF) Report for Funds Center(s) in ERP and BI warehouse/Business Objects to assist with reconciliation of DTS, MIPRs, SPS PRs, AXOL PRs, FMZs, and Direct Charge processes.
$85,800 - $180,200 a yearTemporaryExpandApply NowActive JobUpdated 3 days ago - UpvoteDownvoteShare Job
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Pull daily IDOC Interface Errors Reports for outside interface systems as needed; to include SPS; LMP; FCM; AXOL; ATAAPS; and DCPS. Researching, correcting and reprocessing failed IDOCs∯*∯ Pull daily IDOC Interface Errors Reports for outside interface systems as needed; to include SPS; LMP; FCM; AXOL; ATAAPS; and DCPS. Researching, correcting and reprocessing failed IDOCs.
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Participate in the recruitment and hiring of top talent for store-based Loss Prevention positions; in partnership with store management, support the onboarding, ongoing training and development, and performance management of SPS associates in assigned stores/district(s)/area.
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Pull daily IDOC Interface Errors Reports for systems to include: DTS, SPS, LMP, AXOL, TTPS, IPAC, Research, correct and reprocess failed IDOCs∯*∯ Pull daily IDOC Interface Errors Reports for systems to include: DTS, SPS, LMP, AXOL, TTPS, IPAC, Research, correct and reprocess failed IDOCs.
$125,000 - $180,000 a yearFull-timeExpandApply NowActive JobUpdated 16 days ago - UpvoteDownvoteShare Job
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P rovide technical support to the SPS sales team. We work hard every day to provide access to clean water, deal responsibly with wastewater, and manage stormwater for mining, industrial, oil & gas, and municipal customers.
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Maintain system compliance by ensuring all approved IAVAs, SPs, and patches are installed and configured, including maintaining Defense Information Systems Agency (DISA) Security Technical Implementation Guides (STIGs) compliance and reporting.
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You will be part of a highly skilled team that manages the day-to-day operation of the United States Marine Corps (USMC) Standard Procurement System (SPS) and its interfaces with other DoD business trading partners.
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FEATURED BLOG POSTS
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.
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.