Why Failing to Negotiate Your Salary Is a Big Mistake

Why Failing to Negotiate Your Salary Is a Big MistakeWhy Failing to Negotiate Your Salary Is a Big Mistake1If youve just scored a new job, theres a lot to be happy about. The interview process can be grueling, and once that offer letter comes to your inbox you can finally breathe a sigh of relief. Afteryouve done a little victory dance, though, put your best professional face back on- its negotiation time.Most people are uncomfortable with the idea of negotiating their salary. Unless you negotiate for a living, these skills can get a bit rusty. The truth is that there are a number of reasons why its best for your career to do so, and its notlage just about making more money in the here and now.Here are some of the biggest reasons why failing to negotiate your salary at the departure of a new job is a mistakeYoure setting yourself up for less money down the road.Yes of course making more money right now would be great, but consider the fact that if you dont negotiate for your salary a t the beginning of a new gig, youre setting your future self up to make less money as well. Every future raise will be based on that base salary, and likely new jobs outside of your current company will, too, since many ask for current salary as a starting point for offers.Not convinced? Consider this Salary.com survey, whichfound that women who fail to negotiate their salaries at the start of their careers could be leaving up to $2 million on the table.Youre losing out on additional retirement savings, and possibly matches.Failing to negotiate your salary may have consequences on your retirement savings, as well. If youre lucky enough to work for an employer that offers a 401(k), the higher your salary, the more money youll save when you contribute 3-5 percent of your salary. If your company matches up to a certain percent, youll get a bigger piece of the pie with a larger 401(k) contribution.You could lose a little face.The next time you feel awkward over salary negotiations, reme mber that employers expect to have a bit of back and forthwith new hires over benefits and compensation. In fact, research from Salary.com found that 73percent of employers agreed they are not offended when people negotiate, 84percent said they always expect job applicants to negotiate during the interview stage, and 87percent said theyve never taken back an offer following negotiations.Youll start your job holding a grudge.Your new employer undoubtedly hired you for a myriad of reasons, many of which probably have nothing to do with how much youre worthbut you should know how much youre worth. Starting a new job on the wrong foot, even if its just an inner problem you have with yourself over not negotiating, is never a good idea.If you at least attempted to negotiate, youll be showing your employer that you know your own value, and you arent afraid to go after it.You could be putting your relationship with coworkers in jeopardy.Most people would rather talk about any topic other th an how much money they make, but if you work with the saatkorn people for long enough, the topic may come up. Imagine how you would feel learning that your coworkers in the same position make significantly more than you do? Imagine how they would feel?Of course arming yourself with as much salary information as possible is super important going into a negotiation (here are the median salaries for 20 career fields to help with that), but once the damage is done and your salary is set, finding out people make more than you for doing the same work is only bound to make everyone uncomfortable.Finally convinced that negotiating for your salary is good move? Great Now here are some tips to help you get the package you deserve, as well as advice on how to negotiate your salary when you have a flexible job.

How to Navigate Pumping-at-Work Laws at Your Office - The Muse

How to Navigate Pumping-at-Work Laws at Your Office - The MuseHow to Navigate Pumping-at-Work Laws at Your Office Making sense of legal jargon can be difficult for anyone- and even mora so if youre operating on three-hour increments of sleep and are simultaneously figuring out how to keep a tiny human alive. This is how I found myself furiously Googling pumping-at-work laws during a middle-of-the-night feeding shortly after I returned from maternity leave.Long story short, due to an office downsizing the empty office that had initially been designated as a mothers room was no longer available, so the company was forced to create a makeshift pumping room in our new, more cramped open office plan. As ideas were batted around (a partially glass-walled shared conference room, a room on the other side of the building, and a supply closet- which ended up being the winner, by the way), I started to wonder what exactly I was entitled to, and so I began to cobble together as much knowledge as I could about lactation laws.In an attempt to spare fellow nursing parents the endless Google pursuit, lets break down what the law says about pumping at work and how you can best advocate for yourself, according to experts.What Laws Are in Place to Support Nursing Mothers at Work?Your primary protection comes by way of the Reasonable Break Time for Nursing Mothers provision, which was passed in 2010 as part of the Affordable Care Act. This law provides covered employees with the right to time and a private space to pump at work during the first year of their childs life.Who Does the Law Apply To?The biggest misconception about the Reasonable Break Time for Nursing Mothers provision is that it only applies to large companies. The law actually applies to all employers, whether youre working at a juggernaut of a corporation or an itty-bitty early-stage startup. The caveat that confuses people is that companies with fewer than 50 employees could technically be off the hook for complyi ng if they can prove that providing break time and accommodations would create an undue hardship.However, experts are quick to point out that these scenarios are unlikely. Given how typically easy it is to provide break time and space, cases where there is a true undue hardship are going to be rare, says Liz Morris, Deputy Director of the Center for WorkLife Law at UC Hastings College of the Law.A significant undue hardship implies that accommodating a lactating employee would cause the employer significant expense or construction, according to Cheryl Lebedevitch, Senior Workplace Program Manager Policy Analyst at the United States Breastfeeding Committee (USBC). Its a high bar to prove, especially because simple, inexpensive solutions have been implemented in every industry, she says.Simple, inexpensive solutions have been implemented in every industry.Cheryl LebedevitchHowever, there is a loophole in the law due to a technicality, which leaves many breastfeeding employees unprote cted. The Break Time for Nursing Mothers provision is placed within the Federal Labor Standards Acts overtime section, so it only really applies to non-exempt employees. In other words, it covers fruchtwein hourly workers, but not salaried workers.This was an unintentional oversight in the passage of the law, Morris says. Unfortunately the result is that nine million women of childbearing age are left out of the laws protections, including teachers and many registered nurses.As a result, there have been efforts to remedy this oversight with a federal law that would cover salaried, exempt employees.What if Im Not Covered by the Federal Break Time Provision?There are a couple of additional safety nets that support nursing parents. The Pregnancy Discrimination Act, an amendment to Title VII of the Civil Rights Act, provides additional protections at the federal level by saying that discrimination based on pregnancy, childbirth, or related medical conditions is sex discrimination. In ot her words, it makes it illegal to fire an employee because she is breastfeeding or asks to pump breast milk.To boot, about half of states, including California, New York, and Nevada, have laws similar to the Break Time for Nursing Mothers provision that require companies to provide break time and accommodations for lactating employees. The details vary so take some time to familiarize yourself with your own state laws here.What Kind of Space Am I Entitled To?Simply put, under the Reasonable Break Time for Nursing Mothers provision, your lactation space should be private and functional. No one should be able to see you or barge in on you. Maybe thats accomplished by putting a lock or sign on the door, Morris says.It needs to, at the very least, have a place for you to sit and a flat surface for your pump other than the floor. Most importantly, you shouldnt be relegated to the bathroom- or any other unclean space. Breast milk is food for babies, so it cannot be prepared in a toilet st all, Morris says.Breast milk is food for babies, so it cannot be prepared in a toilet stall.Liz MorrisStill, dont expect bespoke digs. Lactation accommodations dont have to be permanent, so its not uncommon for employers to designate a room used for other purposes- such as a supply room, empty office, or conference room- as a pumping room.How Much Time Is Considered Reasonable?As anyone whos had the excruciating experience of waiting for three ounces of milk to accumulate drop by drop can tell you, the time it takes to pump varies not just person to person, but even session to session. Fortunately, whats considered reasonable isnt specified. According to the Department of Labor, its as frequently as needed by the mother.And remember that your break time doesnt just cover the act of pumping, it also includes all the related activities, including the time it takes you to get to the lactation room, assemble your pump parts, clean up, store your milk, and get back to work.What if I Dont Work a Traditional Desk Job?Not all jobs involve eight hours spent behind a computer screen. Professions like food services and retail put different demands on employees days that may make it difficult to find time and space to pump. In these situations management is still on the hook to ensure that there is coverage in place that allows employees to pump, according to Morris. When staffed properly, most businesses can provide breaks for rest and eating. Finding coverage is a normal part of doing business, she says.When staffed properly, most businesses can provide breaks for rest and eating. Finding coverage is a normal part of doing business.Liz MorrisBut it could mean you have to get creative with your space. Lisa, an elementary school teacher, had to navigate this when she was nursing. I used my classroom. I knew my desk area was clean, and I didnt want to be offered a closet, which is what a lot of my friends did at other schools, she says. I locked my doors, put up a do not e nter sign and pumped at my desk. I brought a pumping cover, told my co-workers, and did my thing. Because coverage is hard to come by in her district, she scheduled her pumping breaks to coincide with her students specials, lunch, and her commute.The U.S. Department of Health and Human Services Office on Womens Health offers clever solutions for carving out time and space in other industries. For example, a retrofitted dressing room could serve as a pumping space in a clothing store, or a managers office could become a makeshift lactation room in a restaurant.How Do I Make Sure My Employer Is Ready to Give Me What I Need?Dont wait until youre juggling a baby on top of your professional responsibilities to figure out your pumping plan. Talk to your boss before you take maternity leave. The big suggestion I have is to tear off the Band-Aid and have the awkward conversations up front. Dont beat around the bush, says Jessica Shortall, author of Work. Pump. Repeat. The New Moms Survival Guide to Breastfeeding and Going Back to Work. You may want to start the conversation over email if it feels less awkward than face-to-face.If your companys accommodations are unclear, resist the urge to go in guns blazing. I dont think its a good idea to march into someones office waving around a print-out of the state law because thats antagonistic, Shortall says. There are other ways to go about it at first.Shortall recommends thinking about what youll need to pump in terms of space and time and writing out as much of a plan as possible before you speak with your manager. The biggest thing is to get proactive, she says.Consider using this sample script to guide the conversation Since we dont have a designated lactation space, Id like to discuss how we can work together to create one. Here are a few ideas I had Id like to get ahead of this so I can be as productive as possible and cause minimal disruptions when I return.How Do I Communicate How Pumping Will Affect My Schedule and Availability?In addition to telling your manager what youll need in terms of space, be clear with them about the time youll need. Shortall suggests having a conversation with direct reports as well. Let them know that pumping will impact your schedule to some extent, but that its a temporary change.You may want to go as far as to block out your pump breaks on your shared calendar so that theyll know you wont be available. Before returning from leave, for example, I set up three daily recurring 20-minute appointments at the times I anticipated pumping and treated them like any other meeting Id honor.What Do I Do if My Employer Isnt Meeting These Requirements or I Feel Im Being Discriminated Against?Bias against mothers is one of the strongest forms of bias against women, Morris says. Breastfeeding and seeking accommodations for pumping really draws attention to a workers motherhood role. Whats more, breastfeeding discrimination exists in many industries and has serious economic ramif ications for the nursing parents it affects.The first thing you can do if youre denied accommodations or suspect youre being discriminated against is to have a conversation with your manager or, if your manager is the obstacle, HR. When you have these talks, ask specifically what the problem is so you can try to troubleshoot it. Come ready with solutions to combat concerns about time or space.For instance, if your boss is worried about a lack of space in your small office, you can suggest a temporary option, like a screened-off area or an unconventional space, such as a storage room. Sometimes having a note from a healthcare provider with medical documentation of their recommendation- like this example provided by the Center for WorkLife Law- may be helpful, says Lebedevitch. It could come from your doctor, your childs pediatrician, or your lactation support provider.We definitely encourage moms to get help as soon as they need it. Moms arent alone to fight this battle.Cheryl Lebede vitchYou can also seek assistance or just a second opinion outside of work if you think bias is afoot. We definitely encourage moms to get help as soon as they need it, Lebedevitch says. Moms arent alone to fight this battle.Initiatives like PregnantWork and A Better Balance offer free legal hotlines. Because each case is so different, youre best off getting advice tailored to your situation. Make sure to keep records of any concerning behavior- including relevant emails or texts and written accounts of incidents with dates- so you have something in writing to help you reliably remember everything thats been said to you.The triple-whammy pressures of performing at work, raising an infant, and figuring out how to pump can feel insurmountable. But its important to remember that youre not alone.Because pumping is an issue that affects almost exclusively women, it gets dismissed as a problem that doesnt need to be solved at work, Shortall says. I think we absorb some of that too and thi nk, its on me and only me to solve.Though youll need to be ready to advocate for yourself, there are regulations and resources that have your back. Youve got enough to lose sleep over right now- dont let pumping laws be one of them.

Senior Data Integration Developer Job Description

Senior Data Integration Developer Job DescriptionSenior Data Integration Developer Job DescriptionSenior Data Integration Developer Job DescriptionThis senior data integration developer sample job description can assist in your creating a job application that will attract job candidates who are qualified for the job. Feel free to revise this job description to meet your specific job duties and job requirements.Senior Data Integration Developer Job ResponsibilitiesSupports data warehouse wertzuwachs by planning and delivering data integrations mentoring team members.Senior Data Integration Developer Job DutiesEnhances data integration team accomplishments and competence by planning delivery of solutions answering technical and procedural questions for less experienced team members teaching improved processes mentoring team members.Studies data sources by interviewing users defining, analyzing, and validating data objects identifying the relationship among data objects.Plans data integ ration process by developing common definitions of sourced data designing common keys in physical data structure establishing data integration specifications examining data applications examining data models and data warehouse schema determining best-fit data interchange methods assessing middleware tools for data integration, transformation, and routing developing project scope and specifications identifying factors that negatively impact integration forecasting resource requirements establishing delivery timetables.Delivers data integration by implementing shared databases integrating data shared across legacy, new development, and purchased package environments developing ordnungsprinzip modification specifications mapping data establishing interfaces developing and modifying functions, programs, routines, and stored procedures to export, transform, and load data meeting performance parameters resolving and escalating integration issues coordinating actions among users, operation s staff, and outside vendors recommending adjustments as objectives change documenting operational procedures and data connections.Validates data integration by developing and executing test plans and scenarios including data design, tool design, data extract/transform, networks, and hardware.Maintains data warehouse performance by identifying and resolving data conflicts upgrading data definitionsImproves data integration by designing and evaluating new data interchange formats improving physical design rewriting data policy, standards, and proceduresMaintains team accomplishments by communicating essential information coordinating actions obtaining expert input reviewing open issues and action items contributing information to team meetings and reports transferring knowledge of data integration process, techniques, and issues to application and support teams.Updates job knowledge by tracking ETL strategies and technologies participating in educational opportunities reading profess ional publications maintaining personal networks participating in professional organizations.Accomplishes organization goals by accepting ownership for accomplishing new and different requests exploring opportunities to add value to job accomplishments.Senior Data Integration Developer Skills and QualificationsAd Hoc Reporting, Requirements Analysis, Analyzing Information , Database Management, Operating Systems, Innovation, Verbal Communication, General Consulting Skills, Data Conversion, Data Modeling, kampagneEmployers Post a job in minutes to reach candidates everywhere. Job Seekers Search Senior Data Integration Developer Jobs and apply on now. Learn more abouthow to hireSample Interview Questions How to InterviewCreating and Posting a Job in MonsterHR Salary Information Employee Compensation

The Rise of Blockchain and Cryptocurrency

The Rise of Blockchain and CryptocurrencyThe Rise of Blockchain and CryptocurrencyFINANCE OF THE FUTURETHE RISE OF BLOCKCHAIN AND CRYPTOCURRENCYHOW COMMON DO YOU THINK CRYPTOCURRENCY WILL BECOME FOR BUSINESS TRANSACTIONS IN THE NEXT FIVE YEARS?13% Not common at all18% Very common37% Not very common32% Somewhat commonBY COMPANY SIZE20-49 50-99 employees 100-249 employees250-499 employees 500-999 employees1,000+ employeesVery common14% 23% 21% 37% 45% 32%Somewhat common28% 37% 44% 38% 38% 36% Not very common42% 30% 31% 17% 16% 27%Not at all common17% 10% 4% 8% 2% 6%Responses may not total 100 percent due to rounding.HOW DO YOU THINK THE RISE OF CRYPTOCURRENCY AND BLOCKCHAIN TECHNOLOGY WILL AFFECT ACCOUNTING AND FINANCE DEPARTMENTS?36% Staff will need to expand skill sets to adapt for new accounting and finance technologies34% It will increase the need for specialized accounting (e.g., tax and forensic accounting)30% There will be more cross-departmental collaboration with IT29% It wont impact accounting and finance until it becomes government-regulated9% No impact at all1% OtherMultiple responses permitted

How to Spit Shine Your Boots

How to Spit Shine Your BootsHow to Spit Shine Your BootsThe quality of soldiers is often measured by how much time, effort and care they spend on the cleanliness of their shoes and boots. In fact, they need to be shined on a regular basis. For this reason, all soldiers should know how to spit-shine their military boots. The standards are high in the military for shoes and boots when elend in the field. The leather should look like Corfam shoes, which are so shiny and reflective you should be able to see your face in your boots or shoes. While it may seem like a simple task to apply shoe polish to your combat boots, there are some simple steps, that if followed, will ensure a spit shine. Getting Started In addition to your combat boots, youll need the following Shoe PolishClothWater or Alcohol How to Apply a High-Gloss Spit Shine Allow about one hour to perform this process properly and follow these steps Spread a medium-thick layer of paste polish over the portion of the boot to be spit shined.Allow it to dry for five to 10 minutes.Wrap a soft, clean cloth around your index finger so that it is smooth (no wrinkles). Alternately, you can use a cotton ball. Dip your finger or the cotton ball into a container of water. The cloth/cotton should be wet, but not dripping.Buff the dried polish (using a circular motion) with the wet cloth/cotton ball, until the wax starts to become shiny.Still using the damp rag on your finger, apply a fine layer of polish in a circular motion and keep on rubbing lightly until a hazy shine develops. Using the (now) damp cloth, or cotton ball, keep applying thin coats of wax, buffing them with a small circular motion.When the boot is highly glossed, use a clean dry soft cloth or a shining brush to give it a final buff. Tips for the Best Results Below are some key tips to achieve the best results when shining your boots The reason to use a wet cloth is to stop the fine coats of polish sticking to the cloth and to encourage the polish to stick to the leather.You want to keep on building up thin layers of wax until you have a completely smooth surface that gives the glossy shine.After the first heavy coat of polish, you must use small amounts of polish to build up the shine. If you use too much polish, it will dissolve the base you have already built up.T-shirts work well for the cloth material, as do cloth diapers. Some people prefer to use rubbing alcohol instead of water. How Often Should Boots be Shined? To avoid wear and tear on your combat boots, its recommended to shine them at least every other day. If you can make it a nightly routine, thats favorable. If you are using these boots daily and getting them wet and dirty, you will find that daily gloss will help protect them. Having boots that shine like a mirror out in the field is not operationally sound, so make sure you have a field pair that does not reflect light and an inspection pair to be seen in public. Outsourcing Your Boot Shining Beware of the quick shine artists near military bases. Although many soldiers will go off-base and find a shoe/boot shine business to do the work for them, this can be a gamble if you do not do your research and ask how they do their shining. Many quick shine shops will use chemicals that crack as soon as you start walking. This will cause you to fail an inspection the next day and pretty much ruin your boots to the point that you have to start all over again with a new pair of boots. However, there are many professional boot shiners near military bases that shine boots and shoes using the above methods and can save you time doing it yourself. This cost is typically $10$20, depending upon your town and how close you are to the base, but it could save you an hour to do other things. Being a busy military member, sometimes outsourcing makes sense with boots, shoes, and uniforms.

The Number One Article on Best Soft Skills for Resume

The Number One Article on Best Soft Skills for Resume If youre applying into a role for the very first time, do a research in the commonest technologies being used in that region, and make an attempt at learning some or all of them all on your own. You must also pick the design of your resume. The technology business is rapidly changing. Excellent communication skills make certain your ideas are understood and your department is able to move forward toward meeting its objectives and priorities. There are lots of openings waiting for the proper candidates, and tons of prospective employees seeking openings pertinent to them. Naturally, the resume objective must be the job you would like to take. In the event that you truly wish to get that job, then you must send them a targeted resume. If its a job which has the possibility of advancement, the employer might want to know that you have what it requires to be a leader later on. Employers want employees that are in a stelle t o effectively interact with other folks. They want to know exactly what you did or learned so they know what you have to offer as an employee. Whatever the job, most employers are searching for a person who is capable of growing beyond that job. Key skills are work-related skills that you want to do a job. In reality, leadership skills can truly be looked at as a combo of all of the other soft skills. Effectively showcasing your communication skills can help you distinguish yourself from different candidates. Not bow hunting abilities or nunchuck abilities. For instance, a graphic designer needs both soft creativity abilities and difficult adobe photoshop skills to do their job well. The expert experience section is your opportunity to prove how good youre at using the skills essential for the open position. Instead, you need to showcase your soft skills by producing an achievement-oriented expert experience section. Soft skills on the opposite hand, are not merely useful across multiple industries, but are a fantastic tool for standing out from different candidates who all possess the exact hard skills. Read more to figure out the actions to fine-tune your profile by employing the sample resumes. In case the template just isnt in a suitable format there isnt any value of using it. The perfect student resume examples wont only provide a summary of a candidates background, but might also describe the things that they have done. If you previously believe that it is but one of your very best attributes, find a means to demonstrate that on your resume and in your interview. A decent operations manager is critical to the success of any business or organization. Working in a tech position gets significantly simpler if you have strong conflict resolution skills to be in a position to mediate tense conditions. As you move up the ladder in the business, you should demonstrate the ability to effectively lead your team. It is necessary to go through com pany specific Resume. The New Angle On Best Soft Skills for Resume Just Released Read through it a couple of occasions and youll probably spot three or four essential skills mentioned repeatedly throughout the document. Thus, resume articles are very crucial. Attempting to find resume format is straightforward now because of the accessibility to information around the globe huge web. Just take a peek at our list of guides and resume examples for particular professions. Its much better to limit the data to things that may be associated with the job which youre searching for. It is not just when youre attempting to have a point across, either. In seriousness, its relying on what type of job that youre applying for. You cant get any sort of job that noises awesome but you should believe practically and choose which has the ideal probability of your having.

4 Reasons Your Employee Referral Scheme is Failing

4 Reasons Your Employee Referral Scheme is Failing Countless studies, including those from the likes of Jobvite and CareerXRoads, show that the most effective source of hire is through word of mouththat is, an employee referral. As well as this, further analysis from the Jobvite Surveyreveals that word-of-mouth hiring can be faster (55% faster), cheaper and deliver higher-quality candidates with a better cultural fit. Hires stemming from employee referrals also have higher retention levels than staff hired via traditional channels with 46 percent staying for longer than three years compared to just 14 percent from job boards. Its no surprise that many of you may be clambering on the employer referrals bandwagon, but you may then be surprised to find that even though you have set up your employee referrals scheme, it simply isnt working. How can this be the case? Well, below, I have detailed four o f the most likely reasons that your employee referral scheme may leid be working1. Your employees are disengagedHave you checked your employee engagement levels lately? A survey by Gallup suggests that 71 percent of American Works are elend engaged or are actively disengaged and the problem with disengaged workers is that they generally dont say good things about their employer, are not willing to put in any discretionary effort, and are not willing to actively promote your business. This all adds up to a distinct lack of motivation to refer employees, which means an employee referral scheme has little chance of success in a disengaged environment. So, check out your own engagement levels and if they are low, this may be the source of your employee referral apathy and a problem that needs to be addressed before word-of-mouth hiring will work for you.2. Bad employer reputation negative word of mouthHave you checked your employer reputation? Just like any area of recruitment, word-o f-mouth hiring will be impacted by your employer brand. Candidates will be less likely to apply to organizations with a weak employer brand and employees may be less inclined to refer if they find they have to constantly defend the reputation of the business. You should not underestimate the dampening effects that a bad reputation can have on word-of-mouth hiring as a TARP survey showed that while people who have a good experience with a company share this with just a few friends, those who have a bad experience share this with approximately 85 friends. There is likely to be a strong correlation between negative word of mouth and reduced referrals. So, whats your employer brand image like? If its bad it could be hindering your employee referrals scheme.3. Employee referral scheme motivators are defectiveIt could simplybe that your employee referral scheme is broken in some mechanistic way, meaning that the schemes behavior drivers are failing to motivate staff to put in effort or to refer. It could be that the incentives are too low, the scheme is unclear and has not been communicated, there is no reward for effort (just success), etc. There are many potential mechanistic scheme issues that could be mean your referral scheme is a turnoff to even engaged staff so, make trial changes to the mechanics of the scheme and observe what drives referrals activity and what detracts from it.4. Staff members are poor networkersYou may need to entertain the prospect that your staff members are poor networkers. Sure if you have a large sales and marketing contingent and/or a high proportion of extroverted outgoing staff members who have large networks (and regularly network with industry peers) your employees will be presented with plenty of potential referral situations.However, less outgoing staff with smaller networks and who dont network will have fewer opportunities to actually refer staff and this could be another reason for low levels of employee referrals in a depa rtment or your company. If you find that your employees are not great networkers you may need to provide much more coaching on networking and provide them with plenty of technical and marketing based props and aids to make it very easy for them to network and refer.

16 Hot Jobs Paying Over $100K Hiring Today

16 Hot Jobs Paying Over $100K Hiring Today16 Hot Jobs Paying Over $100K Hiring Today Think you have to be an engineer to earn six-figures? Think againFrom marketing to sale, beauty to business, companies are shelling out competitive compensation packages for top talent. If youve got the skills, experience, and the hustle, you too can earn more than you ever have before. We browse thousands of jobs on Glassdoor (among the millions) to cherry pick a few that seemed especially interesting.Here are 12 hot jobs paying over $100k looking for you to apply now.Director of menschlich Resources, Beztak Glassdoor Estimated Salary $78k-$135k drehort Farmington Hills, MI Brief Description Manage the Human Resources services, policies and programs to provide a high-performance culture that exemplifies our culture of excellence, effective and ethical. Provide recommendations to management on strategic staff planning, compensation, benefits, recruiting, training and employee re lations.Project Manager, Moncrieff Construction Employer Provided Salary $85k-$105k drehort Everett, WA Brief Description Moncrieff is looking for someone with a minimum of 5 years experience as a Project Manager in structural concrete construction. The Project Manager is accountable for all aspects of assigned construction projects.Director of Solutions, Neudesic Glassdoor Estimated Salary $106k-$155k Location Denver, CO Brief Description In this role, you will drive Neudesics market expansion by working closely with a local sales and delivery units. You will focus on leveraging your deep technical background in software architecture, software design, software engineering, and the software development process to pursue sales opportunities, lead delivery teams and write code.Senior Product absatzwirtschaft Manager, MINDBODY Glassdoor Estimated Salary $101k-$140k Location San Luis Obispo, CA Brief Description As a Senior Product Marketing Manager at MINDBODY, youll h elp shape the future of MINDBDODYs family of products in the wellness and fitness space. You will drive key initiatives that help customers see and understand the value of MINDBODYs B2B-focused products and initiatives.IT Business Analyst, Hiscox Glassdoor Estimated Salary $84k-$123k Location Atlanta, GA Brief Description Hiscox USA is currently searching for an enthusiastic and driven IT Business Analyst in our Atlanta office to rigorously ensure accurate requirements management for our consumer and partner portal initiative. This role has full accountability for delivery of change based on the agreed upon scope, timelines and budget.Sr. Technical Account Manager, Amazon Glassdoor Estimated Salary $89k-$143k Location Dallas, TX Brief Description At AWS Enterprise Support were looking for a Senior Technical Account Manager (TAM) to support our customers creative and transformative spirit of innovation across all technologies, including Compute, Storage, Database, Data An alytics, Application-level services, Networking, Serverless and more.Strategic Partner Development Manager, Google Glassdoor Estimated Salary $81k-$138k Location Chicago, IL Mountain View, CA San Francisco, CA New York, NY Brief Description Using your influencing and relationship-building skills, you provide Google-caliber client service, research and market analysis. You anticipate how decisions are made, persistently explore and uncover the business needs of Googles key clients and understand how our range of product offerings can grow their business.Engineering Director, Trunk Club Glassdoor Estimated Salary $128k-$169k Location Chicago, IL Brief Description When you join Trunk Club, you join the Nordstrom family. ur fast-paced and entrepreneurial environment is paired with the strong history and experience of a retail legacy. We have access to some of the greatest minds in retail and technology and are constantly creating innovative strategies to develop the ultimate apparel solutions. We welcome your adaptability, your curiosity, and your passion to contribute to our unparalleled shopping experienceFull-Time Pharmacy Manager, Safeway Glassdoor Estimated Salary $129k-$156k Location Seattle, WA Brief Description As a Pharmacy Manager for our company, you will be part of a team that is committed to providing direct patient care and wellness services. You will play a valuable role in disease state management, optimizing medication therapy, delivering outstanding patient-centered care and assisting in managing acute and chronic conditions.Attorney, attn Glassdoor Estimated Salary $86k-$162k Location Los Angeles, CA Brief Description ATTN is searching for an Attorney to support our In-house Counsel. You will perform a variety of administrative and legal duties including ja genau processing, handling heavy volume of phone calls, preparing letters, certificates of authorship and separation of rights agreements as well as coordinate busy ca lendars.Senior Product Designer, AppDynamics Glassdoor Estimated Salary $150k-$220k Location San Francisco, CA Brief Description As a Product Designer, you will lead the design of a key product area for AppDynamics by developing a deep understanding of our users, customers, technology and key business drivers.Enterprise Business Development Manager, WeWork Glassdoor Estimated Salary $105k-$148k Location Boston, MA Brief Description WeWork is currently seeking an Enterprise Business Development Manager. This full time position is based in Boston and will report directly to the VP of Enterprise Sales Business Development. This individual will be responsible for working with the enterprise sales team, to support our marketing platform to generate a robust enterprise pipeline in the Fortune 500 community.Director of Global Call Center Operations, TransUnion Glassdoor Estimated Salary $117k-$189k Location Crum Lynne, PA Brief Description The Director of Contact Center O perations is the leader of TransUnions vendor operations team and global vendor relationships. This includes collaborating on solutions, implementing inbound call processes, workforce management, streamline process, exceed KPIs and create a best in class consumer and customer experience.Executive Director, Provision Living Glassdoor Estimated Salary $72k-$132k Location Grand Rapids, MI Brief Description The Executive Director will be leading and overseeing all the strategic and operational sides of the community. Will be responsible for building and promoting a positive & rewarding environment for the residents and the team members, and meet an exceed the overall business goals.Speech Language Pathologist, Thrive Skilled Pediatric Care Employer Provided Salary $104k-$135k Location Buda, TX Brief Description We are looking for a part-time Pediatric SLP in the North Austin South Austin Central Austin Kyle Taylor Elgin surrounding areas. Feeding experience required. Full ca seload available for therapist to just jump on in Thrive Skilled Pediatric Care attracts, empowers and retains the finest therapists so that every child can grow and flourish to their full potential. Our therapists love us because of our amazing team and our unique culture of Purpose, Passion, Pride.Director of Supply Chain, Kateeva Glassdoor Estimated Salary $166k-$236k Location Newark, CA Brief Description Kateeva is looking for Director of Supply Chain to support Kateevas growth in the manufacturing of its highly proprietary equipment for fabricating the next generation of flat screen displays- organic light emitting diode (OLED) displays.

4 ways to manage unseasoned employees

4 ways to manage unseasoned employees4 ways to manage unseasoned employeesEmployees who are just starting out in their careers and ones who are new to their field have the potential to bring a lot of fresh, positive energy to their new workplaces. Heres how to manage them.Be open to their questions and concernsEmployees should be able to think independently, but that doesnt mean you should throw new people into the deep end right away. After all, they need to get the lay of the land before you start loading them up with every long-term assignment you were planning on sending their way over their first three months on the job.So be receptive to questions they have, look for patterns in their learning styles, and see how you can best help to set them up for success at the beginning.If they dont know where to go to get their ID sorted out, or have questions for HR, dont blow them off because of your schedule. Point them in the right direction so they can move forward, and onto their wor k.Give them space for critical thinking and decision-makingAt the same time, its important for managers to give unseasoned employees room for growth and development. By stepping away once theyre all set up, you can see how they fare in the beginning, and measure their progress as they become increasingly confident in their professional abilities.Giving newer employees space for critical thinking starts with being a source of inspiration. If youre motivated and ready to go, you have all you need to potentially push them to do a good job on their own.Meet with them about their work, find out about ideas theyd like to contribute, then help facilitate the progress in a more hands-off way by giving them pointers, then stepping back.Make the company goals, gruppe goals and expectations clearResearch has found that the top stressfaktor for employees is unclear goals, so do the new addition to your team a favor and explain a little bit about where the company has been and where its trying t o go.Then break down your teams mission, and how it aligns with the rest of the organizations. Giving them the proper framework cant hurt.Also, manage your expectations. Realistically think about what youll want this new employee to have finished by their first week, first month, and first six months.Embrace their optimismUnseasoned employeesmight see things with fresh eyes, and choose to tackle certain things in new ways. They may not be as jaded or married to one way of doing things as you might be, after decades in your field.So use this as an opportunity to jump on the very same bandwagon, and join in on their innovative approaches. As long as the new employees ideas dont compromise the team in any way, this could be just what the rest of your team needs to feel reinvigorated.

Glassdoor Rallies for Hurricane Harvey Relief

Glassdoor Rallies for Hurricane Harvey ReliefGlassdoor Rallies for Hurricane Harvey Relief Since Hurricane Harvey first hit the U.S. on August 25, Glassdoor employees have watched with heavy hearts as the storm ravaged communities in Texas and Louisiana - areas that several employees and customers have close ties to. Witnessing the devastation that Harvey has wrought, Glassdoor offices across the country have decided to band together and contribute toward relief efforts. As a first step, Glassdoor will be donating $5,000 to the Rockport-Fulton Chamber of Commerce . A small town of about 10,000 people along the Gulf Coast, Rockport was the first area to be hit by the storm and has seen the most destruction, with electricity, roads, cell phone service, and other critical parts of their infrastructure effectively wiped out. The Chamber of Commerce plays a key role in supporting local businesses, and it is our hope that our donation can contribute toward sustainable eco nomic growth in the wake of the hurricane. In addition, each of Glassdoors U.S.-based offices - Mill Valley, CA San Francisco, Chicago and Green, OH - will be launching local drives to lend support to more specific organizations and areas, with Glassdoor matching donations up to $1,000 per office. Organizations to receive funds include the Houston Diaper Bank , JJ Watts Harvey Relief , Houston Humane Society and Corpus Christi Food Bank . Glassdoor is also working directly with its customers in the affected region to extend their Glassdoor accounts as needed.*Our hearts go out to the people and communities impacted by Hurricane Harvey, said Dawn Lyon, Glassdoors Senior Vice President of Corporate Affairs. It will take some time to recover and rebuild and were pleased we can help people in the affected communities get their lives back on track. Restoring the areas devastated by Harvey is certainly no easy feat, but the more people and organizations that pitch in, the quicker w e can help those impacted by the storm regain a sense of normalcy - to that end, we invite you to join us by donating to the Rockport-Fulton Hurricane Harvey Recovery Fund and the organizations listed above. In the coming days, we will also be keeping a close eye on Hurricane Irma and wish everyone in its path well.*If you are a Glassdoor client in an area affected by Hurricane Harvey, please reach out to your rep and they will be happy to assist you.