Insomnia Cookies has set our sights on becoming the most imaginative sweet indulgence brand in the world! As we grow our brand and community of Insomniacs, we are seeking to add a skilled District Manager in Training to drive the performance success for 3-4 of our city and campus adjacent stores located throughout San Francisco. In this role, our DMIT's focus on driving top-line sales, hiring/retention, customer service training, and strategic planning. You are a leader of leaders, developing diverse teams that know their markets, communities, and customers. Comp & Perks: A competitive base pay (70K - 73K) plus quarterly bonus compensation package, excellent comprehensive benefits coverage that includes medical, dental, vision & pet insurance plans, 401K with contribution match, 3 weeks paid vacation, paid sick time off, 2 Insomnia personal wellness days, company laptop, free cookies (of course) and so much more! Using your past leadership experience, you will: Develop and execute regional support strategies that achieve each store's financial, operational, and customer-service goals, while thinking outside the box to address each store's unique strengths and challenges. Provide expertise on customer service challenges, team staffing, store operations, and company policies & procedures. Assist in effectively managing labor in conjunction with the Director of Workforce Planning, regional support team, and Store Operations Managers. What we seek: A minimum of 2 years of experience as a multi-unit regional manager in the food & beverage, restaurant, hospitality, or retail industries. 2+ years of leadership experience in a customer service-oriented role. An innate ability to build, hire, and coach a diverse part-time hourly staff. In-depth knowledge of diverse business functions and principles (e.g., supply chain, P&L analysis, customer service, compliance, human resources). Strong organizational, interpersonal, and problem-solving skills. Prior experience with baking/bakery equipment/commercial kitchen equipment, a plus! $70,000 - $73,000 a year About us: Insomnia Cookies was founded in a college dorm room by then-student, Seth Berkowitz. Fast forward 20 years and so many cookies later, our innovative bakery + delivery concept has become a cult brand known for its rabid following of cookie lovers who crave Insomnia's warm, delicious delivery all day and late into the night. With an expanding footprint of over 300 stores globally, an experiential, "sweet-easy" concept as the brand's flagship in Philadelphia, Pa. (where Insomnia Cookies is headquartered), and a rapidly-growing nationwide shipping and gifting portfolio Insomnia Cookies is revolutionizing the cookie game by truly Imagining What's Possible!
01/19/2025
Full time
Insomnia Cookies has set our sights on becoming the most imaginative sweet indulgence brand in the world! As we grow our brand and community of Insomniacs, we are seeking to add a skilled District Manager in Training to drive the performance success for 3-4 of our city and campus adjacent stores located throughout San Francisco. In this role, our DMIT's focus on driving top-line sales, hiring/retention, customer service training, and strategic planning. You are a leader of leaders, developing diverse teams that know their markets, communities, and customers. Comp & Perks: A competitive base pay (70K - 73K) plus quarterly bonus compensation package, excellent comprehensive benefits coverage that includes medical, dental, vision & pet insurance plans, 401K with contribution match, 3 weeks paid vacation, paid sick time off, 2 Insomnia personal wellness days, company laptop, free cookies (of course) and so much more! Using your past leadership experience, you will: Develop and execute regional support strategies that achieve each store's financial, operational, and customer-service goals, while thinking outside the box to address each store's unique strengths and challenges. Provide expertise on customer service challenges, team staffing, store operations, and company policies & procedures. Assist in effectively managing labor in conjunction with the Director of Workforce Planning, regional support team, and Store Operations Managers. What we seek: A minimum of 2 years of experience as a multi-unit regional manager in the food & beverage, restaurant, hospitality, or retail industries. 2+ years of leadership experience in a customer service-oriented role. An innate ability to build, hire, and coach a diverse part-time hourly staff. In-depth knowledge of diverse business functions and principles (e.g., supply chain, P&L analysis, customer service, compliance, human resources). Strong organizational, interpersonal, and problem-solving skills. Prior experience with baking/bakery equipment/commercial kitchen equipment, a plus! $70,000 - $73,000 a year About us: Insomnia Cookies was founded in a college dorm room by then-student, Seth Berkowitz. Fast forward 20 years and so many cookies later, our innovative bakery + delivery concept has become a cult brand known for its rabid following of cookie lovers who crave Insomnia's warm, delicious delivery all day and late into the night. With an expanding footprint of over 300 stores globally, an experiential, "sweet-easy" concept as the brand's flagship in Philadelphia, Pa. (where Insomnia Cookies is headquartered), and a rapidly-growing nationwide shipping and gifting portfolio Insomnia Cookies is revolutionizing the cookie game by truly Imagining What's Possible!
The Director of People & Culture HRIS and Operations leads the HR Operations team, assuming responsibility for management of Human Resource Information System operations in Workday while also taking a hands-on approach to the management of HR Operations. This position is responsible for the development, enhancement, and maintenance of HRIS applications, ensuring alignment with HR operations and initiatives. The role involves ensuring the system meets organizational needs, enhances HR processes, and maintains compliance with legal requirements and audits. Under the management of the Chief People Officer, this role will collaborate with HR leaders and other stakeholders to optimize system functionality, improve data integrity, and leverage HR analytics for business decision-making. Expertise in change management, Workday modules (HCM, Absence, Time Tracking, Talent, Benefits, Total Compensation), process improvement, and technical understanding of Workday integrations is required. What You Will Do Partner with People & Culture leadership to identify technology needs and design innovative Workday solutions that support talent strategies, employee experience initiatives, and workforce planning based on evolving business needs. Own/oversee the integrations between Workday and third-party vendors such as Schwab, Kaiser, Cigna, VSP, Voya, WEX, and others based on business needs. Ensure data integrity, system security, and compliance with applicable regulations and company policy. Act as the primary point of contact for system upgrades, enhancements, and manage vendor relationships. Develop and maintain comprehensive documentation of Workday processes and workflows; provide training to internal team members, end-users, and peers on new processes and system functionality. Create and update reports from Workday as needed, provide regular reports internally to relevant stakeholders. Install, develop, customize, test and upgrade Workday modules such as in Absence, Time Tracking, Benefits, Talent, Total Compensation, HCM. Maintain accurate employee records, including personal information, employment history, and performance data. Launch annual events in Workday including year-end review, goal setting and open enrollment, as well as Handbook, policy and compliance rollouts. Diagnose HRIS and Operational issues, conduct root cause analysis, and resolve the problem. Collaborate with the Payroll team on cross-functional Workday projects and testing. Develop best practices and processes for HR operations and create process for ensuring ongoing effectiveness. Prepare for and successfully complete SOC 2 and other company audits in collaboration with internal GRC team. Ensure HR compliance through distribution of required policies, notices, and brochures to employees, and making sure federal, state, and local workplace notices are accessible to all employees. Act as escalation and backup for completion of criminal background checks, E-Verify (as needed) and I-9s for new hires. Provide guidance and backup to ensure the offboarding process is carried out efficiently and in accordance with compliance standards. Hold quarterly safety meetings to review the Workplace Violence Prevention Plan and ensure compliance with its guidelines and update plan as needed. Prioritize and manage multiple projects and tasks in collaboration with various business units. Effectively communicate with stakeholders at all levels, including senior leadership, to ensure alignment and successful project execution. Manage, mentor, and support the HR Operations team by instilling a cooperative atmosphere, promoting a culture of high performance, accountability, constructive dialogue, collaborative problem-solving. Perform other duties as needed for the success of the organization. What You Will Need 7 plus years HR technology leadership experience in a role of similar scope and complexity, specifically leading Workday technology projects 7 plus Years of hands-on experience in creating and updating integrations with third party vendor 7 plus years of experience in configuring Workday modules such as Talent, Advanced Compensation, Benefits, Time Tracking, Absence and HCM Strong understanding of HR processes and HR compliance requirements 10+ years of experience in HR technology, with a minimum of 7 years focused on Workday implementation and optimization 5 years of people leadership experience with a history of achieving results with others in a dynamic environment Bachelor's degree in Human Resources, Information Systems, Business Administration, or a related field Strong communication, stakeholder management, and project leadership skills Ability to manage multiple projects in a large, complex organization Strong problem-solving and analytical skills to address complex challenges Exceptional interpersonal skills, with the ability to collaborate effectively with senior leaders and provide stellar direction and guidance to subordinates Detail-oriented with a focus on delivering high-quality outcomes Agile mindset, capable of navigating a fast-paced and dynamic environment Strong work ethic and a personal commitment to high-quality deliverables What We Offer The base salary range for this position is $157K to $175K/year. Offered salary will be determined by several factors, including but not limited to: applicant's education, experience, knowledge, skills and abilities, as well as internal equity and alignment with geographic market data. Business Wire reserves the right to modify this salary range at any time. Business Wire's total rewards include: Ability to work remotely (This role is hybrid, 1-2 days a week in the office in San Francisco) Excellent health benefits that begin on your first day of employment $100 monthly fitness allotment, a tuition reimbursement program, and enhanced mental health resources 401(k) plan with generous company match, and annual profit sharing contribution (subject to company performance) PTO, Floating Holidays, Wellness Day Off, Birthday Day Off, and more!
01/18/2025
Full time
The Director of People & Culture HRIS and Operations leads the HR Operations team, assuming responsibility for management of Human Resource Information System operations in Workday while also taking a hands-on approach to the management of HR Operations. This position is responsible for the development, enhancement, and maintenance of HRIS applications, ensuring alignment with HR operations and initiatives. The role involves ensuring the system meets organizational needs, enhances HR processes, and maintains compliance with legal requirements and audits. Under the management of the Chief People Officer, this role will collaborate with HR leaders and other stakeholders to optimize system functionality, improve data integrity, and leverage HR analytics for business decision-making. Expertise in change management, Workday modules (HCM, Absence, Time Tracking, Talent, Benefits, Total Compensation), process improvement, and technical understanding of Workday integrations is required. What You Will Do Partner with People & Culture leadership to identify technology needs and design innovative Workday solutions that support talent strategies, employee experience initiatives, and workforce planning based on evolving business needs. Own/oversee the integrations between Workday and third-party vendors such as Schwab, Kaiser, Cigna, VSP, Voya, WEX, and others based on business needs. Ensure data integrity, system security, and compliance with applicable regulations and company policy. Act as the primary point of contact for system upgrades, enhancements, and manage vendor relationships. Develop and maintain comprehensive documentation of Workday processes and workflows; provide training to internal team members, end-users, and peers on new processes and system functionality. Create and update reports from Workday as needed, provide regular reports internally to relevant stakeholders. Install, develop, customize, test and upgrade Workday modules such as in Absence, Time Tracking, Benefits, Talent, Total Compensation, HCM. Maintain accurate employee records, including personal information, employment history, and performance data. Launch annual events in Workday including year-end review, goal setting and open enrollment, as well as Handbook, policy and compliance rollouts. Diagnose HRIS and Operational issues, conduct root cause analysis, and resolve the problem. Collaborate with the Payroll team on cross-functional Workday projects and testing. Develop best practices and processes for HR operations and create process for ensuring ongoing effectiveness. Prepare for and successfully complete SOC 2 and other company audits in collaboration with internal GRC team. Ensure HR compliance through distribution of required policies, notices, and brochures to employees, and making sure federal, state, and local workplace notices are accessible to all employees. Act as escalation and backup for completion of criminal background checks, E-Verify (as needed) and I-9s for new hires. Provide guidance and backup to ensure the offboarding process is carried out efficiently and in accordance with compliance standards. Hold quarterly safety meetings to review the Workplace Violence Prevention Plan and ensure compliance with its guidelines and update plan as needed. Prioritize and manage multiple projects and tasks in collaboration with various business units. Effectively communicate with stakeholders at all levels, including senior leadership, to ensure alignment and successful project execution. Manage, mentor, and support the HR Operations team by instilling a cooperative atmosphere, promoting a culture of high performance, accountability, constructive dialogue, collaborative problem-solving. Perform other duties as needed for the success of the organization. What You Will Need 7 plus years HR technology leadership experience in a role of similar scope and complexity, specifically leading Workday technology projects 7 plus Years of hands-on experience in creating and updating integrations with third party vendor 7 plus years of experience in configuring Workday modules such as Talent, Advanced Compensation, Benefits, Time Tracking, Absence and HCM Strong understanding of HR processes and HR compliance requirements 10+ years of experience in HR technology, with a minimum of 7 years focused on Workday implementation and optimization 5 years of people leadership experience with a history of achieving results with others in a dynamic environment Bachelor's degree in Human Resources, Information Systems, Business Administration, or a related field Strong communication, stakeholder management, and project leadership skills Ability to manage multiple projects in a large, complex organization Strong problem-solving and analytical skills to address complex challenges Exceptional interpersonal skills, with the ability to collaborate effectively with senior leaders and provide stellar direction and guidance to subordinates Detail-oriented with a focus on delivering high-quality outcomes Agile mindset, capable of navigating a fast-paced and dynamic environment Strong work ethic and a personal commitment to high-quality deliverables What We Offer The base salary range for this position is $157K to $175K/year. Offered salary will be determined by several factors, including but not limited to: applicant's education, experience, knowledge, skills and abilities, as well as internal equity and alignment with geographic market data. Business Wire reserves the right to modify this salary range at any time. Business Wire's total rewards include: Ability to work remotely (This role is hybrid, 1-2 days a week in the office in San Francisco) Excellent health benefits that begin on your first day of employment $100 monthly fitness allotment, a tuition reimbursement program, and enhanced mental health resources 401(k) plan with generous company match, and annual profit sharing contribution (subject to company performance) PTO, Floating Holidays, Wellness Day Off, Birthday Day Off, and more!
At Northwestern Mutual, we are strong, innovative and growing. We invest in our people. We care and make a positive difference. Summary Engage with the leadership teams of multiple departments to co-create organizational and people strategies that deliver business results. Provide strategic, trusted consultation and thought leadership to executive leaders and their teams to forecast, identify, develop and implement proactive business and talent solutions that align with enterprise people strategies. Areas of focus will evolve and currently include - talent strategy, DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics and engagement strategies. All responsibilities include leveraging data and analytics to inform business consultation and talent solutions. Primary Duties and Qualifications Partners with multiple departments' Business Leadership Teams to co-create organizational and people strategies that deliver business results. Provides strategic, trusted consultation enterprise and outside business perspectives, and thought-leadership to the EO/DH and their leadership teams to forecast, identify, develop and implement proactive business and talent solutions. Actively contributes to the leadership team and ensures solutions are aligned with enterprise people strategies (e.g., Employee Value Proposition, Leadership strategy, etc.) Serves as the quarterback to ensure effective execution of business and talent solutions with key partners across HR and the organization (e.g., business leaders, COEs; other HR business partners; communications, finance and technology partners, etc.) Proactively leverages data and analytics to inform business consultation and talent solutions. Applies data analysis skills and judgement to accurately interpret findings and to provide data insight-based approaches to the business. Navigates multiple systems and programs including analytic tools, talent management and other HR systems. Manages multiple priorities, stakeholders, and changing business landscapes, flexing work approach and style to support highest priorities across the organization and within HR. Engages and consults on escalated issues or issues impacting the department head (political impacts or precedent setting). Areas of focus will evolve but currently include Talent and DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics, and engagement strategies. Continually develops skills to maximize value to the business and within the HR organization. Qualifications 7- 10 years of human resources experience including a Bachelor's degree in HR or an equivalent combination of education and progressively responsible work experience. Significant experience as a business partner to top leadership teams. Demonstrated expertise in business and talent strategy, workforce planning, data and analytics, organizational design, and talent management. Engages in and models courageous and constructive dialogue; confidence to offer a new and potentially challenging idea to foster conversation and critical thinking; ability to deliver difficult / complex messages and help others understand multiple points of view. Demonstrated ability to anticipate and respond quickly and creatively to change and shifting, sometimes competing, priorities. Comfort operating through risk and uncertainty in a high- volume work environment. Demonstrated ability to co-create business and talent solutions and quarterback teams in the execution of solutions with business leaders that enable the achievement of business goals. Demonstrated strength in business acumen. Strong strategic perspective to leverage outside in perspectives (including HR thought-leadership) and to make internal connections for the business. Ability to forecast and proactively address business/people needs. Excellent consultative, interpersonal/influencing skills, including the ability to build trusted advisor relationships across the organization. Strong analytical, data and technology skills. Skills-Proficiency Level: Compensation Management - Intermediate Diversity and Inclusion (D&I) - Advanced Employee Communications - Expert Engagement Strategies - Intermediate Financial Management - Basic Human Resource Information System (HRIS) - Intermediate Labor Regulations - Basic New Hire Onboarding - Intermediate Organizational Design - Intermediate Performance Management - Advanced Succession Planning - Basic Talent Acquisition - Intermediate Talent Management - Advanced Training Delivery - Advanced Workforce Planning - Basic Compensation Range: Pay Range - Start: $100,030.00 Pay Range - End: $185,770.00 Northwestern Mutual pays on a geographic-specific salary structure and placement in the salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity as well as the cost of labor in the market; and other conditions of employment. At Northwestern Mutual, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. Please note that the salary range listed in the posting is the standard pay structure. Positions in certain locations (such as California) may provide an increase on the standard pay structure based on the location. Please c lick here for additional information relating to location-based pay structures. Grow your career with a best-in-class company that puts our client's interests at the center of all we do. Get started now! We are an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, age or status as a protected veteran, or any other characteristic protected by law. If you work or would be working in California, Colorado, New York City, Washington or outside of a Corporate location, please click here for information pertaining to compensation and benefits. FIND YOUR FUTURE We're excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and commitment to diversity and inclusion. Flexible work schedules Concierge service Comprehensive benefits Employee resource groups PandoLogic. Category:Human Resources,
01/18/2025
Full time
At Northwestern Mutual, we are strong, innovative and growing. We invest in our people. We care and make a positive difference. Summary Engage with the leadership teams of multiple departments to co-create organizational and people strategies that deliver business results. Provide strategic, trusted consultation and thought leadership to executive leaders and their teams to forecast, identify, develop and implement proactive business and talent solutions that align with enterprise people strategies. Areas of focus will evolve and currently include - talent strategy, DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics and engagement strategies. All responsibilities include leveraging data and analytics to inform business consultation and talent solutions. Primary Duties and Qualifications Partners with multiple departments' Business Leadership Teams to co-create organizational and people strategies that deliver business results. Provides strategic, trusted consultation enterprise and outside business perspectives, and thought-leadership to the EO/DH and their leadership teams to forecast, identify, develop and implement proactive business and talent solutions. Actively contributes to the leadership team and ensures solutions are aligned with enterprise people strategies (e.g., Employee Value Proposition, Leadership strategy, etc.) Serves as the quarterback to ensure effective execution of business and talent solutions with key partners across HR and the organization (e.g., business leaders, COEs; other HR business partners; communications, finance and technology partners, etc.) Proactively leverages data and analytics to inform business consultation and talent solutions. Applies data analysis skills and judgement to accurately interpret findings and to provide data insight-based approaches to the business. Navigates multiple systems and programs including analytic tools, talent management and other HR systems. Manages multiple priorities, stakeholders, and changing business landscapes, flexing work approach and style to support highest priorities across the organization and within HR. Engages and consults on escalated issues or issues impacting the department head (political impacts or precedent setting). Areas of focus will evolve but currently include Talent and DI strategy, organizational design and transitions, workforce strategy and planning, data and analytics, and engagement strategies. Continually develops skills to maximize value to the business and within the HR organization. Qualifications 7- 10 years of human resources experience including a Bachelor's degree in HR or an equivalent combination of education and progressively responsible work experience. Significant experience as a business partner to top leadership teams. Demonstrated expertise in business and talent strategy, workforce planning, data and analytics, organizational design, and talent management. Engages in and models courageous and constructive dialogue; confidence to offer a new and potentially challenging idea to foster conversation and critical thinking; ability to deliver difficult / complex messages and help others understand multiple points of view. Demonstrated ability to anticipate and respond quickly and creatively to change and shifting, sometimes competing, priorities. Comfort operating through risk and uncertainty in a high- volume work environment. Demonstrated ability to co-create business and talent solutions and quarterback teams in the execution of solutions with business leaders that enable the achievement of business goals. Demonstrated strength in business acumen. Strong strategic perspective to leverage outside in perspectives (including HR thought-leadership) and to make internal connections for the business. Ability to forecast and proactively address business/people needs. Excellent consultative, interpersonal/influencing skills, including the ability to build trusted advisor relationships across the organization. Strong analytical, data and technology skills. Skills-Proficiency Level: Compensation Management - Intermediate Diversity and Inclusion (D&I) - Advanced Employee Communications - Expert Engagement Strategies - Intermediate Financial Management - Basic Human Resource Information System (HRIS) - Intermediate Labor Regulations - Basic New Hire Onboarding - Intermediate Organizational Design - Intermediate Performance Management - Advanced Succession Planning - Basic Talent Acquisition - Intermediate Talent Management - Advanced Training Delivery - Advanced Workforce Planning - Basic Compensation Range: Pay Range - Start: $100,030.00 Pay Range - End: $185,770.00 Northwestern Mutual pays on a geographic-specific salary structure and placement in the salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity as well as the cost of labor in the market; and other conditions of employment. At Northwestern Mutual, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. Please note that the salary range listed in the posting is the standard pay structure. Positions in certain locations (such as California) may provide an increase on the standard pay structure based on the location. Please c lick here for additional information relating to location-based pay structures. Grow your career with a best-in-class company that puts our client's interests at the center of all we do. Get started now! We are an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, age or status as a protected veteran, or any other characteristic protected by law. If you work or would be working in California, Colorado, New York City, Washington or outside of a Corporate location, please click here for information pertaining to compensation and benefits. FIND YOUR FUTURE We're excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and commitment to diversity and inclusion. Flexible work schedules Concierge service Comprehensive benefits Employee resource groups PandoLogic. Category:Human Resources,
You'll be joining a friendly, fun, fast-paced, innovative, and inspiring community that values reputation, career advancement, and work balance. We're committed to offering you a rewarding partnership with equitable access to opportunities that allow you to be the best version of yourself. At CPM, you'll be doing impactful work with collaborative teams under the direction of innovative leadership. Our inclusive culture reflects the rich diversity of the people that we serve, flexible work environments, and generous PTO supports work/life balance. Competitive benefits and valuable resources help you thrive both professionally and personally. CPM has a clear mission: To be the single most trusted news source in the communities that we serve. To do that, we need diverse, passionate people who want to see the impact of their work and leave a positive mark on culture. We are not a family of followers we are a family of disruptors, truth seekers, and innovators bonded by purpose. We are extraordinary because of our people Here are a few 'fun facts' about your future colleagues: Tony Arnold covers Illinois state politics for WBEZ. Nudia Hernandez has been on radio stations in Riverside, Palm Springs, and Las Vegas. Sasha-Ann is the host of Reset and began her career in television news. Manuel Martinez is a multimedia journalist and staff visual journalist. Heidi Goldfein is WBEZ's Program Director and an acclaimed journalist. Lynnea Domienik is a producer for WBEZ's Reset. Bailon joined WBEZ as executive editor in October 2023. Angela Johnson is the Director of Human Resources at the Chicago Sun-Times. Amy is a data reporter for WBEZ. The recruitment process Our goal is to make the interview process as fair as possible and limit biases while keeping it fun, engaging, and transparent. With the CPM Recruitment process, candidates have equal opportunities to provide information and are assessed accurately and consistently. Review: We review applications for a variety of criteria. Video: Candidates are asked to answer questions and submit answers via video. Informal discussion to get to know you better. One-on-one meeting to explore further. Team Panel: Explore what it would be like to work & collaborate with future colleagues. Executive Meeting: Finalists meet the leaders of the department. Offer: Feedback is gathered and an offer is extended to the best fit. From our Pressroom Wait Wait Don't Tell Me! You're curious about what we're doing around town. Check out the WBEZ Chicago pressroom for our latest news and station updates to see what it looks like when magic happens. Don't see your dream job yet? No problem!
01/18/2025
Full time
You'll be joining a friendly, fun, fast-paced, innovative, and inspiring community that values reputation, career advancement, and work balance. We're committed to offering you a rewarding partnership with equitable access to opportunities that allow you to be the best version of yourself. At CPM, you'll be doing impactful work with collaborative teams under the direction of innovative leadership. Our inclusive culture reflects the rich diversity of the people that we serve, flexible work environments, and generous PTO supports work/life balance. Competitive benefits and valuable resources help you thrive both professionally and personally. CPM has a clear mission: To be the single most trusted news source in the communities that we serve. To do that, we need diverse, passionate people who want to see the impact of their work and leave a positive mark on culture. We are not a family of followers we are a family of disruptors, truth seekers, and innovators bonded by purpose. We are extraordinary because of our people Here are a few 'fun facts' about your future colleagues: Tony Arnold covers Illinois state politics for WBEZ. Nudia Hernandez has been on radio stations in Riverside, Palm Springs, and Las Vegas. Sasha-Ann is the host of Reset and began her career in television news. Manuel Martinez is a multimedia journalist and staff visual journalist. Heidi Goldfein is WBEZ's Program Director and an acclaimed journalist. Lynnea Domienik is a producer for WBEZ's Reset. Bailon joined WBEZ as executive editor in October 2023. Angela Johnson is the Director of Human Resources at the Chicago Sun-Times. Amy is a data reporter for WBEZ. The recruitment process Our goal is to make the interview process as fair as possible and limit biases while keeping it fun, engaging, and transparent. With the CPM Recruitment process, candidates have equal opportunities to provide information and are assessed accurately and consistently. Review: We review applications for a variety of criteria. Video: Candidates are asked to answer questions and submit answers via video. Informal discussion to get to know you better. One-on-one meeting to explore further. Team Panel: Explore what it would be like to work & collaborate with future colleagues. Executive Meeting: Finalists meet the leaders of the department. Offer: Feedback is gathered and an offer is extended to the best fit. From our Pressroom Wait Wait Don't Tell Me! You're curious about what we're doing around town. Check out the WBEZ Chicago pressroom for our latest news and station updates to see what it looks like when magic happens. Don't see your dream job yet? No problem!
At Northwestern Mutual, we are strong, innovative and growing. We invest in our people. We care and make a positive difference. Summary: Partners with Executive Leadership Team member and Vice Presidents in the development of organizational/HR strategies to deliver business results related to long term, strategic and high priority HR topics. Serves as subject matter expert and advisor to ELT member and department Vice Presidents. Works collaboratively across the HR department to ensure all aspects of HR are delivered effectively to the business. Provides leadership and direction of the HR department as member of the HRLT. Primary Duties and Responsibilities: Develop, build and lead team of HR Consultants and/or AD HRBP(s). Coach, motivate and engage team and effectively manage department budget and projects. Aligns priorities and work for the ELT member and/or function. Oversees/coordinates the strategic work for the ELT member. Manages the HR Leads in the function being supported. Brings the business/department issues to the HR Department. Member of the HRLT and helps lead the HR Department. Leads complex programs across the organization. Partners with Business Leadership Teams in the development of org/HR strategies to deliver business results to the departments of org designs, talent management, DI, and leadership development. Strategic consultation to the EO/DH and their leadership teams on the people side of the business. Ensures alignment between the corporate HR strategy and the business strategy to build their employee capabilities to meet business objectives. Provides two way feedback on business needs to the COE's and the rest of the HR organization. Trusted Business Advisor to Department Leadership Team, Transition Planning, Mentoring, Team Building, Performance Management approach, Succession Planning, etc. Partners with HR Consultants in the day-to-day HR support and effective delivery of HR programs and processes. Ensure business leaders engage HR Consultants into work for the function/department. Engages and consults on escalated issues or issues impacting the department head (political impacts or precedent setting). Areas of leadership will include: talent acquisition strategy, diversity and inclusion initiatives, organizational design, talent Review and talent management, workforce planning, engagement initiatives (Gallup etc.), change management. Serve as a liaison to corporate HR and for HR initiatives and represents the business perspective on HR design or policy discussions. Qualifications: Minimum of 10 years of human resources experience including a Bachelor's degree in HR or an equivalent combination of education and progressively responsible work experience. Masters Degree preferred. Motivational leader who can work in a team environment to drive success while developing talent. Experience in workforce planning, change management, organizational design, talent management, performance management and strategic and operational planning. Strong business acumen and ability to contribute to the business strategy. Demonstrated ability to collaborate with business leaders to develop, implement and sustain HR programs that enable the achievement of business goals. Excellent consultative, interpersonal/influencing skills, including the ability to build rapport, coach and influence at all levels of the organization. Strong problem solving, facilitation and analytical skills. Skills-Proficiency Level: Compensation Management - Basic Diversity and Inclusion (D&I) - Expert Employee Communications - Expert Engagement Strategies - Advanced Financial Management - Intermediate Human Resource Information System (HRIS) - Intermediate Labor Regulations - Basic New Hire Onboarding - Intermediate Organizational Design - Advanced Performance Management - Advanced Succession Planning - Intermediate Talent Acquisition - Intermediate Talent Management - Advanced Training Delivery - Advanced Workforce Planning - Intermediate Compensation Range: Pay Range - Start: $133,140.00 Pay Range - End: $247,260.00 Northwestern Mutual pays on a geographic-specific salary structure and placement in the salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity as well as the cost of labor in the market; and other conditions of employment. At Northwestern Mutual, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. Please note that the salary range listed in the posting is the standard pay structure. Positions in certain locations (such as California) may provide an increase on the standard pay structure based on the location. Please c lick here for additional information relating to location-based pay structures. Grow your career with a best-in-class company that puts our client's interests at the center of all we do. Get started now! We are an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, age or status as a protected veteran, or any other characteristic protected by law. If you work or would be working in California, Colorado, New York City, Washington or outside of a Corporate location, please click here for information pertaining to compensation and benefits. FIND YOUR FUTURE We're excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and commitment to diversity and inclusion. Flexible work schedules Concierge service Comprehensive benefits Employee resource groups PandoLogic. Category:Human Resources,
01/18/2025
Full time
At Northwestern Mutual, we are strong, innovative and growing. We invest in our people. We care and make a positive difference. Summary: Partners with Executive Leadership Team member and Vice Presidents in the development of organizational/HR strategies to deliver business results related to long term, strategic and high priority HR topics. Serves as subject matter expert and advisor to ELT member and department Vice Presidents. Works collaboratively across the HR department to ensure all aspects of HR are delivered effectively to the business. Provides leadership and direction of the HR department as member of the HRLT. Primary Duties and Responsibilities: Develop, build and lead team of HR Consultants and/or AD HRBP(s). Coach, motivate and engage team and effectively manage department budget and projects. Aligns priorities and work for the ELT member and/or function. Oversees/coordinates the strategic work for the ELT member. Manages the HR Leads in the function being supported. Brings the business/department issues to the HR Department. Member of the HRLT and helps lead the HR Department. Leads complex programs across the organization. Partners with Business Leadership Teams in the development of org/HR strategies to deliver business results to the departments of org designs, talent management, DI, and leadership development. Strategic consultation to the EO/DH and their leadership teams on the people side of the business. Ensures alignment between the corporate HR strategy and the business strategy to build their employee capabilities to meet business objectives. Provides two way feedback on business needs to the COE's and the rest of the HR organization. Trusted Business Advisor to Department Leadership Team, Transition Planning, Mentoring, Team Building, Performance Management approach, Succession Planning, etc. Partners with HR Consultants in the day-to-day HR support and effective delivery of HR programs and processes. Ensure business leaders engage HR Consultants into work for the function/department. Engages and consults on escalated issues or issues impacting the department head (political impacts or precedent setting). Areas of leadership will include: talent acquisition strategy, diversity and inclusion initiatives, organizational design, talent Review and talent management, workforce planning, engagement initiatives (Gallup etc.), change management. Serve as a liaison to corporate HR and for HR initiatives and represents the business perspective on HR design or policy discussions. Qualifications: Minimum of 10 years of human resources experience including a Bachelor's degree in HR or an equivalent combination of education and progressively responsible work experience. Masters Degree preferred. Motivational leader who can work in a team environment to drive success while developing talent. Experience in workforce planning, change management, organizational design, talent management, performance management and strategic and operational planning. Strong business acumen and ability to contribute to the business strategy. Demonstrated ability to collaborate with business leaders to develop, implement and sustain HR programs that enable the achievement of business goals. Excellent consultative, interpersonal/influencing skills, including the ability to build rapport, coach and influence at all levels of the organization. Strong problem solving, facilitation and analytical skills. Skills-Proficiency Level: Compensation Management - Basic Diversity and Inclusion (D&I) - Expert Employee Communications - Expert Engagement Strategies - Advanced Financial Management - Intermediate Human Resource Information System (HRIS) - Intermediate Labor Regulations - Basic New Hire Onboarding - Intermediate Organizational Design - Advanced Performance Management - Advanced Succession Planning - Intermediate Talent Acquisition - Intermediate Talent Management - Advanced Training Delivery - Advanced Workforce Planning - Intermediate Compensation Range: Pay Range - Start: $133,140.00 Pay Range - End: $247,260.00 Northwestern Mutual pays on a geographic-specific salary structure and placement in the salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity as well as the cost of labor in the market; and other conditions of employment. At Northwestern Mutual, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. Please note that the salary range listed in the posting is the standard pay structure. Positions in certain locations (such as California) may provide an increase on the standard pay structure based on the location. Please c lick here for additional information relating to location-based pay structures. Grow your career with a best-in-class company that puts our client's interests at the center of all we do. Get started now! We are an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, age or status as a protected veteran, or any other characteristic protected by law. If you work or would be working in California, Colorado, New York City, Washington or outside of a Corporate location, please click here for information pertaining to compensation and benefits. FIND YOUR FUTURE We're excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and commitment to diversity and inclusion. Flexible work schedules Concierge service Comprehensive benefits Employee resource groups PandoLogic. Category:Human Resources,
Additional Information Job Number Job CategorySpa LocationThe St. Regis Atlanta, 88 West Paces Ferry Rd, Atlanta, Georgia, United States, 30305 VIEW ON MAP ScheduleFull Time Located Remotely?N Position Type Management JOB SUMMARY Responsible for managing and supervising all areas of the spa, including its programs, services, hours of operation, facilities and staff. Coordinates the delivery of spa services, including salon, skin care, fitness and wellness, massage, program coordinating, reservations, reception desk and locker room areas. As a department head, directs and works with the management team and hourly employees to successfully execute all spa operations. Strives to continually improve guest and employee satisfaction and maximize the financial performance of the department. CANDIDATE PROFILE Education and Experience • 2-year degree from an accredited university in Business Administration, Hotel and Restaurant Management, or related major; 4 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. OR • 4-year bachelor's degree in Business Administration, Hotel and Restaurant Management, or related major; 2 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. CORE WORK ACTIVITIES Managing Spa Operations and Budgets • Selects vendors for spa retail operations and managing contract agreements. • Oversees retail product research, product selection and purchasing, product display. • Manages supply inventories and purchasing control, including uniforms. • Monitors the spa's actual and projected sales to ensure revenue goals are met or exceeded. • Maintains cleanliness of spa and related areas and equipment. Managing Spa Sales and Marketing Strategy • Creates and coordinates special services for groups including group gifting programs, group amenities, group turndown gifts, letters and invitations, creating special spa services for specific groups and spa contract addendum negotiation. • Develops and Manages spa promotions including gifting programs, gift with purchase, co-op marketing efforts and holiday events. • Ensures spa services are included in all property-related marketing and advertising. • Identifies and recommending new products and product enhancements to remain competitive in the market. Managing Spa Revenue Management Strategy • Monitors and Manages the payroll function. • Manages areas of operation to budget by reviewing operating statements, budget worksheets and payroll progress reports. • Manages Spa controllable expenses such guest amenities, linen expense, professional salon products, plants, decorations and paper supplies to achieve or exceed budgeted goals. Ensuring and Delivering Exceptional Customer Service • Displays leadership in guest hospitality, exemplifying excellent customer service, and creating a positive atmosphere for guest relations. • Empowers employees to provide excellent customer service. • Strives to improve service performance. Conducting Human Resources Activities • Reviews comment cards, guest satisfaction results and other data to identify areas of improvement. • Reviews findings with employees to develop appropriate corrective action, sharing plans with property leadership and ensuring corrective action is taken to continuously improve results. • Interviews and hires management and hourly employees with the appropriate skills to meet the business needs of the operation. • Develops, implements and maintains a Spa orientation program for employees to receive the appropriate new hire training to successfully perform their job. • Administers the performance appraisal process for direct report managers. • Develops business goals and creates appropriate development plans. • Establishes and maintains open, collaborative relationships with employees and ensuring employees do the same within the team. • Solicits employee feedback, utilizes an "open door" policy and reviewing employee satisfaction results to identify and address employee problems or concerns. • Ensures that regular on-going communication is happening in all areas of responsibility to create awareness of business objectives and communicates expectations, recognizing performance, and producing desired business results. • Celebrates successes and publicly recognizes the contributions of team members. The salary range for this position is $88,000 to $114,000 annually. Marriott offers a bonus program, comprehensive health care benefits, 401(k) plan with up to 5% company match, employee stock purchase plan at 15% discount, accrued paid time off (including sick leave where applicable), life insurance, group disability insurance, travel discounts, adoption assistance, paid parental leave, health savings account (except for positions based out of or performed in Hawaii), flexible spending accounts, tuition assistance, pre-tax commuter benefits, other life and work wellness benefits, and may include other incentives such as stock awards and deferred compensation plans. Benefits and incentive compensation may be subject to generally applicable eligibility, waiting period, contribution, and other requirements and conditions. The compensation and benefits information is provided as of the date of this posting. Marriott reserves the right to modify compensation and benefits at any time, with or without notice, subject to applicable law. Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law. Combining timeless glamour with a vanguard spirit, St. Regis Hotels & Resorts is committed to delivering exquisite experiences at more than 50 luxury hotels and resorts in the best addresses around the world. Beginning with the debut of The St. Regis hotel in New York by John Jacob Astor IV at the dawn of the twentieth century, the brand has remained committed to an uncompromising level of bespoke and anticipatory service for all of its guests, delivered flawlessly by a team of gracious hosts that combine classic sophistication and modern sensibility, as well as our signature Butler Service. We invite you to explore careers at St. Regis. In joining St. Regis, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.
01/18/2025
Full time
Additional Information Job Number Job CategorySpa LocationThe St. Regis Atlanta, 88 West Paces Ferry Rd, Atlanta, Georgia, United States, 30305 VIEW ON MAP ScheduleFull Time Located Remotely?N Position Type Management JOB SUMMARY Responsible for managing and supervising all areas of the spa, including its programs, services, hours of operation, facilities and staff. Coordinates the delivery of spa services, including salon, skin care, fitness and wellness, massage, program coordinating, reservations, reception desk and locker room areas. As a department head, directs and works with the management team and hourly employees to successfully execute all spa operations. Strives to continually improve guest and employee satisfaction and maximize the financial performance of the department. CANDIDATE PROFILE Education and Experience • 2-year degree from an accredited university in Business Administration, Hotel and Restaurant Management, or related major; 4 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. OR • 4-year bachelor's degree in Business Administration, Hotel and Restaurant Management, or related major; 2 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. CORE WORK ACTIVITIES Managing Spa Operations and Budgets • Selects vendors for spa retail operations and managing contract agreements. • Oversees retail product research, product selection and purchasing, product display. • Manages supply inventories and purchasing control, including uniforms. • Monitors the spa's actual and projected sales to ensure revenue goals are met or exceeded. • Maintains cleanliness of spa and related areas and equipment. Managing Spa Sales and Marketing Strategy • Creates and coordinates special services for groups including group gifting programs, group amenities, group turndown gifts, letters and invitations, creating special spa services for specific groups and spa contract addendum negotiation. • Develops and Manages spa promotions including gifting programs, gift with purchase, co-op marketing efforts and holiday events. • Ensures spa services are included in all property-related marketing and advertising. • Identifies and recommending new products and product enhancements to remain competitive in the market. Managing Spa Revenue Management Strategy • Monitors and Manages the payroll function. • Manages areas of operation to budget by reviewing operating statements, budget worksheets and payroll progress reports. • Manages Spa controllable expenses such guest amenities, linen expense, professional salon products, plants, decorations and paper supplies to achieve or exceed budgeted goals. Ensuring and Delivering Exceptional Customer Service • Displays leadership in guest hospitality, exemplifying excellent customer service, and creating a positive atmosphere for guest relations. • Empowers employees to provide excellent customer service. • Strives to improve service performance. Conducting Human Resources Activities • Reviews comment cards, guest satisfaction results and other data to identify areas of improvement. • Reviews findings with employees to develop appropriate corrective action, sharing plans with property leadership and ensuring corrective action is taken to continuously improve results. • Interviews and hires management and hourly employees with the appropriate skills to meet the business needs of the operation. • Develops, implements and maintains a Spa orientation program for employees to receive the appropriate new hire training to successfully perform their job. • Administers the performance appraisal process for direct report managers. • Develops business goals and creates appropriate development plans. • Establishes and maintains open, collaborative relationships with employees and ensuring employees do the same within the team. • Solicits employee feedback, utilizes an "open door" policy and reviewing employee satisfaction results to identify and address employee problems or concerns. • Ensures that regular on-going communication is happening in all areas of responsibility to create awareness of business objectives and communicates expectations, recognizing performance, and producing desired business results. • Celebrates successes and publicly recognizes the contributions of team members. The salary range for this position is $88,000 to $114,000 annually. Marriott offers a bonus program, comprehensive health care benefits, 401(k) plan with up to 5% company match, employee stock purchase plan at 15% discount, accrued paid time off (including sick leave where applicable), life insurance, group disability insurance, travel discounts, adoption assistance, paid parental leave, health savings account (except for positions based out of or performed in Hawaii), flexible spending accounts, tuition assistance, pre-tax commuter benefits, other life and work wellness benefits, and may include other incentives such as stock awards and deferred compensation plans. Benefits and incentive compensation may be subject to generally applicable eligibility, waiting period, contribution, and other requirements and conditions. The compensation and benefits information is provided as of the date of this posting. Marriott reserves the right to modify compensation and benefits at any time, with or without notice, subject to applicable law. Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law. Combining timeless glamour with a vanguard spirit, St. Regis Hotels & Resorts is committed to delivering exquisite experiences at more than 50 luxury hotels and resorts in the best addresses around the world. Beginning with the debut of The St. Regis hotel in New York by John Jacob Astor IV at the dawn of the twentieth century, the brand has remained committed to an uncompromising level of bespoke and anticipatory service for all of its guests, delivered flawlessly by a team of gracious hosts that combine classic sophistication and modern sensibility, as well as our signature Butler Service. We invite you to explore careers at St. Regis. In joining St. Regis, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.
Company Description Pilot Company is an industry-leading network of travel centers with more than 30,000 team members and over 750 retail and fueling locations in 44 states and six Canadian provinces. Our energy and logistics division serves as a top supplier of fuel, employing one of the largest tanker fleets and providing critical services to oil operations in our nation's busiest basins. Pilot Company supports a growing portfolio of brands with expertise in supply chain and retail operations, logistics and transportation, technology and digital innovation, construction, maintenance, human resources, finance, sales and marketing. Founded in 1958 by Jim A. Haslam II and currently led by CEO Adam Wright, our founding values, people-first culture and commitment to giving back remains true to us today. Whether we are serving guests, a fellow team member, or a trucking company, we are dedicated to fueling people and keeping North America moving. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or any other characteristic protected under applicable federal, state or local law. Military encouraged to apply. Job Description The purpose of this job is to generate leads, qualify prospects, develop relationships, as well as negotiate and close sales with broad supervision in an assigned geographic territory. Target leads and strategically develop relationships with qualified prospects and new customers Secure appointments, deliver sales presentations, negotiate terms and conditions, as well as close sales of relevant company offerings Respond to inquiries, cancellation requests, and sales requests in a timely manner, and address customers' wholesale needs where appropriate Coordinate and collaborate with company stakeholders to maximize opportunities to meet SMART gallon and profit goals Consult with Divisional Director of Sales to develop closing and sales strategies, as necessary Offer subject matter expert (SME) consultations to customers Manage accounts toward SMART gallon and profit goals Remain current with changes in fuel industry, delivery systems and competitor activity Acquire market intelligence to develop and modify strategies and tactics accordingly Model behaviors that support the company's common purpose; ensure guests and team members are supported at the highest level Ensure all activities are in compliance with rules, regulations, policies, and procedures Complete other duties as assigned Qualifications High school diploma or equivalent certificate required Bachelor's degree with minimum one year's sales experience or five years' sales experience required Willing to travel 80-90% Specialized Knowledge Understand fuel and trucking industry key concepts and terminology Thorough knowledge of company products and offerings Beginner CRM (preferably Salesforce) skills Beginner to intermediate Microsoft Office skills Additional Information Nation-wide Medical Plan/Dental/Vision 401(k) and Flexible Spending Accounts Employee Fuel Discount Adoption Assistance Tuition Reimbursement Weekly Pay All your information will be kept confidential according to EEO guidelines Job Location
01/18/2025
Full time
Company Description Pilot Company is an industry-leading network of travel centers with more than 30,000 team members and over 750 retail and fueling locations in 44 states and six Canadian provinces. Our energy and logistics division serves as a top supplier of fuel, employing one of the largest tanker fleets and providing critical services to oil operations in our nation's busiest basins. Pilot Company supports a growing portfolio of brands with expertise in supply chain and retail operations, logistics and transportation, technology and digital innovation, construction, maintenance, human resources, finance, sales and marketing. Founded in 1958 by Jim A. Haslam II and currently led by CEO Adam Wright, our founding values, people-first culture and commitment to giving back remains true to us today. Whether we are serving guests, a fellow team member, or a trucking company, we are dedicated to fueling people and keeping North America moving. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, protected veteran status or any other characteristic protected under applicable federal, state or local law. Military encouraged to apply. Job Description The purpose of this job is to generate leads, qualify prospects, develop relationships, as well as negotiate and close sales with broad supervision in an assigned geographic territory. Target leads and strategically develop relationships with qualified prospects and new customers Secure appointments, deliver sales presentations, negotiate terms and conditions, as well as close sales of relevant company offerings Respond to inquiries, cancellation requests, and sales requests in a timely manner, and address customers' wholesale needs where appropriate Coordinate and collaborate with company stakeholders to maximize opportunities to meet SMART gallon and profit goals Consult with Divisional Director of Sales to develop closing and sales strategies, as necessary Offer subject matter expert (SME) consultations to customers Manage accounts toward SMART gallon and profit goals Remain current with changes in fuel industry, delivery systems and competitor activity Acquire market intelligence to develop and modify strategies and tactics accordingly Model behaviors that support the company's common purpose; ensure guests and team members are supported at the highest level Ensure all activities are in compliance with rules, regulations, policies, and procedures Complete other duties as assigned Qualifications High school diploma or equivalent certificate required Bachelor's degree with minimum one year's sales experience or five years' sales experience required Willing to travel 80-90% Specialized Knowledge Understand fuel and trucking industry key concepts and terminology Thorough knowledge of company products and offerings Beginner CRM (preferably Salesforce) skills Beginner to intermediate Microsoft Office skills Additional Information Nation-wide Medical Plan/Dental/Vision 401(k) and Flexible Spending Accounts Employee Fuel Discount Adoption Assistance Tuition Reimbursement Weekly Pay All your information will be kept confidential according to EEO guidelines Job Location
At Northwestern Mutual, we are strong, innovative and growing. We invest in our people. We care and make a positive difference. Northwestern Mutual (NM) has been helping families and businesses achieve financial security for over 165+ years. Through a distinctive, whole-picture planning approach including both insurance and investments, we empower people to be financially confident. We combine the expertise of our financial professionals with a personalized digital experience and leading-edge technology to best serve our clients. To help guide the collaborative effort, we are in search of a Senior Director, Market Research to join our team. Leads enterprise-wide market research as part of our insights team and is responsible for advancement of the market research across a range of critical audiences. Collaborates closely with Strategy Development, Client Experience, Field Experience, Marketing, Human Resources, and many other areas of the Company. Establishes a clear vision and strategy for market research and insights to create long-term value for the company. Provides thought leadership to senior management having company-wide impact and driving performance and advancing the success of the enterprise. Leads an enterprise-wide Voice of Field (VOF) program and provides significant support to voice of client and voice of consumer programs. Influences cross-functional initiatives and work efforts based on research and insights. Generates insights to shape Company-wide decision making. Primary Duties and Responsibilities: Form strong partnerships with key areas of the Company to ensure market research is deployed to facilitate data driven decision making. Builds significant internal and external relationships that lead to collaboration and ability drive market research that informs/influences company strategy and direction. Lead the advancement and ongoing improvement of an enterprise wide VOF capability to provide insights and facilitate creation of solutions to field problems. Maintain strong partnership with voice of client and voice of consumer teams to provide research and insight support. Ensures broad understanding and visibility of insights derived from market research, including driving consistent approach for storing and managing of research assets. Delivers inclusive and engaging leadership to coach, develop and mentor direct reports. Qualifications: Bachelor's degree in business, marketing, marketing research, economics or related field. Minimum of 8-10 years of increasingly responsible market research experience and providing insights that drive business, including research methods and statistics. Previous experience in establishing voice of customer or voice of field programs and using data and analytics to strategically drive successful research required. Ability to set and implement strategic direction in the market research space in a matrixed environment. Strategic thinker and results focused. Ability to draw actionable insights and get consensus from all levels of leadership in strategic and operational functions. Strong short and long-term planning skills, coupled with ability to lead resources in response to business needs. Broad knowledge of current and emerging industry trends. Experience in building, leading and running a high performing team. Possess very strong business acumen to fully understand business issues to tackle and provide meaningful, impactful recommendations. Strong emphasis on the need to provide continuous learning and customer focus. Superb communication and analytical skills. Benefits: Tuition reimbursement, commuter plans, and paid time off Highly competitive compensation that include base salary plus bonus Medical/Dental/Vision plans, 401(k), pension program Compensation Range: Pay Range - Start: $121,030.00 Pay Range - End: $224,770.00 Northwestern Mutual pays on a geographic-specific salary structure and placement in the salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity as well as the cost of labor in the market; and other conditions of employment. At Northwestern Mutual, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. Please note that the salary range listed in the posting is the standard pay structure. Positions in certain locations (such as California) may provide an increase on the standard pay structure based on the location. Please c lick here for additional information relating to location-based pay structures. Grow your career with a best-in-class company that puts our client's interests at the center of all we do. Get started now! We are an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, age or status as a protected veteran, or any other characteristic protected by law. If you work or would be working in California, Colorado, New York City, Washington or outside of a Corporate location, please click here for information pertaining to compensation and benefits. FIND YOUR FUTURE We're excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and commitment to diversity and inclusion. Flexible work schedules Concierge service Comprehensive benefits Employee resource groups PandoLogic. Category:Marketing & Biz Dev,
01/18/2025
Full time
At Northwestern Mutual, we are strong, innovative and growing. We invest in our people. We care and make a positive difference. Northwestern Mutual (NM) has been helping families and businesses achieve financial security for over 165+ years. Through a distinctive, whole-picture planning approach including both insurance and investments, we empower people to be financially confident. We combine the expertise of our financial professionals with a personalized digital experience and leading-edge technology to best serve our clients. To help guide the collaborative effort, we are in search of a Senior Director, Market Research to join our team. Leads enterprise-wide market research as part of our insights team and is responsible for advancement of the market research across a range of critical audiences. Collaborates closely with Strategy Development, Client Experience, Field Experience, Marketing, Human Resources, and many other areas of the Company. Establishes a clear vision and strategy for market research and insights to create long-term value for the company. Provides thought leadership to senior management having company-wide impact and driving performance and advancing the success of the enterprise. Leads an enterprise-wide Voice of Field (VOF) program and provides significant support to voice of client and voice of consumer programs. Influences cross-functional initiatives and work efforts based on research and insights. Generates insights to shape Company-wide decision making. Primary Duties and Responsibilities: Form strong partnerships with key areas of the Company to ensure market research is deployed to facilitate data driven decision making. Builds significant internal and external relationships that lead to collaboration and ability drive market research that informs/influences company strategy and direction. Lead the advancement and ongoing improvement of an enterprise wide VOF capability to provide insights and facilitate creation of solutions to field problems. Maintain strong partnership with voice of client and voice of consumer teams to provide research and insight support. Ensures broad understanding and visibility of insights derived from market research, including driving consistent approach for storing and managing of research assets. Delivers inclusive and engaging leadership to coach, develop and mentor direct reports. Qualifications: Bachelor's degree in business, marketing, marketing research, economics or related field. Minimum of 8-10 years of increasingly responsible market research experience and providing insights that drive business, including research methods and statistics. Previous experience in establishing voice of customer or voice of field programs and using data and analytics to strategically drive successful research required. Ability to set and implement strategic direction in the market research space in a matrixed environment. Strategic thinker and results focused. Ability to draw actionable insights and get consensus from all levels of leadership in strategic and operational functions. Strong short and long-term planning skills, coupled with ability to lead resources in response to business needs. Broad knowledge of current and emerging industry trends. Experience in building, leading and running a high performing team. Possess very strong business acumen to fully understand business issues to tackle and provide meaningful, impactful recommendations. Strong emphasis on the need to provide continuous learning and customer focus. Superb communication and analytical skills. Benefits: Tuition reimbursement, commuter plans, and paid time off Highly competitive compensation that include base salary plus bonus Medical/Dental/Vision plans, 401(k), pension program Compensation Range: Pay Range - Start: $121,030.00 Pay Range - End: $224,770.00 Northwestern Mutual pays on a geographic-specific salary structure and placement in the salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity as well as the cost of labor in the market; and other conditions of employment. At Northwestern Mutual, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. Please note that the salary range listed in the posting is the standard pay structure. Positions in certain locations (such as California) may provide an increase on the standard pay structure based on the location. Please c lick here for additional information relating to location-based pay structures. Grow your career with a best-in-class company that puts our client's interests at the center of all we do. Get started now! We are an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, age or status as a protected veteran, or any other characteristic protected by law. If you work or would be working in California, Colorado, New York City, Washington or outside of a Corporate location, please click here for information pertaining to compensation and benefits. FIND YOUR FUTURE We're excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and commitment to diversity and inclusion. Flexible work schedules Concierge service Comprehensive benefits Employee resource groups PandoLogic. Category:Marketing & Biz Dev,
Who We Are: At OPENLANE we make wholesale easy so our customers can be more successful. We're a technology company building the world's most advanced-and uncomplicated-digital marketplace for used vehicles. We're a data company helping customers buy and sell smarter with clear, actionable insights they can understand and use. And we're an innovation company accelerating the future of wholesale remarketing through curiosity, collaboration, and an entrepreneurial spirit. Our Values: Driven Waybuilders. We pursue challenges that inspire us to build, create, and innovate. Relentless Curiosity. We seek to understand and improve our customers' experience. Smart Risk-Taking. We transform risk into progress through data, experience, and intuition. Fearless Ownership. We deliver what we promise and learn along the way. We're Looking For: We are seeking a Human Resources Manager with experience in employee relations, performance management, organizational development, and delivering HR programs. You will be part of a collaborative HR team responsible for supporting employees and serving as a strategic business partner for leadership. You will be involved in employee engagement, development, and fostering an inclusive and supportive work environment. In this role, you will have the opportunity to use your experience in leadership, change management, and employee relations. You're Located: The role requires a hybrid work schedule with Tuesday through Thursday being required onsite days at our Carmel HQ. You Are: Approachable. You foster an environment where people matter and the business wins. Employees and managers are comfortable seeking out your guidance. Proactive. You seek out opportunities to enhance employee and organizational performance, programs, and the overall employee experience. Strategic. You will leverage data and people insights to support the business strategy at the local level. Experienced. You know how to handle the most delicate of situations with empathy, and diligence, and have experience mitigating organizational risk and coaching managers. Agile. As a true business partner, you will prioritize your day to focus on the most critical business needs, while still ensuring compliance with company and legislative requirements. Confident. You are comfortable engaging with employees at all levels of the organization, and can effectively deliver readily understandable information. A Change Agent. You understand how to effectively implement, deliver, and support changes - big or small. You Will: Guide people leaders in all aspects of performance management, including development of coaching and performance improvement plans; and identifying development opportunities for high-potential employees. Respond to all employee relations concerns, including conducting investigations when required & resolving concerns promptly. Support managers with onboarding and offboarding, including involuntary separations. Drive adoption of programs designed by the Center of Excellence (COEs), including supporting leaders through the performance engagement process, including snapshots, assessments, and calibration sessions. Identify talent needs in partnership with hiring managers, partner with Talent Acquisition (TA) for recruitment activities, and support onboarding of new hires. Review & recommend employee job changes, promotions, merit, and compensation changes following established procedures and in consultation with Senior Leadership. Champion the employee experience, including fostering engagement, culture, & retention of top performers in line with OPENLANE'S values. Implement employee relations practices to establish/maintain a positive employer-employee relationship and promote a high level of employee trust and engagement. Conduct exit interviews, aggregate data, and provide recommendations to management and/or the HR Director on turnover trends and solutions to ensure retention. Deliver training to employees & people leaders, including just-in-time training and coaching for talent management programs. Identify opportunities & strive for continuous improvement of people programs to enhance the employee experience & support business objectives. Who You Will Work With : Reporting to the HR Director, this role will collaborate with employees, department managers, and senior leadership on a daily basis. This role will closely collaborate with other HR Managers, Business Partners, and COE functions (Payroll, Benefits, Talent Acquisition, HR Shared Services, Compensation, Talent Growth & Development, & Legal) on a regular basis. Must Haves Bachelor's degree or college diploma with a focus on HR, or equivalent experience. At least 5 years experience in Human Resources, including 3 years in a management or HRBP role. Extensive knowledge of relevant employment legislation. A high degree of discretion in handling confidential matters. Strong critical thinking ability and applying principles and best practices within the appropriate context. Proven track record of building strong relationships, fostering trust, and promoting collaboration at all levels. Proven ability to analyze HR metrics (e.g., turnover rates, employee engagement scores) to identify trends, develop insights, and recommend data-driven solutions. Skilled in guiding employees through changes, and addressing concerns or resistance. Nice to Haves Prior experience working within Google Suite and Workday HCM SHRM Credentials or other related designations are an asset Experience in Change Management or Project Management What We Offer: Competitive pay Medical, dental, and vision benefits with employer HSA contributions (US) and FSA options (US) Immediately vested 401K (US) or RRSP (Canada) with company match Paid Vacation, Personal, and Sick Time Paid maternity and paternity leave (US) Employer-paid short-term disability, long-term disability, life insurance, and AD&D (US) Robust Employee Assistance Program Employer paid Leap into Service Day to volunteer Tuition Reimbursement for eligible programs Opportunities to expand your skill set and share your knowledge across a publicly traded, global organization Company culture of internal promotions, diverse career paths, and meaningful advancement Sound like a match? Apply Now - We can't wait to hear from you!
01/18/2025
Full time
Who We Are: At OPENLANE we make wholesale easy so our customers can be more successful. We're a technology company building the world's most advanced-and uncomplicated-digital marketplace for used vehicles. We're a data company helping customers buy and sell smarter with clear, actionable insights they can understand and use. And we're an innovation company accelerating the future of wholesale remarketing through curiosity, collaboration, and an entrepreneurial spirit. Our Values: Driven Waybuilders. We pursue challenges that inspire us to build, create, and innovate. Relentless Curiosity. We seek to understand and improve our customers' experience. Smart Risk-Taking. We transform risk into progress through data, experience, and intuition. Fearless Ownership. We deliver what we promise and learn along the way. We're Looking For: We are seeking a Human Resources Manager with experience in employee relations, performance management, organizational development, and delivering HR programs. You will be part of a collaborative HR team responsible for supporting employees and serving as a strategic business partner for leadership. You will be involved in employee engagement, development, and fostering an inclusive and supportive work environment. In this role, you will have the opportunity to use your experience in leadership, change management, and employee relations. You're Located: The role requires a hybrid work schedule with Tuesday through Thursday being required onsite days at our Carmel HQ. You Are: Approachable. You foster an environment where people matter and the business wins. Employees and managers are comfortable seeking out your guidance. Proactive. You seek out opportunities to enhance employee and organizational performance, programs, and the overall employee experience. Strategic. You will leverage data and people insights to support the business strategy at the local level. Experienced. You know how to handle the most delicate of situations with empathy, and diligence, and have experience mitigating organizational risk and coaching managers. Agile. As a true business partner, you will prioritize your day to focus on the most critical business needs, while still ensuring compliance with company and legislative requirements. Confident. You are comfortable engaging with employees at all levels of the organization, and can effectively deliver readily understandable information. A Change Agent. You understand how to effectively implement, deliver, and support changes - big or small. You Will: Guide people leaders in all aspects of performance management, including development of coaching and performance improvement plans; and identifying development opportunities for high-potential employees. Respond to all employee relations concerns, including conducting investigations when required & resolving concerns promptly. Support managers with onboarding and offboarding, including involuntary separations. Drive adoption of programs designed by the Center of Excellence (COEs), including supporting leaders through the performance engagement process, including snapshots, assessments, and calibration sessions. Identify talent needs in partnership with hiring managers, partner with Talent Acquisition (TA) for recruitment activities, and support onboarding of new hires. Review & recommend employee job changes, promotions, merit, and compensation changes following established procedures and in consultation with Senior Leadership. Champion the employee experience, including fostering engagement, culture, & retention of top performers in line with OPENLANE'S values. Implement employee relations practices to establish/maintain a positive employer-employee relationship and promote a high level of employee trust and engagement. Conduct exit interviews, aggregate data, and provide recommendations to management and/or the HR Director on turnover trends and solutions to ensure retention. Deliver training to employees & people leaders, including just-in-time training and coaching for talent management programs. Identify opportunities & strive for continuous improvement of people programs to enhance the employee experience & support business objectives. Who You Will Work With : Reporting to the HR Director, this role will collaborate with employees, department managers, and senior leadership on a daily basis. This role will closely collaborate with other HR Managers, Business Partners, and COE functions (Payroll, Benefits, Talent Acquisition, HR Shared Services, Compensation, Talent Growth & Development, & Legal) on a regular basis. Must Haves Bachelor's degree or college diploma with a focus on HR, or equivalent experience. At least 5 years experience in Human Resources, including 3 years in a management or HRBP role. Extensive knowledge of relevant employment legislation. A high degree of discretion in handling confidential matters. Strong critical thinking ability and applying principles and best practices within the appropriate context. Proven track record of building strong relationships, fostering trust, and promoting collaboration at all levels. Proven ability to analyze HR metrics (e.g., turnover rates, employee engagement scores) to identify trends, develop insights, and recommend data-driven solutions. Skilled in guiding employees through changes, and addressing concerns or resistance. Nice to Haves Prior experience working within Google Suite and Workday HCM SHRM Credentials or other related designations are an asset Experience in Change Management or Project Management What We Offer: Competitive pay Medical, dental, and vision benefits with employer HSA contributions (US) and FSA options (US) Immediately vested 401K (US) or RRSP (Canada) with company match Paid Vacation, Personal, and Sick Time Paid maternity and paternity leave (US) Employer-paid short-term disability, long-term disability, life insurance, and AD&D (US) Robust Employee Assistance Program Employer paid Leap into Service Day to volunteer Tuition Reimbursement for eligible programs Opportunities to expand your skill set and share your knowledge across a publicly traded, global organization Company culture of internal promotions, diverse career paths, and meaningful advancement Sound like a match? Apply Now - We can't wait to hear from you!
At Northwestern Mutual, we are strong, innovative and growing. We invest in our people. We care and make a positive difference. Summary: The communications strategist - corporate reputation is responsible for developing, coordinating and implementing communication strategies that protect and strengthen the Northwestern Mutual brand as part of the company's Corporate Reputation communications team. The communications strategist creates and implements communications plans that serve to protect the company's reputation, conducts insightful research audits, monitors the competitive landscape, and develops insights-based reporting tools that demonstrate progress against key reputation metrics. This individual works with internal partners across Human Resources, Diversity & Inclusion, Campus Events and Experiences, Marketing, Social Media, Public Relations, Internal Communications and other teams to deliver appropriate communications responses across various audiences (clients, financial representatives, corporate employees, etc.) consistently and effectively. This role reports to the Sr. Director, Corporate Reputation as part of the company's Strategic Communications team. Primary Duties & Responsibilities Supports the Senior Director in the development, socialization and implementation of strategic communications plans that support reputation management scenarios pertaining to Human Resources, Diversity & Inclusion or emerging social issues. Leads the strategic management of third-party research partners to deliver research and insights to business stakeholders across the company, meeting regularly with the partner to understand the external environment and to identify preparedness efforts for the company. Works collaboratively with members of the Marketing, Social Media, Public Relations and Internal Communications teams to identify potential reputation issues and create recommended responses or other communications materials. Proactively stays apprised of programs, projects and campaigns across these areas as a dedicated team liaison, and shares formal updates with Corporate Reputation team members to enhance team business acumen. Creates and implements PR strategies for the company's multi-year construction project in downtown Milwaukee, working with the PR agency to draft media strategies and pitches outlining the communications objectives, strategies, tactics, key messages and timelines. Supports the message training of spokespeople in advance of media opportunities. Track, recap and merchandise results to internal stakeholders including the Campus Events and Experiences team. Conducts clear, thorough and insightful research audits using internal and external tools on a variety of subjects that support the company's reputation. Regularly and carefully monitors the news landscape for relevant news cycles, key industry articles and competitive insights and brings these findings forward in a consistent format that is useful across internal teams. Pulls news articles quickly when news breaks to share with key partners. Partners with team members to identify, develop and maintain monthly, quarterly and annual tracking and reporting tools that demonstrate progress against key reputation metrics. Creates reports that showcase Corporate Reputation team successes and bring examples to life in order to merchandise the collective team's results. Maintains and evolves team processes and procedures playbook to ensure a consistent and efficient approach across team members. Drives team efficiencies by preparing agendas, status documents and meeting notes in support of regular meetings. Leads the team's overall organization efforts to maintain files, documentation and archives. Knowledge, Skills, Abilities: Bachelor's degree in Communications, Journalism, Public Relations, Marketing, Business or Political Science or related field. A minimum 6 years of experience in public relations, internal communication, marketing or related communication field with at least some experience in PR and media relations. Strong written and verbal communication skills. Ability to absorb information and convert to an understandable and visually appealing format. Writing samples will be requested. Proven ability to build positive, collaborative relationships across a diverse set of functions. Possesses a high degree of organization, project management skills and impeccable attention to detail. Sound problem identification, judgment, resolution and decision-making skills often in ambiguous situations. Works efficiently under pressure. Compensation Range: Pay Range - Start: $63,560.00 Pay Range - End: $118,040.00 Northwestern Mutual pays on a geographic-specific salary structure and placement in the salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity as well as the cost of labor in the market; and other conditions of employment. At Northwestern Mutual, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. Please note that the salary range listed in the posting is the standard pay structure. Positions in certain locations (such as California) may provide an increase on the standard pay structure based on the location. Please click here for additiona l information relating to location-based pay structures. Grow your career with a best-in-class company that puts our client's interests at the center of all we do. Get started now! We are an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, age or status as a protected veteran, or any other characteristic protected by law. If you work or would be working in California, Colorado, New York City, Washington or outside of a Corporate location, please click here for information pertaining to compensation and benefits. FIND YOUR FUTURE We're excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and commitment to diversity and inclusion. Flexible work schedules Concierge service Comprehensive benefits Employee resource groups PandoLogic. Category:Marketing & Biz Dev,
01/18/2025
Full time
At Northwestern Mutual, we are strong, innovative and growing. We invest in our people. We care and make a positive difference. Summary: The communications strategist - corporate reputation is responsible for developing, coordinating and implementing communication strategies that protect and strengthen the Northwestern Mutual brand as part of the company's Corporate Reputation communications team. The communications strategist creates and implements communications plans that serve to protect the company's reputation, conducts insightful research audits, monitors the competitive landscape, and develops insights-based reporting tools that demonstrate progress against key reputation metrics. This individual works with internal partners across Human Resources, Diversity & Inclusion, Campus Events and Experiences, Marketing, Social Media, Public Relations, Internal Communications and other teams to deliver appropriate communications responses across various audiences (clients, financial representatives, corporate employees, etc.) consistently and effectively. This role reports to the Sr. Director, Corporate Reputation as part of the company's Strategic Communications team. Primary Duties & Responsibilities Supports the Senior Director in the development, socialization and implementation of strategic communications plans that support reputation management scenarios pertaining to Human Resources, Diversity & Inclusion or emerging social issues. Leads the strategic management of third-party research partners to deliver research and insights to business stakeholders across the company, meeting regularly with the partner to understand the external environment and to identify preparedness efforts for the company. Works collaboratively with members of the Marketing, Social Media, Public Relations and Internal Communications teams to identify potential reputation issues and create recommended responses or other communications materials. Proactively stays apprised of programs, projects and campaigns across these areas as a dedicated team liaison, and shares formal updates with Corporate Reputation team members to enhance team business acumen. Creates and implements PR strategies for the company's multi-year construction project in downtown Milwaukee, working with the PR agency to draft media strategies and pitches outlining the communications objectives, strategies, tactics, key messages and timelines. Supports the message training of spokespeople in advance of media opportunities. Track, recap and merchandise results to internal stakeholders including the Campus Events and Experiences team. Conducts clear, thorough and insightful research audits using internal and external tools on a variety of subjects that support the company's reputation. Regularly and carefully monitors the news landscape for relevant news cycles, key industry articles and competitive insights and brings these findings forward in a consistent format that is useful across internal teams. Pulls news articles quickly when news breaks to share with key partners. Partners with team members to identify, develop and maintain monthly, quarterly and annual tracking and reporting tools that demonstrate progress against key reputation metrics. Creates reports that showcase Corporate Reputation team successes and bring examples to life in order to merchandise the collective team's results. Maintains and evolves team processes and procedures playbook to ensure a consistent and efficient approach across team members. Drives team efficiencies by preparing agendas, status documents and meeting notes in support of regular meetings. Leads the team's overall organization efforts to maintain files, documentation and archives. Knowledge, Skills, Abilities: Bachelor's degree in Communications, Journalism, Public Relations, Marketing, Business or Political Science or related field. A minimum 6 years of experience in public relations, internal communication, marketing or related communication field with at least some experience in PR and media relations. Strong written and verbal communication skills. Ability to absorb information and convert to an understandable and visually appealing format. Writing samples will be requested. Proven ability to build positive, collaborative relationships across a diverse set of functions. Possesses a high degree of organization, project management skills and impeccable attention to detail. Sound problem identification, judgment, resolution and decision-making skills often in ambiguous situations. Works efficiently under pressure. Compensation Range: Pay Range - Start: $63,560.00 Pay Range - End: $118,040.00 Northwestern Mutual pays on a geographic-specific salary structure and placement in the salary range for this position will be determined by a number of factors including the skills, education, training, credentials and experience of the candidate; the scope, complexity as well as the cost of labor in the market; and other conditions of employment. At Northwestern Mutual, it is not typical for an individual to be hired at or near the top of the range for their role and compensation decisions are dependent on the facts and circumstances of each case. Please note that the salary range listed in the posting is the standard pay structure. Positions in certain locations (such as California) may provide an increase on the standard pay structure based on the location. Please click here for additiona l information relating to location-based pay structures. Grow your career with a best-in-class company that puts our client's interests at the center of all we do. Get started now! We are an equal opportunity/affirmative action employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, gender identity or expression, sexual orientation, national origin, disability, age or status as a protected veteran, or any other characteristic protected by law. If you work or would be working in California, Colorado, New York City, Washington or outside of a Corporate location, please click here for information pertaining to compensation and benefits. FIND YOUR FUTURE We're excited about the potential people bring to Northwestern Mutual. You can grow your career here while enjoying first-class perks, benefits, and commitment to diversity and inclusion. Flexible work schedules Concierge service Comprehensive benefits Employee resource groups PandoLogic. Category:Marketing & Biz Dev,
Director, Human Resources Full-Time Fort Wayne, IN Compensation DOE: up to $140K The Director of Human Resources leads in the development and management of human resources practices and processes, ensuring that our HR strategy aligns with the overall business objectives. This position is responsible for fostering a positive workplace culture and enhancing employee engagement. This position will require strong leadership skills and a comprehensive understanding of HR functions. Director, Human Resources Specific Responsibilities: Leads the development of departmental goals, objectives and systems. Establishes departmental measurements that support the accomplishment of the companys strategic goals. Provide vision and effective leadership to the human resources team, empowering the function to be confident partners and provide impactful guidance. Develops and monitors an annual budget. M anage the talent acquisition efforts in the Engineering, IT, Human Resources, Accounting, Sales and Marketing teams. Maintain a comprehensive, current level of awareness of applicable legislation in order to actively participate in the development of appropriate HR related policies and practices throughout the organization. Lead the formation of a comprehensive Compensation/Job Evaluation Program. Manage wage and salary plans for exempt, non-exempt and hourly personnel and apply these in a legal, fair and consistent manner. Participate with the Benefits Manager and CFO to obtain cost-effective, employee-serving benefits. Conduct benefit orientations with new employees. Lead training development programs to enhance employee skills and performance. Maintain effective employee relations through timely and thorough intervention/mitigation and accurate interpretation of policy areas. Focus on creating an engaging work culture where employees feel valued and motivated. Maintain and enhance HRIS systems, including Paycom, JDE and Lotus Notes Databases. Prepare reports as requested from Paycom. Stay updated on industry trends and best practices in human resources. Director, Human Resources Position Requirements: Bachelors degree in business or human Resources or similar Proven HR leadership experience. Emphasis on the development of HR Processes, employment legislation and legal compliance. Ideal candidate has a strong background in employee relations, benefits administration, talent acquisition and training and development. Other successful attributes include: E xcellent verbal and written communication skills. Excellent interpersonal skills with ability to build relationships at all levels of the organization. Strong analytical skills. Send resume to Dan Witters Career Transitions: Find Your Dream Job or Hire the Best Talent Career Transitions is a leading recruiting agency that specializes in helping employers find their next critical hire and job seekers find their dream job. Our team of experienced recruiters are dedicated to finding you the perfect match for your open position or helping you find the right job for your skills and interests. We offer a variety of services, including: Recruitment: We match talent with open jobs. Contract staffing: We place technical and exempt professionals in temporary or contract assignments that can become full-time positions. Outplacement: We provide terminated or laid off employees with tools to be competitive in the job market. Career management: We help you develop your career and reach your goals to be the next leader. Career Transitions is committed to providing you with a high-quality talent acquisition experience. Our diverse candidate database and extensive recruiting experience reflects our commitment to match qualified candidates to employers' open positions. We work diligently to ensure that you receive efficient and effective services. We specialize in connecting employers with qualified technical and exempt professionals in many fields, ranging from accounting and finance to engineering and technology, and human resources to sales and marketing. We are also dedicated to upholding the values of diversity, equity, and inclusion (DEI). We are an equal opportunity employer and provide support for veterans and people with disabilities. Choose Career Transitions contingency, retained, or contract talent acquisition services to find your next hire or dream job. Visit our website today to learn more about how we can help you. $jb
01/18/2025
Director, Human Resources Full-Time Fort Wayne, IN Compensation DOE: up to $140K The Director of Human Resources leads in the development and management of human resources practices and processes, ensuring that our HR strategy aligns with the overall business objectives. This position is responsible for fostering a positive workplace culture and enhancing employee engagement. This position will require strong leadership skills and a comprehensive understanding of HR functions. Director, Human Resources Specific Responsibilities: Leads the development of departmental goals, objectives and systems. Establishes departmental measurements that support the accomplishment of the companys strategic goals. Provide vision and effective leadership to the human resources team, empowering the function to be confident partners and provide impactful guidance. Develops and monitors an annual budget. M anage the talent acquisition efforts in the Engineering, IT, Human Resources, Accounting, Sales and Marketing teams. Maintain a comprehensive, current level of awareness of applicable legislation in order to actively participate in the development of appropriate HR related policies and practices throughout the organization. Lead the formation of a comprehensive Compensation/Job Evaluation Program. Manage wage and salary plans for exempt, non-exempt and hourly personnel and apply these in a legal, fair and consistent manner. Participate with the Benefits Manager and CFO to obtain cost-effective, employee-serving benefits. Conduct benefit orientations with new employees. Lead training development programs to enhance employee skills and performance. Maintain effective employee relations through timely and thorough intervention/mitigation and accurate interpretation of policy areas. Focus on creating an engaging work culture where employees feel valued and motivated. Maintain and enhance HRIS systems, including Paycom, JDE and Lotus Notes Databases. Prepare reports as requested from Paycom. Stay updated on industry trends and best practices in human resources. Director, Human Resources Position Requirements: Bachelors degree in business or human Resources or similar Proven HR leadership experience. Emphasis on the development of HR Processes, employment legislation and legal compliance. Ideal candidate has a strong background in employee relations, benefits administration, talent acquisition and training and development. Other successful attributes include: E xcellent verbal and written communication skills. Excellent interpersonal skills with ability to build relationships at all levels of the organization. Strong analytical skills. Send resume to Dan Witters Career Transitions: Find Your Dream Job or Hire the Best Talent Career Transitions is a leading recruiting agency that specializes in helping employers find their next critical hire and job seekers find their dream job. Our team of experienced recruiters are dedicated to finding you the perfect match for your open position or helping you find the right job for your skills and interests. We offer a variety of services, including: Recruitment: We match talent with open jobs. Contract staffing: We place technical and exempt professionals in temporary or contract assignments that can become full-time positions. Outplacement: We provide terminated or laid off employees with tools to be competitive in the job market. Career management: We help you develop your career and reach your goals to be the next leader. Career Transitions is committed to providing you with a high-quality talent acquisition experience. Our diverse candidate database and extensive recruiting experience reflects our commitment to match qualified candidates to employers' open positions. We work diligently to ensure that you receive efficient and effective services. We specialize in connecting employers with qualified technical and exempt professionals in many fields, ranging from accounting and finance to engineering and technology, and human resources to sales and marketing. We are also dedicated to upholding the values of diversity, equity, and inclusion (DEI). We are an equal opportunity employer and provide support for veterans and people with disabilities. Choose Career Transitions contingency, retained, or contract talent acquisition services to find your next hire or dream job. Visit our website today to learn more about how we can help you. $jb
Who We Are Arcellx is a public, clinical-stage biotechnology company reimagining cell therapy by engineering innovative immunotherapies for patients with cancer and other incurable diseases. We believe that cell therapies are one of the forward pillars of medicine and our mission is to destroy cancer and advance humanity by developing cell therapies that are safer, more effective, and more broadly accessible. Our team members are made up of talented innovators and dreamers working from our offices in Rockville, Maryland, and Redwood City, California. At Arcellx, we hire exceptional people and create a fun, diverse, supportive, and informal environment that allows everyone to do their best work. What Matters to Us Living our core values is essential to maintaining a work environment that is high-performing, inclusive, and collaborative. We look for candidates who demonstrate strong values alignment and bring different backgrounds, viewpoints, and abilities to the team. Arcellx Core Values Character : Committed to always doing what's right. Audacity : Willing to challenge convention and share candid feedback with others. Determination : Curious and self-motivated. Always looking to improve and learn. Collaboration : "No job is too small" mentality. Humble and willing to help others. Originality : Will bring your unique perspective to the table and respect a diverse set of views and backgrounds. How You'll Make a Difference As the Associate Director of Market Access, you'll use your expertise to implement innovative market access strategies to ensure a successful launch of anitocabtagene autoleucel (anito-cel), our lead CAR T-cell therapy candidate for the treatment of patients with relapsed refractory multiple myeloma. In this role, you'll be an essential member of the core cross-functional commercial launch team, the joint launch team with our commercialization partner, Kite Pharma, and of the Arcellx Value & Access team that is responsible for developing the pre- and post-launch value & access plan for anito-cel. Importantly, you'll also play a major role in ensuring anito-cel is delivered to multiple myeloma patients in need of more options in their treatment journey. The "Fine Print" - What You'll Do Support the development and execution of market access strategies for anito-cel. Develop a compelling, differentiated value proposition for anito-cel through collaboration with marketing, medical, health economics and outcomes research (HEOR), real world evidence (RWE) and other relevant cross-functional partners. Lead the creation, review, and approval of pre- and post-approval materials to support payer and health system stakeholder engagement. Collaborate with HEOR/RWE teams to ensure that evidence relevant to access stakeholders is generated and communicated effectively. Coordinate insights generation and analytics activities to inform access strategy and tactical plan. Develop and deliver comprehensive training, tools, and resources to equip field teams. Lead Field Input Team (FIT) team meetings to ensure access strategy and tactical plan are grounded in customer insights. Provide strategic input into pricing, contracting, and distribution decisions. Skills and Experience We Look For Bachelor's degree in life sciences, pharmacy, or business; advanced degree (MBA, MPH, PhD, or PharmD) preferred. 4-6 years of experience in market access, pricing, health economics, or related fields within the pharmaceutical or biotechnology industry, plus oncology/hematology experience. Understanding of healthcare payer landscape and health systems environment. Knowledge of promotional regulatory review processes. Ability to take initiative, build productive relationships, work cross-functionally, and manage multiple projects. Rewards at Arcellx Our people are our greatest asset, and supporting their well-being is an essential part of delivering on our mission and impacting the lives of patients. Putting this belief into practice means offering strong compensation and benefits. The base salary range for this position is $195,000 - $215,000 per year. Where a candidate falls within that range is determined by factors such as years of experience. Our compensation package also includes an annual bonus based on company goals and an equity (RSU) grant. We do offer relocation assistance for roles if required. Our market-leading benefits package includes: 100% coverage for medical, dental and vision for team members and dependents, unlimited vacation, a 3-day weekend every month, fully-paid parental leave for up to 6 months, tuition reimbursement, 401k employer contribution and more. Join us in our quest to reimagine cell therapy and destroy cancer. For more on our technology, culture, and team, go to .
01/18/2025
Full time
Who We Are Arcellx is a public, clinical-stage biotechnology company reimagining cell therapy by engineering innovative immunotherapies for patients with cancer and other incurable diseases. We believe that cell therapies are one of the forward pillars of medicine and our mission is to destroy cancer and advance humanity by developing cell therapies that are safer, more effective, and more broadly accessible. Our team members are made up of talented innovators and dreamers working from our offices in Rockville, Maryland, and Redwood City, California. At Arcellx, we hire exceptional people and create a fun, diverse, supportive, and informal environment that allows everyone to do their best work. What Matters to Us Living our core values is essential to maintaining a work environment that is high-performing, inclusive, and collaborative. We look for candidates who demonstrate strong values alignment and bring different backgrounds, viewpoints, and abilities to the team. Arcellx Core Values Character : Committed to always doing what's right. Audacity : Willing to challenge convention and share candid feedback with others. Determination : Curious and self-motivated. Always looking to improve and learn. Collaboration : "No job is too small" mentality. Humble and willing to help others. Originality : Will bring your unique perspective to the table and respect a diverse set of views and backgrounds. How You'll Make a Difference As the Associate Director of Market Access, you'll use your expertise to implement innovative market access strategies to ensure a successful launch of anitocabtagene autoleucel (anito-cel), our lead CAR T-cell therapy candidate for the treatment of patients with relapsed refractory multiple myeloma. In this role, you'll be an essential member of the core cross-functional commercial launch team, the joint launch team with our commercialization partner, Kite Pharma, and of the Arcellx Value & Access team that is responsible for developing the pre- and post-launch value & access plan for anito-cel. Importantly, you'll also play a major role in ensuring anito-cel is delivered to multiple myeloma patients in need of more options in their treatment journey. The "Fine Print" - What You'll Do Support the development and execution of market access strategies for anito-cel. Develop a compelling, differentiated value proposition for anito-cel through collaboration with marketing, medical, health economics and outcomes research (HEOR), real world evidence (RWE) and other relevant cross-functional partners. Lead the creation, review, and approval of pre- and post-approval materials to support payer and health system stakeholder engagement. Collaborate with HEOR/RWE teams to ensure that evidence relevant to access stakeholders is generated and communicated effectively. Coordinate insights generation and analytics activities to inform access strategy and tactical plan. Develop and deliver comprehensive training, tools, and resources to equip field teams. Lead Field Input Team (FIT) team meetings to ensure access strategy and tactical plan are grounded in customer insights. Provide strategic input into pricing, contracting, and distribution decisions. Skills and Experience We Look For Bachelor's degree in life sciences, pharmacy, or business; advanced degree (MBA, MPH, PhD, or PharmD) preferred. 4-6 years of experience in market access, pricing, health economics, or related fields within the pharmaceutical or biotechnology industry, plus oncology/hematology experience. Understanding of healthcare payer landscape and health systems environment. Knowledge of promotional regulatory review processes. Ability to take initiative, build productive relationships, work cross-functionally, and manage multiple projects. Rewards at Arcellx Our people are our greatest asset, and supporting their well-being is an essential part of delivering on our mission and impacting the lives of patients. Putting this belief into practice means offering strong compensation and benefits. The base salary range for this position is $195,000 - $215,000 per year. Where a candidate falls within that range is determined by factors such as years of experience. Our compensation package also includes an annual bonus based on company goals and an equity (RSU) grant. We do offer relocation assistance for roles if required. Our market-leading benefits package includes: 100% coverage for medical, dental and vision for team members and dependents, unlimited vacation, a 3-day weekend every month, fully-paid parental leave for up to 6 months, tuition reimbursement, 401k employer contribution and more. Join us in our quest to reimagine cell therapy and destroy cancer. For more on our technology, culture, and team, go to .
Additional Information Job Number Job CategoryGolf, Fitness, & Entertainment LocationThe Ritz-Carlton San Juan, 6961 Avenue of the Governors, Carolina, Puerto Rico, United States, 00979 VIEW ON MAP ScheduleFull Time Located Remotely?N Position Type Management JOB SUMMARY Functions as the Strategic Business Leader of the hotel's Casino operation. Position oversees the development and implementation of departmental strategies. The position verifies the Casino operation meets the brand's target customer needs, verifies associate satisfaction, focuses on growing revenues and maximizes the financial performance of the department. As a member of the executive committee develops and implements hotel-wide strategies that deliver products and services to meet or exceed the needs and expectations of the brand's target customer and property associates and provide a return on investment to the owner and Marriott International. Education and Experience • 2-year degree from an accredited university in Business Administration, Hotel and Restaurant Management, or related major; 6 years' experience in the guest services, Casino Management or related professional area. OR • 4-year bachelor's degree in Business Administration, Hotel and Restaurant Management, or related major; 2 years' experience in the guest services, Casino Management or related professional area. CORE WORK ACTIVITIES Operations/Property Management • Develops a Casino operating strategy that is aligned with the brand's business strategy and leads its execution. • Verifies that regular, on-going communication is happening in all areas of Casino. Continually communicates a clear and consistent message regarding departmental goals to produce desired results. • Identifies key drivers of business success and keeps team focused on the critical few to achieve results; verifies the integration of departmental goals in game plans. • Champions change, verifies that brand and regional business initiatives are implemented and communicates follow-up actions to team as necessary. • Researches and analyzes new products and pricing and services of competition. Introduces ideas to leadership team to enable property to remain competitive. • Works with direct reports to review business in house and potential business in surrounding area and troubleshoot potential challenges/conflicts; encourages calculated risk-taking to generate incremental revenue and deliver Savvy Service. • Complies with all franchised / licensed / brand standards. • Creates an atmosphere in all Casino areas that meets or exceeds guest expectations. • Verifies compliance with all local, state and federal regulations (OSHA, Health Department, Alcoholic Beverage). • Verifies that regular, on-going communication is happening in all areas of Casino. • Reviews staffing levels to verify that guest service and operational needs are met. • Communicates and executes departmental and hotel emergency procedures. • Authorizes credit. Sales and Revenue Management • Coordinates all marketing efforts with Marketing Department and Central Casino Marketing. • Manages market positioning / repositioning. • Develops and monitors execution of marketing plan for Casino Operation. • Sets and communicates specific sales goals and develops incentives to encourage goal attainment for all areas. • Uses a guest database to target direct marketing efforts and increase market share. • Leads the development of web based promotional sites to attract business. • Stays aware of market trends and introduces new Casino products to meet or exceed customer expectations, generate increased revenue and verify a competitive position in the market. • Participates in sales calls and site visits with members of the Casino and/or sales staff to acquire new business. • Assist with the evaluation of existing and potential gaming markets for viability. Financial Management • Develops and manages Casino budget. • Manages organizational structure and departmental staffing with corresponding Payroll Analysis. • Manages credit policy, accounts receivable analysis and collections strategy. • Reviews financial reports and statements to determine how Casino is performing against budget. Works with Casino leadership team to determine areas of concern and develops strategies to improve the department's financial performance. • Coaches and supports Casino leadership team to effectively manage wages, Casino cost and controllable expenses such as restaurant supplies, uniforms, etc. Focuses on maintaining profit margins without compromising guest or associate satisfaction. • Identifies opportunities to increase profits and create value by challenging existing processes, encouraging innovation and driving necessary change. • Verifies that all technology relative to procurement is implemented. • Verifies cash control and liquor control policies are in place in Casino areas and followed by all related associates. Verifying and Providing Exceptional Customer Service • Leads the execution of brand service initiatives in Casino areas. • Sets expectations and holds Casino leadership team accountable for demonstrating desired service behaviors. Confirms that guest expectations are met or exceeded from beginning to end of service experience. • Participates in daily stand-up meetings and models desired service behaviors in all interactions with guests and associates. • Empowers associates to provide excellent guest service. Establishes guidelines so associates understand expectations and parameters. Verifies that associates receive on-going training to understand guest expectations. • Is highly visible and interfaces with customers on a regular basis to obtain feedback on quality of Casino products, service levels and overall satisfaction; effectively responds to and resolves guest problems and complaints. • Observes service behaviors of associates and provides feedback to individuals and/or managers; continuously focuses on improving service performance. • Attends pre- and post-convention meetings to understand group needs, set appropriate expectations and obtain feedback on quality of product (e.g., Casino, room service, street restaurant & bar), service levels and overall satisfaction; communicates critical information to areas of responsibility. • Reviews comment cards, guest satisfaction results and other data to identify areas of improvement. Reviews findings with F& B team and verifies appropriate corrective action is taken; shares plans with hotel leadership. • Incorporates guest satisfaction as a component of departmental meetings with an emphasis on continually improving results. • Verifies that a customer recognition program is in effect throughout all Casino areas; maintains active guest database. • Make final decisions regarding complementary privileges, credit limits, and tables game disputes. Managing and Conducting Human Resources Activities • Hires Casino leadership team members who demonstrate strong functional expertise, creativity and entrepreneurial leadership to meet the business needs of the operation. • Verifies that new hires participate in the department's orientation program and receive the appropriate new hire training to successfully perform their job. Verifies that team members are cross-trained to support successful daily operations. • Creates appropriate development plans and develops team members based on their individual strengths, development needs, career aspirations and abilities. Confirms that the same is done for all managers in Casino. • Sets goals and expectations for direct reports using the performance review process and holds staff accountable for successful performance. Coaches team by providing specific feedback to improve performance. Conducts annual performance appraisals with direct reports according to Standard Operating Procedures. • Establishes and maintains open, collaborative relationships with direct reports and entire Casino team. Verifies that direct reports do the same for their team. • Verifies that regular on-going communication takes place throughout the Casino operation to communicate daily operations activities, set expectations and create awareness of business objectives. • Utilizes associate feedback and an "open door" policy to identify and address associate problems or concerns in a timely manner. Verifies that associates are treated fairly and equitably; brings issues to the attention of Human Resources as necessary. • Confirms that hotel policies are administered fairly and consistently, disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and supports the Peer Review Process. • Celebrates successes and publicly recognizes the contributions of team members; verifies that recognition occurs in all areas. • Verifies departmental participation in community service events sponsored by Marriott International to build teamwork and enhance community relationships (e.g., Community Clean-up Day, visits to senior citizen's homes and homeless shelters). Owner Relations • As a member of the hotel executive committee . click apply for full job details
01/18/2025
Full time
Additional Information Job Number Job CategoryGolf, Fitness, & Entertainment LocationThe Ritz-Carlton San Juan, 6961 Avenue of the Governors, Carolina, Puerto Rico, United States, 00979 VIEW ON MAP ScheduleFull Time Located Remotely?N Position Type Management JOB SUMMARY Functions as the Strategic Business Leader of the hotel's Casino operation. Position oversees the development and implementation of departmental strategies. The position verifies the Casino operation meets the brand's target customer needs, verifies associate satisfaction, focuses on growing revenues and maximizes the financial performance of the department. As a member of the executive committee develops and implements hotel-wide strategies that deliver products and services to meet or exceed the needs and expectations of the brand's target customer and property associates and provide a return on investment to the owner and Marriott International. Education and Experience • 2-year degree from an accredited university in Business Administration, Hotel and Restaurant Management, or related major; 6 years' experience in the guest services, Casino Management or related professional area. OR • 4-year bachelor's degree in Business Administration, Hotel and Restaurant Management, or related major; 2 years' experience in the guest services, Casino Management or related professional area. CORE WORK ACTIVITIES Operations/Property Management • Develops a Casino operating strategy that is aligned with the brand's business strategy and leads its execution. • Verifies that regular, on-going communication is happening in all areas of Casino. Continually communicates a clear and consistent message regarding departmental goals to produce desired results. • Identifies key drivers of business success and keeps team focused on the critical few to achieve results; verifies the integration of departmental goals in game plans. • Champions change, verifies that brand and regional business initiatives are implemented and communicates follow-up actions to team as necessary. • Researches and analyzes new products and pricing and services of competition. Introduces ideas to leadership team to enable property to remain competitive. • Works with direct reports to review business in house and potential business in surrounding area and troubleshoot potential challenges/conflicts; encourages calculated risk-taking to generate incremental revenue and deliver Savvy Service. • Complies with all franchised / licensed / brand standards. • Creates an atmosphere in all Casino areas that meets or exceeds guest expectations. • Verifies compliance with all local, state and federal regulations (OSHA, Health Department, Alcoholic Beverage). • Verifies that regular, on-going communication is happening in all areas of Casino. • Reviews staffing levels to verify that guest service and operational needs are met. • Communicates and executes departmental and hotel emergency procedures. • Authorizes credit. Sales and Revenue Management • Coordinates all marketing efforts with Marketing Department and Central Casino Marketing. • Manages market positioning / repositioning. • Develops and monitors execution of marketing plan for Casino Operation. • Sets and communicates specific sales goals and develops incentives to encourage goal attainment for all areas. • Uses a guest database to target direct marketing efforts and increase market share. • Leads the development of web based promotional sites to attract business. • Stays aware of market trends and introduces new Casino products to meet or exceed customer expectations, generate increased revenue and verify a competitive position in the market. • Participates in sales calls and site visits with members of the Casino and/or sales staff to acquire new business. • Assist with the evaluation of existing and potential gaming markets for viability. Financial Management • Develops and manages Casino budget. • Manages organizational structure and departmental staffing with corresponding Payroll Analysis. • Manages credit policy, accounts receivable analysis and collections strategy. • Reviews financial reports and statements to determine how Casino is performing against budget. Works with Casino leadership team to determine areas of concern and develops strategies to improve the department's financial performance. • Coaches and supports Casino leadership team to effectively manage wages, Casino cost and controllable expenses such as restaurant supplies, uniforms, etc. Focuses on maintaining profit margins without compromising guest or associate satisfaction. • Identifies opportunities to increase profits and create value by challenging existing processes, encouraging innovation and driving necessary change. • Verifies that all technology relative to procurement is implemented. • Verifies cash control and liquor control policies are in place in Casino areas and followed by all related associates. Verifying and Providing Exceptional Customer Service • Leads the execution of brand service initiatives in Casino areas. • Sets expectations and holds Casino leadership team accountable for demonstrating desired service behaviors. Confirms that guest expectations are met or exceeded from beginning to end of service experience. • Participates in daily stand-up meetings and models desired service behaviors in all interactions with guests and associates. • Empowers associates to provide excellent guest service. Establishes guidelines so associates understand expectations and parameters. Verifies that associates receive on-going training to understand guest expectations. • Is highly visible and interfaces with customers on a regular basis to obtain feedback on quality of Casino products, service levels and overall satisfaction; effectively responds to and resolves guest problems and complaints. • Observes service behaviors of associates and provides feedback to individuals and/or managers; continuously focuses on improving service performance. • Attends pre- and post-convention meetings to understand group needs, set appropriate expectations and obtain feedback on quality of product (e.g., Casino, room service, street restaurant & bar), service levels and overall satisfaction; communicates critical information to areas of responsibility. • Reviews comment cards, guest satisfaction results and other data to identify areas of improvement. Reviews findings with F& B team and verifies appropriate corrective action is taken; shares plans with hotel leadership. • Incorporates guest satisfaction as a component of departmental meetings with an emphasis on continually improving results. • Verifies that a customer recognition program is in effect throughout all Casino areas; maintains active guest database. • Make final decisions regarding complementary privileges, credit limits, and tables game disputes. Managing and Conducting Human Resources Activities • Hires Casino leadership team members who demonstrate strong functional expertise, creativity and entrepreneurial leadership to meet the business needs of the operation. • Verifies that new hires participate in the department's orientation program and receive the appropriate new hire training to successfully perform their job. Verifies that team members are cross-trained to support successful daily operations. • Creates appropriate development plans and develops team members based on their individual strengths, development needs, career aspirations and abilities. Confirms that the same is done for all managers in Casino. • Sets goals and expectations for direct reports using the performance review process and holds staff accountable for successful performance. Coaches team by providing specific feedback to improve performance. Conducts annual performance appraisals with direct reports according to Standard Operating Procedures. • Establishes and maintains open, collaborative relationships with direct reports and entire Casino team. Verifies that direct reports do the same for their team. • Verifies that regular on-going communication takes place throughout the Casino operation to communicate daily operations activities, set expectations and create awareness of business objectives. • Utilizes associate feedback and an "open door" policy to identify and address associate problems or concerns in a timely manner. Verifies that associates are treated fairly and equitably; brings issues to the attention of Human Resources as necessary. • Confirms that hotel policies are administered fairly and consistently, disciplinary procedures and documentation are completed according to Standard and Local Operating Procedures (SOPs and LSOPs) and supports the Peer Review Process. • Celebrates successes and publicly recognizes the contributions of team members; verifies that recognition occurs in all areas. • Verifies departmental participation in community service events sponsored by Marriott International to build teamwork and enhance community relationships (e.g., Community Clean-up Day, visits to senior citizen's homes and homeless shelters). Owner Relations • As a member of the hotel executive committee . click apply for full job details
RSC Human Resources Manager About This Role We have an opportunity for a Human Resources Manager at our distribution center in Sacramento, CA. The RSC Human Resources Manager leads and administers the organization's HR programs and policies and is accountable for all employment law compliance, talent acquisition, employee relations, performance management practices, community relationships and guidance of consistent practices and processes for the RSC . This role leads a team to ensure a high level of HR service is met to strategic operational partners throughout the Retail Support Center . They will have oversight and manage the employee services function at the RSC as well . This includes CMN as well as other company and community events . Additionally, the position will participate in recruiting and onboarding all senior manager roles within the RSC with guidance from the Retail Support Director (RSD) and Regional HR Manager. The RSC HR Manager will also act as the strategic business partner with Operations within the RSC . This will include all exempt and non-exempt talent acquisition, employee relations, policy administration and assistance with employee services and events for the RSC. What You'll Do Lead, support and encourage our Ace Values: Winning, Excellence, Love, Integrity, Gratitude, Humility and Teamwork. Collaborates with and assists the RSC Regional HR Manager with RSC specific HR strategy . Recommend new approaches , policies, and procedures to ensure continual improvements and efficiencies with RSC. Lead and administer organization's HR programs and policies as they apply to employee relations, comp, bens, safety, performance, and staffing. Manages day to day operations of the HR team within the RSC Oversee talent acquisition and employee on-boarding process for RSC population, compensation equity and compliance, unemployment administration, leaves of absence administration, workers comp administration, benefits administration, personnel file administration Partners with Regional HR Manager on strategic direction of the department and creates goals for team based on direction Responsible for planning and managing the business within General Admin cost center Partners with operations to train, develop and mentor RSC exempt staff Investigate employee relations issues within the RSC and determine the best corrective action solution for each unique situation . Participate in final termination decisions, respond to all employee relations issues/concerns and conduct employee relations investigations as required Provide guidance to exempt staff on employee relations/performance issues; consult on the development of performance goals; editing performance appraisals; drafting constructive criticism or development feedback for inclusion in performance appraisals Collaborate with operations team to create and oversee employee recognition programs, employee events and other activities to help create a positive and highly engaged environment. Ace Hardware is committed to promoting and maintaining a safe, healthy and injury-free environment for all team members. This is our number one priority, and we will support programs and initiatives that focus on this commitment. It is critical that all team members take responsibility for their safety as well as the safety of others to ensure that Ace Hardware is a world class safety organization. What you need to succeed: Be a safety champion by promoting a safe and productive workplace through your own actions, including the proper use of PPE, safe operation of powered equipment and safe lifting techniques as determined by the role. Be an active participant in contributing to a successful safety culture in the facility. Bachelor's Degree in HR or related field PHR or SPHR Certification preferred 5 years HR management experience Excellent leadership, interpersonal, communications, research, negotiations, persuasion, analytical, problem solving, resourcefulness and influential staff development skills. Detail orientated self-starter able to handle heavy, priority shifting workload with minimal supervision. Ability to multi-task and work well in a high-pressure environment. Outstanding interpersonal skills, with the ability to create effective relationships throughout the organization with both rank & file as well as upper management. Successful and demonstrated HR generalist experience with proven track record of increased responsibility. Compensation Details: $101000 - $126000 per year Why should you join our team? We live our values - W.E.L.I.G.H.T (Winning, Excellence, Love, Integrity, Gratitude, Humility, and Teamwork). Gratitude. Humility. Love. You don't often see values like these in most corporate statements, but Ace is different. These things are important to us. They represent our commitment to the company, our employees, to Ace retailers and to the Ace brand. In addition to providing our employees a great culture, Ace also offers competitive benefits that address life's necessities and perks, many of which expand and improve year after year, including: Semi-Monthly Pay Incentive opportunities, based on role/grade level (rapid company growth over the past 5 years resulted in incentives being paid out at an average of 122% of your target opportunity!) 18 days of vacation immediately available (prorated in the first year) and up to 9 paid holidays depending on the month of hire Comprehensive health coverage (medical, dental, vision and disability - up to 26 weeks short-term disability and long-term disability) & life insurance benefits for you and your dependents. Generous 401(k) retirement savings plan with a fully vested matching contribution the first year in addition to quarterly contributions and annual discretionary contribution (once eligibility requirements have been met). Over the past 5 years, company contributions (matching, quarterly & discretionary) for fully eligible employees have averaged 9.6% of total eligible compensation Ace invests in every employee we hire, with a key focus on development and coaching. We offer on-site classes, facilitator-led courses, and a generous tuition assistance program, plus a performance management approach that goes beyond the typical annual review. Your career at Ace is more than just a job. It's a chance to be part of something meaningful. We help locally-owned businesses thrive and make an impact in their communities - and we support our employees in doing the same by offering our employees opportunities to help Children's Miracle Network Hospitals and the Ace Helpful Fund through the Ace Foundation. Employee discounts on Ace merchandise (including top brands like Weber, Traeger, Yeti, Craftsman, DeWalt and more), travel, fitness, computers and thousands more. Employee Assistance Program (EAP) - access to free visits to therapists and lawyers, guidance on financial matters, elder and childcare, and assistance with tickets to entertainment events. Birth/Adoption bonding paid time off Adoption cost reimbursement Identity theft protection Benefits are provided in compliance with applicable plans and policies. Want to be notified when new jobs are posted? Follow the link below to create an account and set up custom job alerts: Create Job Alert We want to hear from you! When most people think of career opportunities with Ace Hardware, they often think of the helpful cashiers and sales associates at their local store. However, have you also considered the people behind the scenes who select, promote, ship and process the invoices for more than 75,000 products? Maybe you haven't, but we'd like you to. Because together we help our customers take care of their homes. Come find out why a career with the Ace Hardware Corporation is one of America's best kept secrets. Equal Opportunity Employer Ace Hardware Corporation is committed to a policy of promoting equal employment opportunities. The company recognizes the importance of diversity and leveraging the skills and talents of all people to the mutual advantage of each individual and the organization. The company is committed to the prevention of employment discrimination related to race, religion, color, sex (including sexual harassment), gender identity, national origin, age, marital status, disability and military or veteran status, sexual orientation or any other action covered by federal or applicable state/local laws. Disclaimer The pay range for this position starts as listed in the job posting, but could be higher based on education and experience. Please note, compensation decisions are dependent on the facts and circumstances of each opening. We take into consideration the minimum requirements outlined in the job description, such as an individual's education, training and experience, the position's work location, required travel (if any), and external market conditions when determining the final salary for potential new hires. Be aware that salary estimates published via alternate online job boards may not be a true representation of the actual pay range offered for this position . click apply for full job details
01/18/2025
Full time
RSC Human Resources Manager About This Role We have an opportunity for a Human Resources Manager at our distribution center in Sacramento, CA. The RSC Human Resources Manager leads and administers the organization's HR programs and policies and is accountable for all employment law compliance, talent acquisition, employee relations, performance management practices, community relationships and guidance of consistent practices and processes for the RSC . This role leads a team to ensure a high level of HR service is met to strategic operational partners throughout the Retail Support Center . They will have oversight and manage the employee services function at the RSC as well . This includes CMN as well as other company and community events . Additionally, the position will participate in recruiting and onboarding all senior manager roles within the RSC with guidance from the Retail Support Director (RSD) and Regional HR Manager. The RSC HR Manager will also act as the strategic business partner with Operations within the RSC . This will include all exempt and non-exempt talent acquisition, employee relations, policy administration and assistance with employee services and events for the RSC. What You'll Do Lead, support and encourage our Ace Values: Winning, Excellence, Love, Integrity, Gratitude, Humility and Teamwork. Collaborates with and assists the RSC Regional HR Manager with RSC specific HR strategy . Recommend new approaches , policies, and procedures to ensure continual improvements and efficiencies with RSC. Lead and administer organization's HR programs and policies as they apply to employee relations, comp, bens, safety, performance, and staffing. Manages day to day operations of the HR team within the RSC Oversee talent acquisition and employee on-boarding process for RSC population, compensation equity and compliance, unemployment administration, leaves of absence administration, workers comp administration, benefits administration, personnel file administration Partners with Regional HR Manager on strategic direction of the department and creates goals for team based on direction Responsible for planning and managing the business within General Admin cost center Partners with operations to train, develop and mentor RSC exempt staff Investigate employee relations issues within the RSC and determine the best corrective action solution for each unique situation . Participate in final termination decisions, respond to all employee relations issues/concerns and conduct employee relations investigations as required Provide guidance to exempt staff on employee relations/performance issues; consult on the development of performance goals; editing performance appraisals; drafting constructive criticism or development feedback for inclusion in performance appraisals Collaborate with operations team to create and oversee employee recognition programs, employee events and other activities to help create a positive and highly engaged environment. Ace Hardware is committed to promoting and maintaining a safe, healthy and injury-free environment for all team members. This is our number one priority, and we will support programs and initiatives that focus on this commitment. It is critical that all team members take responsibility for their safety as well as the safety of others to ensure that Ace Hardware is a world class safety organization. What you need to succeed: Be a safety champion by promoting a safe and productive workplace through your own actions, including the proper use of PPE, safe operation of powered equipment and safe lifting techniques as determined by the role. Be an active participant in contributing to a successful safety culture in the facility. Bachelor's Degree in HR or related field PHR or SPHR Certification preferred 5 years HR management experience Excellent leadership, interpersonal, communications, research, negotiations, persuasion, analytical, problem solving, resourcefulness and influential staff development skills. Detail orientated self-starter able to handle heavy, priority shifting workload with minimal supervision. Ability to multi-task and work well in a high-pressure environment. Outstanding interpersonal skills, with the ability to create effective relationships throughout the organization with both rank & file as well as upper management. Successful and demonstrated HR generalist experience with proven track record of increased responsibility. Compensation Details: $101000 - $126000 per year Why should you join our team? We live our values - W.E.L.I.G.H.T (Winning, Excellence, Love, Integrity, Gratitude, Humility, and Teamwork). Gratitude. Humility. Love. You don't often see values like these in most corporate statements, but Ace is different. These things are important to us. They represent our commitment to the company, our employees, to Ace retailers and to the Ace brand. In addition to providing our employees a great culture, Ace also offers competitive benefits that address life's necessities and perks, many of which expand and improve year after year, including: Semi-Monthly Pay Incentive opportunities, based on role/grade level (rapid company growth over the past 5 years resulted in incentives being paid out at an average of 122% of your target opportunity!) 18 days of vacation immediately available (prorated in the first year) and up to 9 paid holidays depending on the month of hire Comprehensive health coverage (medical, dental, vision and disability - up to 26 weeks short-term disability and long-term disability) & life insurance benefits for you and your dependents. Generous 401(k) retirement savings plan with a fully vested matching contribution the first year in addition to quarterly contributions and annual discretionary contribution (once eligibility requirements have been met). Over the past 5 years, company contributions (matching, quarterly & discretionary) for fully eligible employees have averaged 9.6% of total eligible compensation Ace invests in every employee we hire, with a key focus on development and coaching. We offer on-site classes, facilitator-led courses, and a generous tuition assistance program, plus a performance management approach that goes beyond the typical annual review. Your career at Ace is more than just a job. It's a chance to be part of something meaningful. We help locally-owned businesses thrive and make an impact in their communities - and we support our employees in doing the same by offering our employees opportunities to help Children's Miracle Network Hospitals and the Ace Helpful Fund through the Ace Foundation. Employee discounts on Ace merchandise (including top brands like Weber, Traeger, Yeti, Craftsman, DeWalt and more), travel, fitness, computers and thousands more. Employee Assistance Program (EAP) - access to free visits to therapists and lawyers, guidance on financial matters, elder and childcare, and assistance with tickets to entertainment events. Birth/Adoption bonding paid time off Adoption cost reimbursement Identity theft protection Benefits are provided in compliance with applicable plans and policies. Want to be notified when new jobs are posted? Follow the link below to create an account and set up custom job alerts: Create Job Alert We want to hear from you! When most people think of career opportunities with Ace Hardware, they often think of the helpful cashiers and sales associates at their local store. However, have you also considered the people behind the scenes who select, promote, ship and process the invoices for more than 75,000 products? Maybe you haven't, but we'd like you to. Because together we help our customers take care of their homes. Come find out why a career with the Ace Hardware Corporation is one of America's best kept secrets. Equal Opportunity Employer Ace Hardware Corporation is committed to a policy of promoting equal employment opportunities. The company recognizes the importance of diversity and leveraging the skills and talents of all people to the mutual advantage of each individual and the organization. The company is committed to the prevention of employment discrimination related to race, religion, color, sex (including sexual harassment), gender identity, national origin, age, marital status, disability and military or veteran status, sexual orientation or any other action covered by federal or applicable state/local laws. Disclaimer The pay range for this position starts as listed in the job posting, but could be higher based on education and experience. Please note, compensation decisions are dependent on the facts and circumstances of each opening. We take into consideration the minimum requirements outlined in the job description, such as an individual's education, training and experience, the position's work location, required travel (if any), and external market conditions when determining the final salary for potential new hires. Be aware that salary estimates published via alternate online job boards may not be a true representation of the actual pay range offered for this position . click apply for full job details
Additional Information Job Number Job CategorySpa LocationThe Ritz-Carlton New York NoMad, 25 West 28th Street, New York, New York, United States, 10001 VIEW ON MAP ScheduleFull Time Located Remotely?N Position Type Management JOB SUMMARY Responsible for managing and supervising all areas of the spa, including its programs, services, hours of operation, facilities and staff. Coordinates the delivery of spa services, including salon, skin care, fitness and wellness, massage, program coordinating, reservations, reception desk and locker room areas. As a department head, directs and works with the management team and hourly employees to successfully execute all spa operations. Strives to continually improve guest and employee satisfaction and maximize the financial performance of the department. CANDIDATE PROFILE Education and Experience • 2-year degree from an accredited university in Business Administration, Hotel and Restaurant Management, or related major; 4 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. OR • 4-year bachelor's degree in Business Administration, Hotel and Restaurant Management, or related major; 2 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. CORE WORK ACTIVITIES Managing Spa Operations and Budgets • Selects vendors for spa retail operations and managing contract agreements. • Oversees retail product research, product selection and purchasing, product display. • Manages supply inventories and purchasing control, including uniforms. • Monitors the spa's actual and projected sales to ensure revenue goals are met or exceeded. • Maintains cleanliness of spa and related areas and equipment. Managing Spa Sales and Marketing Strategy • Creates and coordinates special services for groups including group gifting programs, group amenities, group turndown gifts, letters and invitations, creating special spa services for specific groups and spa contract addendum negotiation. • Develops and Manages spa promotions including gifting programs, gift with purchase, co-op marketing efforts and holiday events. • Ensures spa services are included in all property-related marketing and advertising. • Identifies and recommending new products and product enhancements to remain competitive in the market. Managing Spa Revenue Management Strategy • Monitors and Manages the payroll function. • Manages areas of operation to budget by reviewing operating statements, budget worksheets and payroll progress reports. • Manages Spa controllable expenses such guest amenities, linen expense, professional salon products, plants, decorations and paper supplies to achieve or exceed budgeted goals. Ensuring and Delivering Exceptional Customer Service • Displays leadership in guest hospitality, exemplifying excellent customer service, and creating a positive atmosphere for guest relations. • Empowers employees to provide excellent customer service. • Strives to improve service performance. Conducting Human Resources Activities • Reviews comment cards, guest satisfaction results and other data to identify areas of improvement. • Reviews findings with employees to develop appropriate corrective action, sharing plans with property leadership and ensuring corrective action is taken to continuously improve results. • Interviews and hires management and hourly employees with the appropriate skills to meet the business needs of the operation. • Develops, implements and maintains a Spa orientation program for employees to receive the appropriate new hire training to successfully perform their job. • Administers the performance appraisal process for direct report managers. • Develops business goals and creates appropriate development plans. • Establishes and maintains open, collaborative relationships with employees and ensuring employees do the same within the team. • Solicits employee feedback, utilizes an "open door" policy and reviewing employee satisfaction results to identify and address employee problems or concerns. • Ensures that regular on-going communication is happening in all areas of responsibility to create awareness of business objectives and communicates expectations, recognizing performance, and producing desired business results. • Celebrates successes and publicly recognizes the contributions of team members. The salary range for this position is $105,000 to $144,000 annually. Marriott offers a bonus program, comprehensive health care benefits, 401(k) plan with up to 5% company match, employee stock purchase plan at 15% discount, accrued paid time off (including sick leave where applicable), life insurance, group disability insurance, travel discounts, adoption assistance, paid parental leave, health savings account (except for positions based out of or performed in Hawaii), flexible spending accounts, tuition assistance, pre-tax commuter benefits, other life and work wellness benefits, and may include other incentives such as stock awards and deferred compensation plans. Benefits and incentive compensation may be subject to generally applicable eligibility, waiting period, contribution, and other requirements and conditions. The compensation and benefits information is provided as of the date of this posting. Marriott reserves the right to modify compensation and benefits at any time, with or without notice, subject to applicable law. Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law. At more than 100 award-winning properties worldwide, The Ritz-Carlton Ladies and Gentlemen create experiences so exceptional that long after a guest stays with us, the experience stays with them. Attracting the world's top hospitality professionals who curate lifelong memories, we believe that everyone succeeds when they are empowered to be creative, thoughtful and compassionate. Every day, we set the standard for rare and special luxury service the world over and pride ourselves on delivering excellence in the care and comfort of our guests. Your role will be to ensure that the "Gold Standards" of The Ritz-Carlton are delivered graciously and thoughtfully every day. The Gold Standards are the foundation of The Ritz-Carlton and are what guides us each day to be better than the next. It is this foundation and our belief that our culture drives success by which The Ritz Carlton has earned the reputation as a global brand leader in luxury hospitality. As part of our team, you will learn and exemplify the Gold Standards, such as our Employee Promise, Credo and our Service Values. And our promise to you is that we offer the chance to be proud of the work you do and who you work with. In joining The Ritz-Carlton, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.
01/18/2025
Full time
Additional Information Job Number Job CategorySpa LocationThe Ritz-Carlton New York NoMad, 25 West 28th Street, New York, New York, United States, 10001 VIEW ON MAP ScheduleFull Time Located Remotely?N Position Type Management JOB SUMMARY Responsible for managing and supervising all areas of the spa, including its programs, services, hours of operation, facilities and staff. Coordinates the delivery of spa services, including salon, skin care, fitness and wellness, massage, program coordinating, reservations, reception desk and locker room areas. As a department head, directs and works with the management team and hourly employees to successfully execute all spa operations. Strives to continually improve guest and employee satisfaction and maximize the financial performance of the department. CANDIDATE PROFILE Education and Experience • 2-year degree from an accredited university in Business Administration, Hotel and Restaurant Management, or related major; 4 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. OR • 4-year bachelor's degree in Business Administration, Hotel and Restaurant Management, or related major; 2 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. CORE WORK ACTIVITIES Managing Spa Operations and Budgets • Selects vendors for spa retail operations and managing contract agreements. • Oversees retail product research, product selection and purchasing, product display. • Manages supply inventories and purchasing control, including uniforms. • Monitors the spa's actual and projected sales to ensure revenue goals are met or exceeded. • Maintains cleanliness of spa and related areas and equipment. Managing Spa Sales and Marketing Strategy • Creates and coordinates special services for groups including group gifting programs, group amenities, group turndown gifts, letters and invitations, creating special spa services for specific groups and spa contract addendum negotiation. • Develops and Manages spa promotions including gifting programs, gift with purchase, co-op marketing efforts and holiday events. • Ensures spa services are included in all property-related marketing and advertising. • Identifies and recommending new products and product enhancements to remain competitive in the market. Managing Spa Revenue Management Strategy • Monitors and Manages the payroll function. • Manages areas of operation to budget by reviewing operating statements, budget worksheets and payroll progress reports. • Manages Spa controllable expenses such guest amenities, linen expense, professional salon products, plants, decorations and paper supplies to achieve or exceed budgeted goals. Ensuring and Delivering Exceptional Customer Service • Displays leadership in guest hospitality, exemplifying excellent customer service, and creating a positive atmosphere for guest relations. • Empowers employees to provide excellent customer service. • Strives to improve service performance. Conducting Human Resources Activities • Reviews comment cards, guest satisfaction results and other data to identify areas of improvement. • Reviews findings with employees to develop appropriate corrective action, sharing plans with property leadership and ensuring corrective action is taken to continuously improve results. • Interviews and hires management and hourly employees with the appropriate skills to meet the business needs of the operation. • Develops, implements and maintains a Spa orientation program for employees to receive the appropriate new hire training to successfully perform their job. • Administers the performance appraisal process for direct report managers. • Develops business goals and creates appropriate development plans. • Establishes and maintains open, collaborative relationships with employees and ensuring employees do the same within the team. • Solicits employee feedback, utilizes an "open door" policy and reviewing employee satisfaction results to identify and address employee problems or concerns. • Ensures that regular on-going communication is happening in all areas of responsibility to create awareness of business objectives and communicates expectations, recognizing performance, and producing desired business results. • Celebrates successes and publicly recognizes the contributions of team members. The salary range for this position is $105,000 to $144,000 annually. Marriott offers a bonus program, comprehensive health care benefits, 401(k) plan with up to 5% company match, employee stock purchase plan at 15% discount, accrued paid time off (including sick leave where applicable), life insurance, group disability insurance, travel discounts, adoption assistance, paid parental leave, health savings account (except for positions based out of or performed in Hawaii), flexible spending accounts, tuition assistance, pre-tax commuter benefits, other life and work wellness benefits, and may include other incentives such as stock awards and deferred compensation plans. Benefits and incentive compensation may be subject to generally applicable eligibility, waiting period, contribution, and other requirements and conditions. The compensation and benefits information is provided as of the date of this posting. Marriott reserves the right to modify compensation and benefits at any time, with or without notice, subject to applicable law. Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law. At more than 100 award-winning properties worldwide, The Ritz-Carlton Ladies and Gentlemen create experiences so exceptional that long after a guest stays with us, the experience stays with them. Attracting the world's top hospitality professionals who curate lifelong memories, we believe that everyone succeeds when they are empowered to be creative, thoughtful and compassionate. Every day, we set the standard for rare and special luxury service the world over and pride ourselves on delivering excellence in the care and comfort of our guests. Your role will be to ensure that the "Gold Standards" of The Ritz-Carlton are delivered graciously and thoughtfully every day. The Gold Standards are the foundation of The Ritz-Carlton and are what guides us each day to be better than the next. It is this foundation and our belief that our culture drives success by which The Ritz Carlton has earned the reputation as a global brand leader in luxury hospitality. As part of our team, you will learn and exemplify the Gold Standards, such as our Employee Promise, Credo and our Service Values. And our promise to you is that we offer the chance to be proud of the work you do and who you work with. In joining The Ritz-Carlton, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.
Additional Information Job Number Job CategorySpa LocationW Austin, 200 Lavaca Street, Austin, Texas, United States, 78701 VIEW ON MAP ScheduleFull Time Located Remotely?N Position Type Management JOB SUMMARY Responsible for managing and supervising all areas of the spa, including its programs, services, hours of operation, facilities and staff. Coordinates the delivery of spa services, including salon, skin care, fitness and wellness, massage, program coordinating, reservations, reception desk and locker room areas. As a department head, directs and works with the management team and hourly employees to successfully execute all spa operations. Strives to continually improve guest and employee satisfaction and maximize the financial performance of the department. CANDIDATE PROFILE Education and Experience • 2-year degree from an accredited university in Business Administration, Hotel and Restaurant Management, or related major; 4 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. OR • 4-year bachelor's degree in Business Administration, Hotel and Restaurant Management, or related major; 2 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. CORE WORK ACTIVITIES Managing Spa Operations and Budgets • Selects vendors for spa retail operations and managing contract agreements. • Oversees retail product research, product selection and purchasing, product display. • Manages supply inventories and purchasing control, including uniforms. • Monitors the spa's actual and projected sales to ensure revenue goals are met or exceeded. • Maintains cleanliness of spa and related areas and equipment. Managing Spa Sales and Marketing Strategy • Creates and coordinates special services for groups including group gifting programs, group amenities, group turndown gifts, letters and invitations, creating special spa services for specific groups and spa contract addendum negotiation. • Develops and Manages spa promotions including gifting programs, gift with purchase, co-op marketing efforts and holiday events. • Ensures spa services are included in all property-related marketing and advertising. • Identifies and recommending new products and product enhancements to remain competitive in the market. Managing Spa Revenue Management Strategy • Monitors and Manages the payroll function. • Manages areas of operation to budget by reviewing operating statements, budget worksheets and payroll progress reports. • Manages Spa controllable expenses such guest amenities, linen expense, professional salon products, plants, decorations and paper supplies to achieve or exceed budgeted goals. Ensuring and Delivering Exceptional Customer Service • Displays leadership in guest hospitality, exemplifying excellent customer service, and creating a positive atmosphere for guest relations. • Empowers employees to provide excellent customer service. • Strives to improve service performance. Conducting Human Resources Activities • Reviews comment cards, guest satisfaction results and other data to identify areas of improvement. • Reviews findings with employees to develop appropriate corrective action, sharing plans with property leadership and ensuring corrective action is taken to continuously improve results. • Interviews and hires management and hourly employees with the appropriate skills to meet the business needs of the operation. • Develops, implements and maintains a Spa orientation program for employees to receive the appropriate new hire training to successfully perform their job. • Administers the performance appraisal process for direct report managers. • Develops business goals and creates appropriate development plans. • Establishes and maintains open, collaborative relationships with employees and ensuring employees do the same within the team. • Solicits employee feedback, utilizes an "open door" policy and reviewing employee satisfaction results to identify and address employee problems or concerns. • Ensures that regular on-going communication is happening in all areas of responsibility to create awareness of business objectives and communicates expectations, recognizing performance, and producing desired business results. • Celebrates successes and publicly recognizes the contributions of team members. The salary range for this position is $79,000 to $112,000 annually. Marriott offers a bonus program, comprehensive health care benefits, 401(k) plan with up to 5% company match, employee stock purchase plan at 15% discount, accrued paid time off (including sick leave where applicable), life insurance, group disability insurance, travel discounts, adoption assistance, paid parental leave, health savings account (except for positions based out of or performed in Hawaii), flexible spending accounts, tuition assistance, pre-tax commuter benefits, other life and work wellness benefits, and may include other incentives such as stock awards and deferred compensation plans. Benefits and incentive compensation may be subject to generally applicable eligibility, waiting period, contribution, and other requirements and conditions. The compensation and benefits information is provided as of the date of this posting. Marriott reserves the right to modify compensation and benefits at any time, with or without notice, subject to applicable law. Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law. W Hotels' mission is to Ignite Curiosity, Expand Worlds. We are a place to experience life. We're here to open doors and open minds. We are constantly inspired by new faces and new experiences. A tuned-in, up-for-anything spirit is at our core and has made us renowned for reinventing the norms of luxury around the globe. Whatever/Whenever is our culture and service philosophy that brings our guests' passions to life. If you are original, innovative, and always looking towards the future of what's possible, welcome to W Hotels. In joining W Hotels, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.
01/18/2025
Full time
Additional Information Job Number Job CategorySpa LocationW Austin, 200 Lavaca Street, Austin, Texas, United States, 78701 VIEW ON MAP ScheduleFull Time Located Remotely?N Position Type Management JOB SUMMARY Responsible for managing and supervising all areas of the spa, including its programs, services, hours of operation, facilities and staff. Coordinates the delivery of spa services, including salon, skin care, fitness and wellness, massage, program coordinating, reservations, reception desk and locker room areas. As a department head, directs and works with the management team and hourly employees to successfully execute all spa operations. Strives to continually improve guest and employee satisfaction and maximize the financial performance of the department. CANDIDATE PROFILE Education and Experience • 2-year degree from an accredited university in Business Administration, Hotel and Restaurant Management, or related major; 4 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. OR • 4-year bachelor's degree in Business Administration, Hotel and Restaurant Management, or related major; 2 years experience in the spa, guest services, front desk, sales and marketing, or related professional area. CORE WORK ACTIVITIES Managing Spa Operations and Budgets • Selects vendors for spa retail operations and managing contract agreements. • Oversees retail product research, product selection and purchasing, product display. • Manages supply inventories and purchasing control, including uniforms. • Monitors the spa's actual and projected sales to ensure revenue goals are met or exceeded. • Maintains cleanliness of spa and related areas and equipment. Managing Spa Sales and Marketing Strategy • Creates and coordinates special services for groups including group gifting programs, group amenities, group turndown gifts, letters and invitations, creating special spa services for specific groups and spa contract addendum negotiation. • Develops and Manages spa promotions including gifting programs, gift with purchase, co-op marketing efforts and holiday events. • Ensures spa services are included in all property-related marketing and advertising. • Identifies and recommending new products and product enhancements to remain competitive in the market. Managing Spa Revenue Management Strategy • Monitors and Manages the payroll function. • Manages areas of operation to budget by reviewing operating statements, budget worksheets and payroll progress reports. • Manages Spa controllable expenses such guest amenities, linen expense, professional salon products, plants, decorations and paper supplies to achieve or exceed budgeted goals. Ensuring and Delivering Exceptional Customer Service • Displays leadership in guest hospitality, exemplifying excellent customer service, and creating a positive atmosphere for guest relations. • Empowers employees to provide excellent customer service. • Strives to improve service performance. Conducting Human Resources Activities • Reviews comment cards, guest satisfaction results and other data to identify areas of improvement. • Reviews findings with employees to develop appropriate corrective action, sharing plans with property leadership and ensuring corrective action is taken to continuously improve results. • Interviews and hires management and hourly employees with the appropriate skills to meet the business needs of the operation. • Develops, implements and maintains a Spa orientation program for employees to receive the appropriate new hire training to successfully perform their job. • Administers the performance appraisal process for direct report managers. • Develops business goals and creates appropriate development plans. • Establishes and maintains open, collaborative relationships with employees and ensuring employees do the same within the team. • Solicits employee feedback, utilizes an "open door" policy and reviewing employee satisfaction results to identify and address employee problems or concerns. • Ensures that regular on-going communication is happening in all areas of responsibility to create awareness of business objectives and communicates expectations, recognizing performance, and producing desired business results. • Celebrates successes and publicly recognizes the contributions of team members. The salary range for this position is $79,000 to $112,000 annually. Marriott offers a bonus program, comprehensive health care benefits, 401(k) plan with up to 5% company match, employee stock purchase plan at 15% discount, accrued paid time off (including sick leave where applicable), life insurance, group disability insurance, travel discounts, adoption assistance, paid parental leave, health savings account (except for positions based out of or performed in Hawaii), flexible spending accounts, tuition assistance, pre-tax commuter benefits, other life and work wellness benefits, and may include other incentives such as stock awards and deferred compensation plans. Benefits and incentive compensation may be subject to generally applicable eligibility, waiting period, contribution, and other requirements and conditions. The compensation and benefits information is provided as of the date of this posting. Marriott reserves the right to modify compensation and benefits at any time, with or without notice, subject to applicable law. Marriott International is an equal opportunity employer. We believe in hiring a diverse workforce and sustaining an inclusive, people-first culture. We are committed to non-discrimination on any protected basis, such as disability and veteran status, or any other basis covered under applicable law. W Hotels' mission is to Ignite Curiosity, Expand Worlds. We are a place to experience life. We're here to open doors and open minds. We are constantly inspired by new faces and new experiences. A tuned-in, up-for-anything spirit is at our core and has made us renowned for reinventing the norms of luxury around the globe. Whatever/Whenever is our culture and service philosophy that brings our guests' passions to life. If you are original, innovative, and always looking towards the future of what's possible, welcome to W Hotels. In joining W Hotels, you join a portfolio of brands with Marriott International. Be where you can do your best work, begin your purpose, belong to an amazing global team, and become the best version of you.
Who We Are: At OPENLANE we make wholesale easy so our customers can be more successful. We're a technology company building the world's most advanced-and uncomplicated-digital marketplace for used vehicles. We're a data company helping customers buy and sell smarter with clear, actionable insights they can understand and use. And we're an innovation company accelerating the future of wholesale remarketing through curiosity, collaboration, and an entrepreneurial spirit. Our Values: Driven Waybuilders. We pursue challenges that inspire us to build, create, and innovate. Relentless Curiosity. We seek to understand and improve our customers' experience. Smart Risk-Taking. We transform risk into progress through data, experience, and intuition. Fearless Ownership. We deliver what we promise and learn along the way. We're Looking For: We are seeking a Talent Acquisition Partner who embodies our Talent Acquisition Guiding Principles and has experience in strategic recruitment and hiring support, relationship building, and full-cycle recruitment. You will be part of a talent acquisition team responsible for hiring top talent for our organization. You have a strong sense of urgency, proactively seek out solutions to hiring needs, and can establish credibility and rapport with hiring partners. The ideal candidate will have experience in sourcing and full-cycle recruitment across North America. You Are: Consultative: You will serve as a trusted advisor and strategic partner to hiring managers, anticipating their needs and delivering innovative, data-driven solutions. Creative: You will think outside of the box and develop strategies to engage passive talent. You are a brand ambassador and can have compelling conversations to attract top talent. Resourceful: In today's unique labor market, you excel at talent identification, talent attraction, and delivering a positive candidate experience. Strategic: You understand the vision and business objectives as they relate to Talent Acquisition while influencing and executing recruiting strategies to support the talent needs of the company. Curious: You are a relentless learner, actively seeking to understand both internal and external customers and using insights to drive tangible improvements in the recruiting process. Accountable: You act with urgency and ownership by setting realistic goals for yourself and the hiring initiative. You take full accountability for all tasks and projects, setting ambitious but achievable goals. Detail-oriented: You ensure the quality of the recruitment process through proper system utilization and record keeping, innovative strategies, and proactive engagement with potential candidates. Experience-Focused: You see great candidates and hiring partner experiences as table stakes, always thinking about how to present the best possible outcome. Driven Waybuilder : You proactively seek challenges that inspire innovative solutions. You anticipate potential issues and build creative, scalable processes that improve the overall workflow. Fearless Ownership : You deliver exceptional results by engaging deeply with stakeholders and continuously learning and adjusting to ensure future success. Smart Risk-Taking : You transform risks into opportunities by using data, intuition, and experience. You balance innovation with careful risk assessment, leading to measurable improvements in hiring efficiency and candidate satisfaction. You Will: Lead the full life cycle recruiting process from start to finish, including sourcing, scheduling, interviewing, recommending a qualified talent pool, and offer negotiation for various positions at OPENLANE. Establish relationships with candidates through social networking, industry relationships, internal and external referrals, and other means as they develop. Understand and anticipate current market trends, compensation packages, and their effects on talent acquisition and retention. Partner with team members and leadership on special projects to build and sustain strategies to continuously deliver a high level of customer service to the organization and meet our goals and objectives. Drive collaboration with other centers of excellence within Human Resources. Navigate ever-changing hiring landscapes, open position volumes, and business needs. Consistently address challenges by working with others to find practical solutions that meet the needs of the business. Take responsibility for assigned tasks and consistently meet expectations. Deliver results within expected timelines, communicate effectively with stakeholders, and maintain quality. Who You Will Work With: Reporting to the Director of Talent Acquisition, this role will collaborate with all departments of Human Resources, Hiring Partners, and Business Leaders daily. Must Have's: 3-5+ years of demonstrated success in a dynamic recruiting role that requires influencing and partnership to accomplish goals. Experience recruiting across the United States. Solid Computer skills, including Google Workspace. Experience using Workday. Track record of developing partnerships with stakeholders. Excellent communication skills with an innate ability to motivate and inspire. Comfortable managing multiple and changing priorities. A demonstrated desire to learn specific business needs and success criteria. Nice to Have's: Experience in recruiting and hiring for various roles across the organization, including skilled trade, para-professional, professional, and specialized groups such as IT or Sales. Experience working in high volume and demanding environments such as an agency. Experience in recruiting and hiring for onsite and remote positions across the United States and Canada. What We Offer: Competitive pay Medical, dental, and vision benefits with employer HSA contributions (US) Immediately vested 401K (US) or RRSP (Canada) with company match Paid Vacation, Personal, and Sick Time Paid maternity and paternity leave (US) Employer paid short-term disability and life insurance Employer paid Leap into Service Day to volunteer Tuition Reimbursement for eligible programs Opportunities to expand your skill set and share your knowledge across a publicly traded, global organization Company culture of internal promotions, diverse career paths, and rapid advancement Sound like a match? Apply Now - We can't wait to hear from you!
01/17/2025
Full time
Who We Are: At OPENLANE we make wholesale easy so our customers can be more successful. We're a technology company building the world's most advanced-and uncomplicated-digital marketplace for used vehicles. We're a data company helping customers buy and sell smarter with clear, actionable insights they can understand and use. And we're an innovation company accelerating the future of wholesale remarketing through curiosity, collaboration, and an entrepreneurial spirit. Our Values: Driven Waybuilders. We pursue challenges that inspire us to build, create, and innovate. Relentless Curiosity. We seek to understand and improve our customers' experience. Smart Risk-Taking. We transform risk into progress through data, experience, and intuition. Fearless Ownership. We deliver what we promise and learn along the way. We're Looking For: We are seeking a Talent Acquisition Partner who embodies our Talent Acquisition Guiding Principles and has experience in strategic recruitment and hiring support, relationship building, and full-cycle recruitment. You will be part of a talent acquisition team responsible for hiring top talent for our organization. You have a strong sense of urgency, proactively seek out solutions to hiring needs, and can establish credibility and rapport with hiring partners. The ideal candidate will have experience in sourcing and full-cycle recruitment across North America. You Are: Consultative: You will serve as a trusted advisor and strategic partner to hiring managers, anticipating their needs and delivering innovative, data-driven solutions. Creative: You will think outside of the box and develop strategies to engage passive talent. You are a brand ambassador and can have compelling conversations to attract top talent. Resourceful: In today's unique labor market, you excel at talent identification, talent attraction, and delivering a positive candidate experience. Strategic: You understand the vision and business objectives as they relate to Talent Acquisition while influencing and executing recruiting strategies to support the talent needs of the company. Curious: You are a relentless learner, actively seeking to understand both internal and external customers and using insights to drive tangible improvements in the recruiting process. Accountable: You act with urgency and ownership by setting realistic goals for yourself and the hiring initiative. You take full accountability for all tasks and projects, setting ambitious but achievable goals. Detail-oriented: You ensure the quality of the recruitment process through proper system utilization and record keeping, innovative strategies, and proactive engagement with potential candidates. Experience-Focused: You see great candidates and hiring partner experiences as table stakes, always thinking about how to present the best possible outcome. Driven Waybuilder : You proactively seek challenges that inspire innovative solutions. You anticipate potential issues and build creative, scalable processes that improve the overall workflow. Fearless Ownership : You deliver exceptional results by engaging deeply with stakeholders and continuously learning and adjusting to ensure future success. Smart Risk-Taking : You transform risks into opportunities by using data, intuition, and experience. You balance innovation with careful risk assessment, leading to measurable improvements in hiring efficiency and candidate satisfaction. You Will: Lead the full life cycle recruiting process from start to finish, including sourcing, scheduling, interviewing, recommending a qualified talent pool, and offer negotiation for various positions at OPENLANE. Establish relationships with candidates through social networking, industry relationships, internal and external referrals, and other means as they develop. Understand and anticipate current market trends, compensation packages, and their effects on talent acquisition and retention. Partner with team members and leadership on special projects to build and sustain strategies to continuously deliver a high level of customer service to the organization and meet our goals and objectives. Drive collaboration with other centers of excellence within Human Resources. Navigate ever-changing hiring landscapes, open position volumes, and business needs. Consistently address challenges by working with others to find practical solutions that meet the needs of the business. Take responsibility for assigned tasks and consistently meet expectations. Deliver results within expected timelines, communicate effectively with stakeholders, and maintain quality. Who You Will Work With: Reporting to the Director of Talent Acquisition, this role will collaborate with all departments of Human Resources, Hiring Partners, and Business Leaders daily. Must Have's: 3-5+ years of demonstrated success in a dynamic recruiting role that requires influencing and partnership to accomplish goals. Experience recruiting across the United States. Solid Computer skills, including Google Workspace. Experience using Workday. Track record of developing partnerships with stakeholders. Excellent communication skills with an innate ability to motivate and inspire. Comfortable managing multiple and changing priorities. A demonstrated desire to learn specific business needs and success criteria. Nice to Have's: Experience in recruiting and hiring for various roles across the organization, including skilled trade, para-professional, professional, and specialized groups such as IT or Sales. Experience working in high volume and demanding environments such as an agency. Experience in recruiting and hiring for onsite and remote positions across the United States and Canada. What We Offer: Competitive pay Medical, dental, and vision benefits with employer HSA contributions (US) Immediately vested 401K (US) or RRSP (Canada) with company match Paid Vacation, Personal, and Sick Time Paid maternity and paternity leave (US) Employer paid short-term disability and life insurance Employer paid Leap into Service Day to volunteer Tuition Reimbursement for eligible programs Opportunities to expand your skill set and share your knowledge across a publicly traded, global organization Company culture of internal promotions, diverse career paths, and rapid advancement Sound like a match? Apply Now - We can't wait to hear from you!
RSC Human Resources Manager About This Role We have an opportunity for a Human Resources Manager at our distribution center in Sacramento, CA. The RSC Human Resources Manager leads and administers the organization's HR programs and policies and is accountable for all employment law compliance, talent acquisition, employee relations, performance management practices, community relationships and guidance of consistent practices and processes for the RSC . This role leads a team to ensure a high level of HR service is met to strategic operational partners throughout the Retail Support Center . They will have oversight and manage the employee services function at the RSC as well . This includes CMN as well as other company and community events . Additionally, the position will participate in recruiting and onboarding all senior manager roles within the RSC with guidance from the Retail Support Director (RSD) and Regional HR Manager. The RSC HR Manager will also act as the strategic business partner with Operations within the RSC . This will include all exempt and non-exempt talent acquisition, employee relations, policy administration and assistance with employee services and events for the RSC. What You'll Do Lead, support and encourage our Ace Values: Winning, Excellence, Love, Integrity, Gratitude, Humility and Teamwork. Collaborates with and assists the RSC Regional HR Manager with RSC specific HR strategy . Recommend new approaches , policies, and procedures to ensure continual improvements and efficiencies with RSC. Lead and administer organization's HR programs and policies as they apply to employee relations, comp, bens, safety, performance, and staffing. Manages day to day operations of the HR team within the RSC Oversee talent acquisition and employee on-boarding process for RSC population, compensation equity and compliance, unemployment administration, leaves of absence administration, workers comp administration, benefits administration, personnel file administration Partners with Regional HR Manager on strategic direction of the department and creates goals for team based on direction Responsible for planning and managing the business within General Admin cost center Partners with operations to train, develop and mentor RSC exempt staff Investigate employee relations issues within the RSC and determine the best corrective action solution for each unique situation . Participate in final termination decisions, respond to all employee relations issues/concerns and conduct employee relations investigations as required Provide guidance to exempt staff on employee relations/performance issues; consult on the development of performance goals; editing performance appraisals; drafting constructive criticism or development feedback for inclusion in performance appraisals Collaborate with operations team to create and oversee employee recognition programs, employee events and other activities to help create a positive and highly engaged environment. Ace Hardware is committed to promoting and maintaining a safe, healthy and injury-free environment for all team members. This is our number one priority, and we will support programs and initiatives that focus on this commitment. It is critical that all team members take responsibility for their safety as well as the safety of others to ensure that Ace Hardware is a world class safety organization. What you need to succeed: Be a safety champion by promoting a safe and productive workplace through your own actions, including the proper use of PPE, safe operation of powered equipment and safe lifting techniques as determined by the role. Be an active participant in contributing to a successful safety culture in the facility. Bachelor's Degree in HR or related field PHR or SPHR Certification preferred 5 years HR management experience Excellent leadership, interpersonal, communications, research, negotiations, persuasion, analytical, problem solving, resourcefulness and influential staff development skills. Detail orientated self-starter able to handle heavy, priority shifting workload with minimal supervision. Ability to multi-task and work well in a high-pressure environment. Outstanding interpersonal skills, with the ability to create effective relationships throughout the organization with both rank & file as well as upper management. Successful and demonstrated HR generalist experience with proven track record of increased responsibility. Compensation Details: $101000 - $126000 per year Why should you join our team? We live our values - W.E.L.I.G.H.T (Winning, Excellence, Love, Integrity, Gratitude, Humility, and Teamwork). Gratitude. Humility. Love. You don't often see values like these in most corporate statements, but Ace is different. These things are important to us. They represent our commitment to the company, our employees, to Ace retailers and to the Ace brand. In addition to providing our employees a great culture, Ace also offers competitive benefits that address life's necessities and perks, many of which expand and improve year after year, including: Semi-Monthly Pay Incentive opportunities, based on role/grade level (rapid company growth over the past 5 years resulted in incentives being paid out at an average of 122% of your target opportunity!) 18 days of vacation immediately available (prorated in the first year) and up to 9 paid holidays depending on the month of hire Comprehensive health coverage (medical, dental, vision and disability - up to 26 weeks short-term disability and long-term disability) & life insurance benefits for you and your dependents. Generous 401(k) retirement savings plan with a fully vested matching contribution the first year in addition to quarterly contributions and annual discretionary contribution (once eligibility requirements have been met). Over the past 5 years, company contributions (matching, quarterly & discretionary) for fully eligible employees have averaged 9.6% of total eligible compensation Ace invests in every employee we hire, with a key focus on development and coaching. We offer on-site classes, facilitator-led courses, and a generous tuition assistance program, plus a performance management approach that goes beyond the typical annual review. Your career at Ace is more than just a job. It's a chance to be part of something meaningful. We help locally-owned businesses thrive and make an impact in their communities - and we support our employees in doing the same by offering our employees opportunities to help Children's Miracle Network Hospitals and the Ace Helpful Fund through the Ace Foundation. Employee discounts on Ace merchandise (including top brands like Weber, Traeger, Yeti, Craftsman, DeWalt and more), travel, fitness, computers and thousands more. Employee Assistance Program (EAP) - access to free visits to therapists and lawyers, guidance on financial matters, elder and childcare, and assistance with tickets to entertainment events. Birth/Adoption bonding paid time off Adoption cost reimbursement Identity theft protection Benefits are provided in compliance with applicable plans and policies. Want to be notified when new jobs are posted? Follow the link below to create an account and set up custom job alerts: Create Job Alert We want to hear from you! When most people think of career opportunities with Ace Hardware, they often think of the helpful cashiers and sales associates at their local store. However, have you also considered the people behind the scenes who select, promote, ship and process the invoices for more than 75,000 products? Maybe you haven't, but we'd like you to. Because together we help our customers take care of their homes. Come find out why a career with the Ace Hardware Corporation is one of America's best kept secrets. Equal Opportunity Employer Ace Hardware Corporation is committed to a policy of promoting equal employment opportunities. The company recognizes the importance of diversity and leveraging the skills and talents of all people to the mutual advantage of each individual and the organization. The company is committed to the prevention of employment discrimination related to race, religion, color, sex (including sexual harassment), gender identity, national origin, age, marital status, disability and military or veteran status, sexual orientation or any other action covered by federal or applicable state/local laws. Disclaimer The pay range for this position starts as listed in the job posting, but could be higher based on education and experience. Please note, compensation decisions are dependent on the facts and circumstances of each opening. We take into consideration the minimum requirements outlined in the job description, such as an individual's education, training and experience, the position's work location, required travel (if any), and external market conditions when determining the final salary for potential new hires. Be aware that salary estimates published via alternate online job boards may not be a true representation of the actual pay range offered for this position . click apply for full job details
01/17/2025
Full time
RSC Human Resources Manager About This Role We have an opportunity for a Human Resources Manager at our distribution center in Sacramento, CA. The RSC Human Resources Manager leads and administers the organization's HR programs and policies and is accountable for all employment law compliance, talent acquisition, employee relations, performance management practices, community relationships and guidance of consistent practices and processes for the RSC . This role leads a team to ensure a high level of HR service is met to strategic operational partners throughout the Retail Support Center . They will have oversight and manage the employee services function at the RSC as well . This includes CMN as well as other company and community events . Additionally, the position will participate in recruiting and onboarding all senior manager roles within the RSC with guidance from the Retail Support Director (RSD) and Regional HR Manager. The RSC HR Manager will also act as the strategic business partner with Operations within the RSC . This will include all exempt and non-exempt talent acquisition, employee relations, policy administration and assistance with employee services and events for the RSC. What You'll Do Lead, support and encourage our Ace Values: Winning, Excellence, Love, Integrity, Gratitude, Humility and Teamwork. Collaborates with and assists the RSC Regional HR Manager with RSC specific HR strategy . Recommend new approaches , policies, and procedures to ensure continual improvements and efficiencies with RSC. Lead and administer organization's HR programs and policies as they apply to employee relations, comp, bens, safety, performance, and staffing. Manages day to day operations of the HR team within the RSC Oversee talent acquisition and employee on-boarding process for RSC population, compensation equity and compliance, unemployment administration, leaves of absence administration, workers comp administration, benefits administration, personnel file administration Partners with Regional HR Manager on strategic direction of the department and creates goals for team based on direction Responsible for planning and managing the business within General Admin cost center Partners with operations to train, develop and mentor RSC exempt staff Investigate employee relations issues within the RSC and determine the best corrective action solution for each unique situation . Participate in final termination decisions, respond to all employee relations issues/concerns and conduct employee relations investigations as required Provide guidance to exempt staff on employee relations/performance issues; consult on the development of performance goals; editing performance appraisals; drafting constructive criticism or development feedback for inclusion in performance appraisals Collaborate with operations team to create and oversee employee recognition programs, employee events and other activities to help create a positive and highly engaged environment. Ace Hardware is committed to promoting and maintaining a safe, healthy and injury-free environment for all team members. This is our number one priority, and we will support programs and initiatives that focus on this commitment. It is critical that all team members take responsibility for their safety as well as the safety of others to ensure that Ace Hardware is a world class safety organization. What you need to succeed: Be a safety champion by promoting a safe and productive workplace through your own actions, including the proper use of PPE, safe operation of powered equipment and safe lifting techniques as determined by the role. Be an active participant in contributing to a successful safety culture in the facility. Bachelor's Degree in HR or related field PHR or SPHR Certification preferred 5 years HR management experience Excellent leadership, interpersonal, communications, research, negotiations, persuasion, analytical, problem solving, resourcefulness and influential staff development skills. Detail orientated self-starter able to handle heavy, priority shifting workload with minimal supervision. Ability to multi-task and work well in a high-pressure environment. Outstanding interpersonal skills, with the ability to create effective relationships throughout the organization with both rank & file as well as upper management. Successful and demonstrated HR generalist experience with proven track record of increased responsibility. Compensation Details: $101000 - $126000 per year Why should you join our team? We live our values - W.E.L.I.G.H.T (Winning, Excellence, Love, Integrity, Gratitude, Humility, and Teamwork). Gratitude. Humility. Love. You don't often see values like these in most corporate statements, but Ace is different. These things are important to us. They represent our commitment to the company, our employees, to Ace retailers and to the Ace brand. In addition to providing our employees a great culture, Ace also offers competitive benefits that address life's necessities and perks, many of which expand and improve year after year, including: Semi-Monthly Pay Incentive opportunities, based on role/grade level (rapid company growth over the past 5 years resulted in incentives being paid out at an average of 122% of your target opportunity!) 18 days of vacation immediately available (prorated in the first year) and up to 9 paid holidays depending on the month of hire Comprehensive health coverage (medical, dental, vision and disability - up to 26 weeks short-term disability and long-term disability) & life insurance benefits for you and your dependents. Generous 401(k) retirement savings plan with a fully vested matching contribution the first year in addition to quarterly contributions and annual discretionary contribution (once eligibility requirements have been met). Over the past 5 years, company contributions (matching, quarterly & discretionary) for fully eligible employees have averaged 9.6% of total eligible compensation Ace invests in every employee we hire, with a key focus on development and coaching. We offer on-site classes, facilitator-led courses, and a generous tuition assistance program, plus a performance management approach that goes beyond the typical annual review. Your career at Ace is more than just a job. It's a chance to be part of something meaningful. We help locally-owned businesses thrive and make an impact in their communities - and we support our employees in doing the same by offering our employees opportunities to help Children's Miracle Network Hospitals and the Ace Helpful Fund through the Ace Foundation. Employee discounts on Ace merchandise (including top brands like Weber, Traeger, Yeti, Craftsman, DeWalt and more), travel, fitness, computers and thousands more. Employee Assistance Program (EAP) - access to free visits to therapists and lawyers, guidance on financial matters, elder and childcare, and assistance with tickets to entertainment events. Birth/Adoption bonding paid time off Adoption cost reimbursement Identity theft protection Benefits are provided in compliance with applicable plans and policies. Want to be notified when new jobs are posted? Follow the link below to create an account and set up custom job alerts: Create Job Alert We want to hear from you! When most people think of career opportunities with Ace Hardware, they often think of the helpful cashiers and sales associates at their local store. However, have you also considered the people behind the scenes who select, promote, ship and process the invoices for more than 75,000 products? Maybe you haven't, but we'd like you to. Because together we help our customers take care of their homes. Come find out why a career with the Ace Hardware Corporation is one of America's best kept secrets. Equal Opportunity Employer Ace Hardware Corporation is committed to a policy of promoting equal employment opportunities. The company recognizes the importance of diversity and leveraging the skills and talents of all people to the mutual advantage of each individual and the organization. The company is committed to the prevention of employment discrimination related to race, religion, color, sex (including sexual harassment), gender identity, national origin, age, marital status, disability and military or veteran status, sexual orientation or any other action covered by federal or applicable state/local laws. Disclaimer The pay range for this position starts as listed in the job posting, but could be higher based on education and experience. Please note, compensation decisions are dependent on the facts and circumstances of each opening. We take into consideration the minimum requirements outlined in the job description, such as an individual's education, training and experience, the position's work location, required travel (if any), and external market conditions when determining the final salary for potential new hires. Be aware that salary estimates published via alternate online job boards may not be a true representation of the actual pay range offered for this position . click apply for full job details
Location: Chicago, Illinois Business Unit: Rush Medical Center Hospital: Rush University Medical Center Department: Pharmacy Work Type: Full Time (Total FTE between 0. 9 and 1. 0) Shift: Shift 1 Work Schedule: 8 Hr (7:30:00 AM - 4:00:00 PM) Rush offers exceptional rewards and benefits learn more at our Rush benefits page (). Pay Range: 23.12 - 36.41 Rush salaries are determined by many factors including, but not limited to, education, job-related experience and skills, as well as internal equity and industry specific market data. The pay range for each role reflects Rush's anticipated wage or salary reasonably expected to be offered for the position. Offers may vary depending on the circumstances of each case. Summary: The Pharmacy Storeroom Operations Lead leads the evaluation, monitoring, and execution of all workflows in the pharmacy storeroom to optimize personnel and medication resources for maximum purchasing and workflow efficiency and cost savings. The role assures that pharmacy policies and procedures include the most efficient use of staff, medication, supplies, and other costs related to daily operations of the pharmacy storeroom. This role will create reports to analyze data and identify opportunities for process improvements and system enhancement that can improve current and future business positions of the pharmacy department. Exemplifies the Rush mission, vision and values and acts in accordance with Rush policies and procedures. Other information: Required Job Qualifications: •5 years of experience in healthcare of supply chain management •Some college •Licensed and PTCB certified pharmacy technician •Strong analytical, problem-solving, written and verbal communication and interpersonal skills. •Proficient in Microsoft Office, with an emphasis on Excel. •Must be flexible with work schedule. Dependable attendance and job performance. •Demonstrated ability to facilitate change and achieve savings goals. Preferred Job Qualifications: •Bachelors degree in Business, Health Care Administration or related field. •1 year as a lead experience •Demonstrated leadership ability with all levels of personnel: staff, peer and administration/leadership. •Understanding of complex healthcare market forces and implications for contracting/procurement in the future. Physical Demands: •May be exposed to certain hazardous materials, including but not limited to chemotherapeutic agents. Lifting up to 30 pounds, continuous standing and frequent walking may be required •This job operates in an inpatient pharmacy setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. Disclaimer: •The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities or requirements. Responsibilities: Job Responsibilities: •Assists in managing pharmacy purchasing and drug and supply expenses of $40 million per year as lead buyer. •Source new pharmacy medications and pharmacy specific supplies. •Coordinate all supply chain operations for purchasing and receiving pharmaceuticals, with demonstrated cost and inventory turn improvements on year to year analysis. •Assists with monthly review of pharmacy storeroom medication expense and trending items with increased expense. •Maintain all systems for Group Purchasing Organization in coordination with the Director of Pharmacy. •In collaboration with the 340B business manager maximize utilization of 340B discount pricing and maintaining program compliance while minimizing exposure for HRSA audit liability. •In collaboration with the 340B business manager complete 340b audits and/or oversee 340b audits. •Collaborates with pharmacy information systems and pharmacy operations team to implement workflows that meet regulatory, safety, and financial objectives. •Assists with storeroom training program for staff involved in the procurement and daily medication inventory management process. •Provide monthly reports of contract compliance and tracking of top 100 drug purchases. •Coordinate system drug shortage and supply chain committee with buyers from RUMC, ROPH, and RCMC. •Maintain pharmacy purchasing systems •Maintain BD logistics medication database. •Coordinate purchasing of medications on the formulary, including adjusting par levels and finding suitable alternatives in times of drug shortages. •Assists in evaluating alternative medication dosage forms for cost-savings and coordinate interchange of new alternative medications and in medication waste for formulary removal •Assists with investigating, resolving, and follows up on issues regarding drug shortages in collaboration with all operational management staff. •Performs daily software maintenance including charge code mapping, crosswalk maintenance, NDC updates, accumulation discrepancies, and purchasing account setup. •Participate in Pyxis inventory optimization, including the need to alter drug inventory levels versus a one-time increase in inventory purchased. •Manage stock outs with regard to human factors (i.e. not signing out inventory) versus the need to optimize inventory levels. •Performs quarterly review of contract pricing loads. •Collaborates with pharmacy and billing departments to support claim management process and associated billing requirements. •Reviews purchasing data and reports to ensure that purchases are being placed on proper accounts. Provides direction to end users on software utilization for system consistency. Rush is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
01/17/2025
Full time
Location: Chicago, Illinois Business Unit: Rush Medical Center Hospital: Rush University Medical Center Department: Pharmacy Work Type: Full Time (Total FTE between 0. 9 and 1. 0) Shift: Shift 1 Work Schedule: 8 Hr (7:30:00 AM - 4:00:00 PM) Rush offers exceptional rewards and benefits learn more at our Rush benefits page (). Pay Range: 23.12 - 36.41 Rush salaries are determined by many factors including, but not limited to, education, job-related experience and skills, as well as internal equity and industry specific market data. The pay range for each role reflects Rush's anticipated wage or salary reasonably expected to be offered for the position. Offers may vary depending on the circumstances of each case. Summary: The Pharmacy Storeroom Operations Lead leads the evaluation, monitoring, and execution of all workflows in the pharmacy storeroom to optimize personnel and medication resources for maximum purchasing and workflow efficiency and cost savings. The role assures that pharmacy policies and procedures include the most efficient use of staff, medication, supplies, and other costs related to daily operations of the pharmacy storeroom. This role will create reports to analyze data and identify opportunities for process improvements and system enhancement that can improve current and future business positions of the pharmacy department. Exemplifies the Rush mission, vision and values and acts in accordance with Rush policies and procedures. Other information: Required Job Qualifications: •5 years of experience in healthcare of supply chain management •Some college •Licensed and PTCB certified pharmacy technician •Strong analytical, problem-solving, written and verbal communication and interpersonal skills. •Proficient in Microsoft Office, with an emphasis on Excel. •Must be flexible with work schedule. Dependable attendance and job performance. •Demonstrated ability to facilitate change and achieve savings goals. Preferred Job Qualifications: •Bachelors degree in Business, Health Care Administration or related field. •1 year as a lead experience •Demonstrated leadership ability with all levels of personnel: staff, peer and administration/leadership. •Understanding of complex healthcare market forces and implications for contracting/procurement in the future. Physical Demands: •May be exposed to certain hazardous materials, including but not limited to chemotherapeutic agents. Lifting up to 30 pounds, continuous standing and frequent walking may be required •This job operates in an inpatient pharmacy setting. This role routinely uses standard office equipment such as computers, phones, photocopiers, filing cabinets and fax machines. Disclaimer: •The above is intended to describe the general content of and requirements for the performance of this job. It is not to be construed as an exhaustive statement of duties, responsibilities or requirements. Responsibilities: Job Responsibilities: •Assists in managing pharmacy purchasing and drug and supply expenses of $40 million per year as lead buyer. •Source new pharmacy medications and pharmacy specific supplies. •Coordinate all supply chain operations for purchasing and receiving pharmaceuticals, with demonstrated cost and inventory turn improvements on year to year analysis. •Assists with monthly review of pharmacy storeroom medication expense and trending items with increased expense. •Maintain all systems for Group Purchasing Organization in coordination with the Director of Pharmacy. •In collaboration with the 340B business manager maximize utilization of 340B discount pricing and maintaining program compliance while minimizing exposure for HRSA audit liability. •In collaboration with the 340B business manager complete 340b audits and/or oversee 340b audits. •Collaborates with pharmacy information systems and pharmacy operations team to implement workflows that meet regulatory, safety, and financial objectives. •Assists with storeroom training program for staff involved in the procurement and daily medication inventory management process. •Provide monthly reports of contract compliance and tracking of top 100 drug purchases. •Coordinate system drug shortage and supply chain committee with buyers from RUMC, ROPH, and RCMC. •Maintain pharmacy purchasing systems •Maintain BD logistics medication database. •Coordinate purchasing of medications on the formulary, including adjusting par levels and finding suitable alternatives in times of drug shortages. •Assists in evaluating alternative medication dosage forms for cost-savings and coordinate interchange of new alternative medications and in medication waste for formulary removal •Assists with investigating, resolving, and follows up on issues regarding drug shortages in collaboration with all operational management staff. •Performs daily software maintenance including charge code mapping, crosswalk maintenance, NDC updates, accumulation discrepancies, and purchasing account setup. •Participate in Pyxis inventory optimization, including the need to alter drug inventory levels versus a one-time increase in inventory purchased. •Manage stock outs with regard to human factors (i.e. not signing out inventory) versus the need to optimize inventory levels. •Performs quarterly review of contract pricing loads. •Collaborates with pharmacy and billing departments to support claim management process and associated billing requirements. •Reviews purchasing data and reports to ensure that purchases are being placed on proper accounts. Provides direction to end users on software utilization for system consistency. Rush is an equal opportunity employer. We evaluate qualified applicants without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability, veteran status, and other legally protected characteristics.
Histocompatibility Lab Director at American Red Cross summary: As the Histocompatibility Lab Director at the American Red Cross, you will advance the operational excellence of the HLA laboratory while ensuring compliance with ASHI standards. This role incorporates clinical expertise, leadership in staff development, innovation in testing methodologies, and strategic project management to support critical patient care. Join a mission-driven organization committed to diversity and continuous improvement, where your leadership can make a significant impact on public health. By joining the American Red Cross you will touch millions of lives every year and experience the greatness of the human spirit at its best. Are you ready to be part of the world's largest humanitarian network? Join us-Where your Career is a Force for Good! Job Description: WHY CHOOSE US? As one of the nation's premier humanitarian organizations, the American Red Cross is dedicated to helping people in need throughout the United States and, in association with other Red Cross networks, throughout the world. When you join our team, you have a direct impact on a meaningful mission, and you can help save lives every day. If you share our passion for helping people, join us in this excellent career opportunity. Work where your career is a force for good. We are committed to the diversity of our workforce and to delivering our programs and services in a culturally competent manner reflecting the communities we serve. Our work environment is collaborative, respectful, and inclusive with a focus on building allyship and a culture of belonging that empowers all team members. Come to learn, grow, and succeed while sharing your passion for making a difference. The Red Cross supports a variety of cultural and community resource groups for employees and volunteers. From the Ability Network, our Asian American & Pacific Islander Resource Group, the Latino Resource Group, and Red Cross PRIDE, to the Umoja African American Resource Group, our Veterans+ Resource Group, and the Women's Resource Group, these networks provide connections, mentoring and help give voice to important concerns and opinions. At the American Red Cross, your uniqueness can shine! WHAT YOU NEED TO KNOW (Job Overview): This role reports directly to the Senior Laboratory Director and is pivotal in advancing the operations of the HLA laboratory. The position combines clinical, administrative, and research responsibilities, ensuring the delivery of high-quality laboratory services in alignment with ASHI standards at the American Red Cross. WHERE YOUR CAREER IS A FORCE GOOD (Key Responsibilities): Excellence in Laboratory Quality Assurance Develop Comprehensive Testing Systems : Implement robust systems to ensure the highest laboratory quality standards across all testing phases-pre-analytic, analytic, and post-analytic. This includes optimizing sample handling, ensuring precision in test execution, and enhancing accuracy in reporting results. Achieve Established Turnaround Times (TAT) : Lead efforts to maintain and exceed target turnaround times for lab results, supporting critical patient care and clinical decision-making. Driving Innovation in Immunogenetics and Histocompatibility Research Research Design & Development : Spearheaded research initiatives that advance the fields of immunogenetics and histocompatibility, in alignment with the mission of the American Red Cross Blood Services. Develop cutting-edge projects that contribute to scientific knowledge and clinical practice. Validation of Advanced Testing Procedures : Lead the development, rigorous validation, and implementation of innovative testing methodologies. Ensure new procedures are thoroughly validated to meet clinical service standards locally and nationally. Clinical Expertise & Problem Resolution Review and Oversight of Clinical Reports : Apply expert judgment to review clinical test reports, addressing complex or atypical cases with precision. Serve as a go-to resource for resolving challenging clinical testing issues, whether from transplantation partners or in-house teams. Continuous Professional Development : Stay at the forefront of the field by engaging with the latest scientific research, presenting findings at professional conferences, and participating in national and international workshops. Leadership in Staff Development and Continuing Education Foster a Culture of Excellence : Provide effective leadership that motivates, develops, and recognizes technical staff. Promote a culture of continuous improvement and professional growth. Ensure Compliance with ASHI Standards : Facilitate ongoing education and competency assessments for lab staff, ensuring adherence to the American Society for Histocompatibility and Immunogenetics (ASHI) accreditation requirements. Strategic Project Management & Innovation Lead Special Projects : Initiate and oversee projects aimed at enhancing test procedures, techniques, and reagent development. Drive continuous improvement initiatives that may expand the laboratory's clinical service offerings. Data Analysis & Project Adjustment : Analyze data and project outcomes to refine methodologies and ensure successful implementation, adjusting strategies as needed to optimize results. Operational Leadership & Policy Development Establish and Refine Laboratory Policies : Develop and implement lab-specific policies while ensuring alignment with broader organizational practices. Make strategic recommendations to enhance operational efficiency and compliance. Business Development & Client Engagement : Actively pursue new business opportunities, including securing contracts and expanding lab services. Cultivate partnerships with area and national hospitals to strengthen the laboratory's market presence. Support for Laboratory Leadership Continuity Provide Backup to the Senior Lab oratory Director: Serve as a reliable backup to the senior lab director in key functional areas. Leverage cross-training and expertise to ensure seamless lab operations and leadership coverage. Standard Schedule: M-F Day Shift Sign On Bonus Included! WHAT YOU NEED TO SUCCEED (Minimum Qualifications): Ph.D. or MD/DO with ASHI Certification as a Director. Minimum of 4 years of hands-on experience in all phases of Histocompatibility and Immunogenetics, including managing operations in a high-volume clinical HLA testing laboratory, or an equivalent combination of education and related experience. At least 2 years of leadership experience , with proven abilities in managing teams and lab operations. Proficiency in databases, IT systems , and genomic software relevant to HLA and immunogenetics testing. Strong analytical skills with a demonstrated attention to detail . Excellent written and verbal communication abilities, with a focus on collaboration and relationship-building. Strong teaching and coaching skills to support staff development and continuous improvement. Ability to work both independently and as part of a multidisciplinary team to solve complex clinical and operational challenges. Travel: up to 50% WHAT WILL GIVE YOU THE COMPETITIVE EDGE (Preferred Qualifications): Extensive scientific knowledge and advanced technical skills in Histocompatibility and Immunogenetics , with expertise in the following areas: HLA Serology and Molecular Genetics , including Next-Generation Sequencing (NGS) . Platelet Serology and HLA Antibody Screening/Identification . Flow Cytometry Crossmatch Techniques. Chimerism Studies for transplantation monitoring and diagnostics. Strong focus on detail, accuracy, and efficiency in both scientific and customer-facing responsibilities. Proven track record of delivering excellent customer service , with a commitment to maintaining a positive and professional image in all interactions. Strong focus on detail, accuracy, and efficiency in both scientific and customer-facing responsibilities. Combination of candidate's education and general experience satisfies requirements so long as the total years equate to the description's minimum education and general experience years combined (Management experience cannot be substituted). BENEFITS FOR YOU: We take care of you, while you take care of others. As a mission-based organization, we believe our team needs great support to do great work. Our comprehensive benefits help you in balancing home and work. With our resources and perks, you have amazing possibilities at the American Red Cross to advance the learning. Medical, dental, and Vision plans Health Spending Accounts & Flexible Spending Accounts PTO + Holidays 401K with a 5% match Paid Family Leave Employee Assistance Disability and Insurance: Short + Long Term Service Awards and recognition LI POST Apply now! Joining our team will provide you with the opportunity to make a difference every day. The American Red Cross is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law. AmeriCorps, the federal agency that brings people together through service, and its partners - the Peace Corps, AmeriCorps Alums, National Peace Corps Association, and the Service Year Alliance - launched Employers of National Service to connect national service alumni with opportunities in the workforce. American Red Cross is proud to be an EONS partner and share our employment opportunities with the network of organizations. Interested in Volunteering? Visit redcross . click apply for full job details
01/16/2025
Full time
Histocompatibility Lab Director at American Red Cross summary: As the Histocompatibility Lab Director at the American Red Cross, you will advance the operational excellence of the HLA laboratory while ensuring compliance with ASHI standards. This role incorporates clinical expertise, leadership in staff development, innovation in testing methodologies, and strategic project management to support critical patient care. Join a mission-driven organization committed to diversity and continuous improvement, where your leadership can make a significant impact on public health. By joining the American Red Cross you will touch millions of lives every year and experience the greatness of the human spirit at its best. Are you ready to be part of the world's largest humanitarian network? Join us-Where your Career is a Force for Good! Job Description: WHY CHOOSE US? As one of the nation's premier humanitarian organizations, the American Red Cross is dedicated to helping people in need throughout the United States and, in association with other Red Cross networks, throughout the world. When you join our team, you have a direct impact on a meaningful mission, and you can help save lives every day. If you share our passion for helping people, join us in this excellent career opportunity. Work where your career is a force for good. We are committed to the diversity of our workforce and to delivering our programs and services in a culturally competent manner reflecting the communities we serve. Our work environment is collaborative, respectful, and inclusive with a focus on building allyship and a culture of belonging that empowers all team members. Come to learn, grow, and succeed while sharing your passion for making a difference. The Red Cross supports a variety of cultural and community resource groups for employees and volunteers. From the Ability Network, our Asian American & Pacific Islander Resource Group, the Latino Resource Group, and Red Cross PRIDE, to the Umoja African American Resource Group, our Veterans+ Resource Group, and the Women's Resource Group, these networks provide connections, mentoring and help give voice to important concerns and opinions. At the American Red Cross, your uniqueness can shine! WHAT YOU NEED TO KNOW (Job Overview): This role reports directly to the Senior Laboratory Director and is pivotal in advancing the operations of the HLA laboratory. The position combines clinical, administrative, and research responsibilities, ensuring the delivery of high-quality laboratory services in alignment with ASHI standards at the American Red Cross. WHERE YOUR CAREER IS A FORCE GOOD (Key Responsibilities): Excellence in Laboratory Quality Assurance Develop Comprehensive Testing Systems : Implement robust systems to ensure the highest laboratory quality standards across all testing phases-pre-analytic, analytic, and post-analytic. This includes optimizing sample handling, ensuring precision in test execution, and enhancing accuracy in reporting results. Achieve Established Turnaround Times (TAT) : Lead efforts to maintain and exceed target turnaround times for lab results, supporting critical patient care and clinical decision-making. Driving Innovation in Immunogenetics and Histocompatibility Research Research Design & Development : Spearheaded research initiatives that advance the fields of immunogenetics and histocompatibility, in alignment with the mission of the American Red Cross Blood Services. Develop cutting-edge projects that contribute to scientific knowledge and clinical practice. Validation of Advanced Testing Procedures : Lead the development, rigorous validation, and implementation of innovative testing methodologies. Ensure new procedures are thoroughly validated to meet clinical service standards locally and nationally. Clinical Expertise & Problem Resolution Review and Oversight of Clinical Reports : Apply expert judgment to review clinical test reports, addressing complex or atypical cases with precision. Serve as a go-to resource for resolving challenging clinical testing issues, whether from transplantation partners or in-house teams. Continuous Professional Development : Stay at the forefront of the field by engaging with the latest scientific research, presenting findings at professional conferences, and participating in national and international workshops. Leadership in Staff Development and Continuing Education Foster a Culture of Excellence : Provide effective leadership that motivates, develops, and recognizes technical staff. Promote a culture of continuous improvement and professional growth. Ensure Compliance with ASHI Standards : Facilitate ongoing education and competency assessments for lab staff, ensuring adherence to the American Society for Histocompatibility and Immunogenetics (ASHI) accreditation requirements. Strategic Project Management & Innovation Lead Special Projects : Initiate and oversee projects aimed at enhancing test procedures, techniques, and reagent development. Drive continuous improvement initiatives that may expand the laboratory's clinical service offerings. Data Analysis & Project Adjustment : Analyze data and project outcomes to refine methodologies and ensure successful implementation, adjusting strategies as needed to optimize results. Operational Leadership & Policy Development Establish and Refine Laboratory Policies : Develop and implement lab-specific policies while ensuring alignment with broader organizational practices. Make strategic recommendations to enhance operational efficiency and compliance. Business Development & Client Engagement : Actively pursue new business opportunities, including securing contracts and expanding lab services. Cultivate partnerships with area and national hospitals to strengthen the laboratory's market presence. Support for Laboratory Leadership Continuity Provide Backup to the Senior Lab oratory Director: Serve as a reliable backup to the senior lab director in key functional areas. Leverage cross-training and expertise to ensure seamless lab operations and leadership coverage. Standard Schedule: M-F Day Shift Sign On Bonus Included! WHAT YOU NEED TO SUCCEED (Minimum Qualifications): Ph.D. or MD/DO with ASHI Certification as a Director. Minimum of 4 years of hands-on experience in all phases of Histocompatibility and Immunogenetics, including managing operations in a high-volume clinical HLA testing laboratory, or an equivalent combination of education and related experience. At least 2 years of leadership experience , with proven abilities in managing teams and lab operations. Proficiency in databases, IT systems , and genomic software relevant to HLA and immunogenetics testing. Strong analytical skills with a demonstrated attention to detail . Excellent written and verbal communication abilities, with a focus on collaboration and relationship-building. Strong teaching and coaching skills to support staff development and continuous improvement. Ability to work both independently and as part of a multidisciplinary team to solve complex clinical and operational challenges. Travel: up to 50% WHAT WILL GIVE YOU THE COMPETITIVE EDGE (Preferred Qualifications): Extensive scientific knowledge and advanced technical skills in Histocompatibility and Immunogenetics , with expertise in the following areas: HLA Serology and Molecular Genetics , including Next-Generation Sequencing (NGS) . Platelet Serology and HLA Antibody Screening/Identification . Flow Cytometry Crossmatch Techniques. Chimerism Studies for transplantation monitoring and diagnostics. Strong focus on detail, accuracy, and efficiency in both scientific and customer-facing responsibilities. Proven track record of delivering excellent customer service , with a commitment to maintaining a positive and professional image in all interactions. Strong focus on detail, accuracy, and efficiency in both scientific and customer-facing responsibilities. Combination of candidate's education and general experience satisfies requirements so long as the total years equate to the description's minimum education and general experience years combined (Management experience cannot be substituted). BENEFITS FOR YOU: We take care of you, while you take care of others. As a mission-based organization, we believe our team needs great support to do great work. Our comprehensive benefits help you in balancing home and work. With our resources and perks, you have amazing possibilities at the American Red Cross to advance the learning. Medical, dental, and Vision plans Health Spending Accounts & Flexible Spending Accounts PTO + Holidays 401K with a 5% match Paid Family Leave Employee Assistance Disability and Insurance: Short + Long Term Service Awards and recognition LI POST Apply now! Joining our team will provide you with the opportunity to make a difference every day. The American Red Cross is an Equal Opportunity/Affirmative Action employer. All qualified applicants will receive consideration for employment without regard to sex, gender identity, sexual orientation, race, color, religion, national origin, disability, protected veteran status, age, or any other characteristic protected by law. AmeriCorps, the federal agency that brings people together through service, and its partners - the Peace Corps, AmeriCorps Alums, National Peace Corps Association, and the Service Year Alliance - launched Employers of National Service to connect national service alumni with opportunities in the workforce. American Red Cross is proud to be an EONS partner and share our employment opportunities with the network of organizations. Interested in Volunteering? Visit redcross . click apply for full job details
