division manager

Frontier Development, Inc.

<p>Division Manager &ndash; New Mexico (Heavy Civil)</p><p><b>Location:</b> Taos, NM (with travel to project sites across Northern/Central NM)<br/><b>Company:</b> Frontier Development</p><p>About the role</p><p>Frontier Development is hiring a <b>Division Manager</b> to lead and grow our New Mexico construction operations. This leader will oversee multiple active projects, manage field and office teams, drive project performance (schedule/cost/safety/quality), and support pursuit strategy and estimating for new work. This is a high-impact role with direct influence on how we execute and expand in the NM market.</p><p>What you&rsquo;ll lead</p><ul><li>Overall performance of NM projects: <b>schedule, budget, safety, quality, and client satisfaction</b></li><li>Project teams: superintendents, foremen, operators, labor crews, subcontractors, and support staff</li><li>Preconstruction support: <b>scoping, takeoffs, pricing strategy, bid reviews</b>, and project handoff</li><li>Owner/engineer relationships: progress meetings, change management, RFIs/submittals, closeout</li><li>Planning and resourcing: staffing plans, equipment utilization, material procurement, logistics</li><li>Risk management: constructability reviews, production planning, claims avoidance, documentation</li><li>Compliance: SWPPP/erosion control coordination, traffic control planning, safety program execution</li></ul><p>Project types (New Mexico)</p><ul><li>Acequia/ditch rehab and water conveyance improvements</li><li>Earthwork, grading, drainage, and site civil</li><li>Wet utilities (water/sewer/storm), trenching and bedding/backfill coordination</li><li>Concrete structures, pads, piers, walls, headwalls, and miscellaneous flatwork</li><li>Access roads, stabilization, restoration, fencing/guardrail and related civil scopes</li></ul><p>Qualifications</p><p><b>Required:</b></p><ul><li>7+ years in civil construction with increasing leadership responsibility</li><li>Proven experience running multiple projects simultaneously (PM + field coordination)</li><li>Strong understanding of estimating, cost controls, schedules, and production planning</li><li>Ability to lead teams, hold standards, and communicate clearly with owners/engineers</li><li>Proficiency with project documentation: RFIs, submittals, pay apps, change orders</li></ul><p><b>Preferred:</b></p><ul><li>NM public works experience (DOT/County/Municipal/Irrigation districts)</li><li>Experience with heavy civil self-perform crews and equipment management</li><li>Scheduling tools (MS Project/Primavera) and strong Excel cost skills</li></ul><p>What we offer</p><ul><li>Competitive compensation based on experience</li><li>Company vehicle/allowance (as applicable)</li><li>Growth opportunity with a busy NM pipeline</li><li>A high-autonomy leadership seat with strong executive support</li></ul><p>Job Type: Full-time</p><p>Pay: $150,000.00 - $175,000.00 per year</p><p>Benefits:</p><ul><li>Dental insurance</li><li>Health insurance</li><li>Vision insurance</li></ul><p>Work Location: In person</p>

Division Manager

Corporate Technology Solutions, LLC

<div><p><b>Compensation: DOE</b></p>
<p><b>
Position Overview</b></p>
<p>
We are seeking a high-impact Fire Alarm Division Manager to lead and grow our Arizona branches. This role is designed for a results-driven leader who thrives on building elite teams, expanding customer relationships, and driving operational excellence. The Division Manager owns the full performance of the fire alarm business unit &mdash; including revenue growth, profitability, technical quality, customer satisfaction, and team development. The ideal candidate brings deep expertise in Edwards fire alarm systems, strong leadership capability, and a passion for scaling a high-performing operation.This is a career-defining opportunity to shape a rapidly growing division with significant autonomy, executive visibility, and quarterly performance incentives.</p>
<p><b>
Quarterly Incentive Opportunities</b></p>
<p>
In addition to a competitive base salary, this role includes quarterly performance incentives tied to:</p>
<ul><li>Revenue growth and margin performance</li></ul>
<ul><li>New customer acquisition and retention</li></ul>
<ul><li>Team productivity and technician utilization</li></ul>
<ul><li>Safety and quality performance metrics</li></ul>
<ul><li>Successful completion of strategic growth initiatives</li></ul>
<p><b>
Key Tasks and Responsibilities:</b></p>
<p><b>
Division Leadership &amp; Growth</b></p>
<ul><li>Lead all operational, financial, and strategic aspects of the Arizona Fire Alarm Division</li></ul>
<ul><li>Develop and execute growth strategies for both team expansion and customer acquisition</li></ul>
<ul><li>Recruit, hire, mentor, and retain high-performing technical and administrative staff</li></ul>
<ul><li>Build a culture of accountability, professionalism, and continuous improvement</li></ul>
<ul><li>Establish performance standards and conduct regular employee evaluations</li></ul>
<p><b>
Business Development &amp; Customer Relations</b></p>
<ul><li>Drive new business opportunities and support estimating and proposal efforts</li></ul>
<ul><li>Build and maintain strong relationships with customers, contractors, and partners</li></ul>
<ul><li>Resolve customer concerns and invoicing issues with professionalism and urgency</li></ul>
<ul><li>Collaborate with business development teams to expand market presence</li></ul>
<ul><li>Ensure exceptional customer experience across all projects and service work</li></ul>
<p><b>
Technical &amp; Operational Oversight</b></p>
<ul><li>Provide advanced technical leadership, particularly with Edwards fire alarm platforms</li></ul>
<ul><li>Support technicians with high-level troubleshooting and system guidance</li></ul>
<ul><li>Oversee scheduling, service response, and project execution</li></ul>
<ul><li>Participate in bid reviews and provide consultation on system design</li></ul>
<ul><li>Ensure compliance with NFPA 72, NEC, and all applicable codes and standards</li></ul>
<ul><li>Maintain strong safety performance and regulatory compliance</li></ul>
<p><b>
Financial &amp; Administrative Management</b></p>
<ul><li>Develop and manage divisional budgets and financial targets</li></ul>
<ul><li>Monitor project profitability and cost controls</li></ul>
<ul><li>Ensure accurate tracking of projects, billing, and documentation</li></ul>
<ul><li>Oversee completion of required reports, timecards, and operational records</li></ul>
<ul><li>Coordinate with warehouse and fleet teams on equipment and logistics</li></ul>
<ul><li>Achieve or exceed annual revenue and profit goals</li></ul><p><b>
Minimum Qualifications</b></p>
<ul><li>5+ years of experience in the fire alarm or low-voltage industry</li></ul>
<ul><li>Demonstrated expertise with Edwards fire alarm products or equal</li></ul>
<ul><li>3+ years of experience in estimating, design-build, project development, and project management</li></ul>
<ul><li>Strong working knowledge of NFPA 72 and NEC</li></ul>
<ul><li>Proven leadership experience managing technical teams</li></ul>
<ul><li>Ability to read and interpret construction documents and contracts</li></ul>
<ul><li>Proficiency in Microsoft Office and business management software</li></ul>
<ul><li>Excellent communication, negotiation, and interpersonal skills</li></ul>
<ul><li>Ability to lift up to 50 lbs</li></ul>
<p><b>
Education &amp; Certifications</b></p>
<ul><li>High School Diploma or GED required; college degree preferred</li></ul>
<ul><li>NICET Level III or IV required</li></ul>
<ul><li>Edwards Certifications preferred</li></ul>
<p><b>
What Success Looks Like</b></p>
<p>
The successful Division Manager will:</p>
<ul><li>Build a high-performing, scalable Arizona fire alarm team</li></ul>
<ul><li>Deliver consistent revenue and margin growth</li></ul>
<ul><li>Establish long-term customer partnerships</li></ul>
<ul><li>Maintain strong safety and quality performance</li></ul>
<ul><li>Create a workplace culture that attracts and retains top talent</li></ul></div>

Fire Alarm Division Manager

New Jersey Courts

<div><div><div><h2 class="jobSectionHeader"><b>Description</b></h2></div>
<p></p><div><div><div><b>If another position becomes available within five months of this recruitment&rsquo;s closing date, the applicant pool from this posting may be used to fill additional vacancies.</b></div><div></div><div><br>
When you come to work for New Jersey Judiciary you will join an 8500-member strong TEAM that operates with the highest standards of independence, integrity, fairness and quality service. You will be engaged with work that has purpose, meaning and makes a difference in lives of the public we serve. We work hard every day to build the public&rsquo;s trust and confidence in our court system, which includes issues such as bail reform, marijuana decriminalization and recovery court. Whether it be in a courtroom, an administrative office, a courthouse training room, an IT office or in the field, our Judiciary workforce is improving the lives of countless individuals and families every day. We honor the dignity and individualism of each member of our organization while fostering professionalism and continuous improvement in our work.</div><div><b><br>
SALARY:</b><b> </b>The salary range for this position is $91,727.00 to $147,388.89. For newly hired individuals, the starting salary will normally be at the minimum of the salary range. For current Judiciary employees, salary upon promotion or advancement will be an increase of 5% of base salary, not to exceed the maximum of the range, or the minimum salary of the band/level, whichever is greater.</div><div><b><i><br>
The Judiciary offers a strong opportunity for growth.</i></b></div></div><p><br>
The Morris/Sussex Vicinage is seeking a dynamic manager with strong organizational awareness, customer service, decision making, leadership, and technical skills to serve as the Assistant Criminal Division Manager (Court Executive 1B) in the Sussex County Judicial Center (Newton, NJ). Under the general direction of the Criminal Division Manager (Court Executive 2B), this position will assist and oversee the direction and the day-to-day operations of the Criminal Division.</p><b>
***&quot;Although this position is based in the Sussex County Judicial Center (Newton, New Jersey) travel to the Morris County Courthouse (Morristown, New Jersey), The Administrative Office of the Courts (Trenton NJ), and other Judiciary locations may be required.***</b><p><b><br>
REMOTE WORK</b><b>: </b>The Judiciary currently offers a hybrid work schedule, and this position may qualify for up to 2 days of remote work outside of Judiciary buildings. To participate in this program, in addition to installing a multifactor authentication app on your phone or tablet, you will be required to have high speed home internet access.</p></div><p></p>
<div><h2 class="jobSectionHeader"><b>Example of Duties</b></h2></div>
<p></p><div><p><b>Examples of Duties:</b></p><ul><li>
Assist in the oversight and management of Criminal court operations.</li><li>
Ensure the effective and efficient management of all aspects of Criminal case management for the vicinage.</li><li>
Assist in the formulation and development of divisional goals and objectives.</li><li>
Direct and supervise the day-to-day operations of the Criminal division, including case flow management.</li><li>
Review backlog standards.</li><li>
Collect and analyze statistics.</li><li>
Assist with budget development and implementation.</li><li>
Serve on local and statewide committees and conferences.</li><li>
Coach and mentor staff.</li><li>
Monitor and assess staff training needs.</li><li>
Conduct performance evaluations.</li><li>
Recommend personnel actions.</li><li>
Performs other related duties as required.</li></ul></div><p></p>
<div><h2 class="jobSectionHeader"><b>Qualifications</b></h2></div>
<p></p><div><div><b>Education: </b>Graduation from an accredited college or university with a bachelor's degree.<br>
<br>
<b>Experience</b>: Three years of professional administrative experience, one of which shall have included experience in reviewing court activities for compliance with laws, court rules or administrative directives; consulting with judges, attorneys and law clerks; evaluating case management systems; coordinating activities between agencies, government and enforcement units; and /or preparing and analyzing case processing statistical reports.<br>
<br>
<b>Substitution: </b>Applicants who do not possess the required education may substitute additional professional experience on a year-for-year basis with one year of such experience being equal to 30 semester hour credits. An associate's degree and two years of additional professional experience may be substituted for the required bachelor's degree. A master's degree may be substituted for one year of experience as indicated above <b>-OR-</b> a law degree may be substituted for two years of experience as indicated above.<br>
<br>
<b>Education Note: </b>Degrees conferred outside of the United States must be evaluated by a recognized evaluation service. (See https://naces.org/members/)</div></div><br>
<p></p>
<div><h2 class="jobSectionHeader"><b>Supplemental Information</b></h2></div>
<p></p><div><div><div><b>Driver's License:</b> Appointee will be required to possess a driver's license valid in New Jersey only if the operation of a vehicle is necessary to perform essential duties of the position.<br>
<br>
<b>Authorization to Work:</b> US citizenship is not required. Selected candidate must be authorized to work in the US according to Department of Homeland Security, US Citizenship and Immigration Services regulations.<br>
<br>
<b>Special Note:</b> Newly hired employees must agree to a thorough background check that will include fingerprinting. All data received will be kept in strict confidence except to inform the individual of the findings and what action will be taken as a result of this information.<br>
<br>
<b>Residency Law:</b> In accordance with N.J.S.A. 52:14-7 (L. 2011, Chapter 70), the &quot;New Jersey First Act,&quot; all persons newly hired by the Judiciary within one year must establish, and then maintain, principal residence in the State of New Jersey. Any person may request an exemption from that requirement from the Employee Residency Review Committee in the Department of Labor &amp; Workforce Development on the basis of either hardship or employer critical need.<br>
<br>
<b>HOW TO APPLY:</b><br>
<br>
The NJ Judiciary requires all applicants to complete the application process fully and as instructed. All applicants must complete the work experience and education sections and attach any required documents. Applications must describe all relevant work experience in detail, beginning with your current or most recent job, including military service (indicate rank), internships and job-related volunteer work, if applicable. Use a separate section to describe each position. Applicants who indicate &quot;see resume&quot; or enter their initials to acknowledge that they have skipped the Work History and Education sections will not be considered, unless they do not possess any education history or work experience. Only applicants that follow the application instructions and submit completed applications will be considered.<br>
<br>
The New Jersey Judiciary consists of: the Supreme Court, the Superior Court including the Appellate Division and the Trial Court of the 15 vicinages in New Jersey, the Tax Court and the Municipal Court System. The Administrative Office of the Courts provides technical assistance, operational support, training, research and development, budget and personnel coordination, and development and operation of information systems for the Courts of New Jersey.</div><br>
<div><b>
The Judiciary of New Jersey is an Equal Opportunity/Affirmative Action</b><br>
<b>Employer Committed to Ensuring an Open Door to Justice</b><br>
<br>
NeoGov applicant support at 1-877-204-4442 (toll free call)<br>
 Monday through Friday, 6:00 AM to 6:00 PM Mountain Time (MT)</div></div></div></div></div><p></p>

Assistant Criminal Division Manager

Carrier

<p></p><div><p><b>Role: </b>After Market Country Division Manager</p><p><b>
Location: </b>Riyadh</p><p><b>
Contract: </b>Permanent</p><p></p><p><b>
Why Carrier?</b></p><p>
Carrier is the leading worldwide provider of heating, ventilation, and air conditioning (HVAC), refrigeration, fire, security, and cold chain solutions. We invented the modern air conditioning, and our team of pioneers and innovators have a long trajectory of developing new technologies.</p><p>
We offer an evolving range of industry-leading services and solutions aimed to create healthier homes, buildings, and shipping environments to reduce environmental impact. We recognize diversity and inclusion as the engine to growth and innovation, and continue to lead because we have an exceptional workforce that puts the client at the centre of everything.</p><p></p><p><b>
Role Responsibilities &amp; Key Accountabilities:</b></p><p></p><p>
Full ownership of Aftermarket Division P&amp;L including revenue, margin, cost, and cash flow</p><ul><li><p>
Service Modernization business&middot;
</p></li><li><p>Service Repair operations&middot;
</p></li><li><p>Service Agreements and contracts</p></li><li><p>
Parts business management</p></li><li><p>
Digital service and solution offerings</p></li><li><p>
Leadership of Sales and Operations teams</p></li></ul><p></p><p>
Strategy &amp; Business Leadership</p><ul><li><p>
Develop and execute the country service strategy aligned with regional and global objectives</p></li><li><p>
Drive profitable growth across all service lines
</p></li><li><p>Define service portfolio, pricing strategies, and value propositions Sales &amp; Operations Excellence</p></li><li><p>
Lead service sales and operations to achieve revenue and margin targets
</p></li><li><p>Develop go-to-market strategies for modernization, repair, service agreements, and parts</p></li><li><p>
Strengthen key customer relationships and service contract penetration</p></li></ul><p></p><p>
Sales &amp; Operations Excellence</p><ul><li><p>
 Lead service sales and operations to achieve revenue and margin targets</p></li><li><p>
Develop go-to-market strategies for modernization, repair, service agreements, and parts.</p></li><li><p>
Strengthen key customer relationships and service contract penetration</p></li></ul><p>
Parts Strategy &amp; Dealer Management</p><ul><li><p>
Build and execute the Parts GMT strategy with dealers</p></li><li><p>
 Develop stock management and inventory planning models</p></li><li><p>
Improve parts availability, inventory turns, and dealer performance</p></li></ul><p>
Digitalization &amp; Innovation</p><ul><li><p>
Lead digital service transformation and new digital offerings</p></li><li><p>
Drive adoption of digital tools for predictive maintenance and remote monitoring</p></li><li><p>
Enhance customer experience through digital platforms</p></li></ul><p>
People Leadership</p><ul><li><p>
Build and lead high-performing service, sales, and parts teams</p></li><li><p>
Develop organizational capability and succession plans</p></li><li><p>
Promote a performance-driven and customer-centric culture</p></li></ul><p></p><p><b>
Role Purpose:</b></p><p>
After Market Division Manager is responsible for leading and growing the Services business with full P&amp;L ownership. The role covers Service Modernization, Service Repair, Service Agreements, Parts, and Digital Service offerings. The position leads Sales and Operations teams, defines and executes service strategy, and ensures sustainable growth through strong dealer collaboration, parts availability, and digital transformation.</p><p></p><p><b>
Minimum Requirements:</b></p><ul><li><p>
Bachelor&rsquo;s degree in engineering (Mechanical preferred)</p></li><li><p>
15+ years of experience in Service, Aftermarket, or Industrial Operations</p></li><li><p>
Proven experience in P&amp;L leadership, service sales, operations, and parts management</p></li><li><p>
Experience working with dealer networks and digital service initiatives</p></li></ul><p></p><p><b>
What we offer
</b></p><p>We offer excellent development opportunities, an attractive salary and exceptional benefits including the following:</p><ul><li><p>
International working environment</p></li><li><p>
Competitive salary</p></li><li><p>
Drive forward your career through professional development opportunities</p></li><li><p>
Achieve your personal goals with our Employee Assistance Programme</p></li></ul><p></p><p><b>
Your journey with us</b></p><p>
We always aim to provide a fair and valuable recruitment process for everyone. If selected, you will follow the next stages:</p><ul><li><p>
Initial call with our sourcing/recruitment team</p></li><li><p>
Interview with the Manager</p></li></ul><p></p><p><b>
Our commitment to you</b></p><p>
As an employer of choice, our greatest assets are the expertise, creativity, and passion of our employees. We strive to provide a great place to work that attracts, develops, and retains the best talent, promotes employee engagement, fosters teamwork, and drives innovation for the benefit of our customers. We aim to create an environment where you feel that you belong, with diversity and inclusion as the engine to growth and innovation. We develop and deploy best-in-class programs and practices, providing enriching career opportunities, listening to employee feedback, and always challenging ourselves to do better.</p><p>
The values that guide us are respect, integrity, inclusion, innovation, and excellence.</p><p>
We&rsquo;re excited for you to join us and make a difference.</p><p><b>
Apply Now!</b></p><p></p><p><b>
Carrier is An Equal </b><b>Opportunity/Affirmative</b><b> Action Employer. All qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity, national origin, disability or veteran status, age or any other federally protected class.</b></p><p><b>
Job Applicant's Privacy Notice:</b></p><p>
Click on this link to read the Job Applicant's Privacy Notice</p></div>

After Market Country Division Manager

City of Cincinnati

<div><div><div><h2 class="jobSectionHeader"><b>General Statement of Duties</b></h2></div><br>
<div><p><br>
This employee assists the appointing authority in managing public relations and provides support to the appointing authority in all areas of the Public Information Office. The incumbent directs the work assignments and projects of employees within the division and assigns, reviews, and participates in the work of staff responsible for assigned division. The incumbent ensures work quality, adherence to established policies and procedures, and the more technical and complex tasks relative to the assigned area of responsibility.</p><p><br>
The Division Manager is responsible for developing and issuing official Department statements, creating content, and producing marketing materials for various public platforms. This role plays a critical part in shaping the Department&rsquo;s public image and ensuring clear, accurate communication with the community.</p><p><b>
Key Responsibilities</b></p><ul><li><b>
Media &amp; Communications:</b> Draft and distribute official statements, press releases, and other public communications.</li><li><b>
Content Creation:</b> Develop engaging content for social media, websites, and other public-facing platforms.</li><li><b>
Event Coordination:</b> Organize and manage public events, outreach programs, and community engagement initiatives.</li><li><b>
Community Relations:</b> Build and maintain positive relationships with external stakeholders, community organizations, and the public.</li><li><b>
Crisis Management:</b> Lead all aspects of crisis communication, including developing written plans and executing communication strategies during emergencies.</li></ul></div><br>
<p></p>
<div><h2 class="jobSectionHeader"><b>Minimum Qualifications (KSAs)</b></h2></div><br>
<div><p><br>
(Illustrative only. Any one position within this classification may not include all of the duties listed nor do the listed examples include all of the tasks which may be performed.)</p><div><br>
</div><div><b>
Knowledge of:</b></div><div>
Appropriate city, state, and federal laws, regulations, and procedures.</div><div>
Civil Service Rules and Human Resources Policies and Procedures.</div><div>
Management principles regarding program evaluation, staffing requirements, tables of organization, and administrative analyses.</div><div>
Principles of supervision, training, and performance evaluation.</div><div>
Principles and procedures of research, data collection, and report preparation.</div><div>
Modern and complex principles and practices of human resource management.</div><div>
Pertinent federal, state, and local laws, codes, and regulations.</div><div>
Structure of City government, City administration, and City services for the public.</div><div>
Standard English grammar, usage and spelling; standard business correspondence formats.</div><div>
</div><div><b>
Skill to:</b></div><div>
Operate appropriate computer equipment; use properly all related hardware and software.</div><div>
Operate assigned vehicle in the course of duty.</div><div>
Establish performance targets and work priorities.</div><div>
</div><div><div><b>
Ability to:</b></div></div><div>
Implement and maintain positive employee relations.</div><div>
Promote and maintain highest integrity throughout all personnel.</div><div>
Analyze and manage effective EEO/AA programs.</div><div>
Select, supervise, train, and evaluate subordinate staff.</div><div>
Process information with a high degree of attention to detail.</div><div>
Develop timelines for day-to-day activities that contain milestones and deadlines for critical activities and projects</div><div>
Interpret and explain City policies and procedures.</div><div>
Prepare clear and concise reports; present oral reports.</div><div>
Communicate clearly and concisely, both orally and in writing.</div><div>
Establish and maintain effective working relationships with those contacted in the course of work including City officials and the general public.</div><div>
Use a personal computer in performance of job duties.</div><div>
Perform statistical analyses.</div><div>
Plan complex work processes and procedures for self and others to follow.</div><div>
Conduct meetings and hearings as appropriate.</div><div>
Conduct interviews; conduct training programs; conduct negotiations as assigned.</div><div>
Utilize a human resources information system</div>
Utilize Microsoft Office Suite.</div><p></p>
<div><h2 class="jobSectionHeader"><b>Required Education and Experience</b></h2></div>
<p></p><div><div>A Bachelor's Degree in Business Administration, Public Administration, or area of operational expertise (i.e., Communications, Marketing, Public Relations, Journalism) is required. A Master's degree in the aforementioned or operational areas is strongly preferred. Five years of experience in business management at the supervisory level with a primary focus in strategic human resource management, project management, or change management is required. Relevant experience may be substituted for education and education may be substitute for relevant work experience.<br>
<div><b>
OTHER REQUIREMENTS</b></div><div>
Must have a valid Driver's License.</div><div>
Must be an excellent communicator and team builder.</div><div>
Must be able to work irregular hours, irregular workweek and\or weekends.</div><br>
<b>
DESIRED QUALIFICATIONS</b></div>
Proven experience in public relations, communications, or a related field.<br>
Strong organizational skills with the ability to manage multiple projects and deadlines.<br>
Excellent written and verbal communication abilities.<br>
Experience in event planning and community outreach.<br>
Ability to develop and implement crisis communication plans.<p><b>
MILITARY EDUCATION &amp; EXPERIENCE EVALUATION</b></p><div>
Military education and experience may be substituted for college level course work at the lower and upper division baccalaureate and graduate levels and apprenticeship training at the vocational certificate level on a case by case basis based on the American Council on Education (ACE) Military Guide recommendations.</div><p><b>
PLEASE NOTE: YOUR APPLICATION WILL NOT BE CONSIDERED</b></p><p><b>
IF YOUR RESUME </b><b><i>AND</i></b><b> TRANSCRIPT(S) ARE NOT ATTACHED.
</b></p></div><p></p><div><h2 class="jobSectionHeader"><b>Working and Physical Conditions</b></h2></div><br>
<div><p><br>
<b>Environmental Conditions:</b> Must be able to manage indoor and outdoor environments; exposure to office computer screens; exposure to extremes in weather conditions; work with machinery, around moving vehicles; work on slippery or uneven surfaces; exposure to dust, safely manage toxic chemicals and inclement weather conditions.</p><div><br>
</div><div><b>
Physical Conditions:</b> These physical demands are representative of the physical requirements necessary for an employee to successfully perform the essential functions of the job. Reasonable accommodations may be made to enable people with disabilities to perform the essential functions of the job. While performing the responsibilities of the job, the employee is required to talk and hear. The employee is often required to sit and use their hands and fingers, to handle or feel. The employee is occasionally required to stand, walk, reach with arms and hands, climb or balance, and to stoop, kneel, crouch or crawl. Vision abilities required by this job include close vision.</div></div></div></div><p></p>
<br><p></p><div><div><div><p><b>The below information is solely intended as a summary of the benefits available and is subject to change. Not all benefits listed are available for every position. Benefits can vary depending on applicable labor agreements and/or salary plan. For specific questions, contact the HR Contact indicated on the Job Posting.</b><br>
<br>
The City of Cincinnati offers its employees competitive salaries and a comprehensive benefit package designed to actively attract and retain quality employees' to add additional value to the City of Cincinnati's workforce. A summary of these benefits for full-time employment is listed below. This is a general listing of benefits for all employees and is not intended to be a comprehensive listing for all bargaining units.<br>
<br>
The City offers a variety of training programs, ranging from job-specific skills such as computer and equipment instruction, to helping supervisors improve their management techniques.<br>
<br>
<b>Equal Employment Opportunity</b><br>
<br>
The City of Cincinnati is dedicated to providing equal employment without regard to race, gender, age, color, religion, disability status, marital status, sexual orientation or transgendered status, or ethnic, national or Appalachian origin, or on the basis of any other category protected under federal, state and local laws.</p><p><b>Holidays</b></p><p>The City of Cincinnati has 11 paid holidays annually that include:<br>
<br>
New Year's Day<br>
Martin Luther King Day<br>
President's Day<br>
Memorial Day<br>
Juneteenth<br>
Independence Day<br>
Labor Day<br>
Veterans' Day<br>
Thanksgiving Day<br>
Day after Thanksgiving<br>
Christmas<br>
<br>
<b>Health Insurance</b><br>
<br>
The City of Cincinnati 80/20 offers 3 medical plans to all full time City of Cincinnati employees and eligible dependents: the 80/20 PPO medical plan, the HDHP medical plan with an HSA contribution, and a Health Reimbursement Arrangement for those enrolled on another non-city eligible group plan.<br>
<br>
Eligible dependents include:</p><p>Legal Spouse or Equal Partner<br>
Child (natural child, adopted child, and/or child who the group has determined is covered under a &quot;Qualified Medical Child Support Order&quot;)<br>
Step-child<br>
Child for whom the employee or employee's spouse/equal partner is a legal guardian<br>
<br>
<b>Basic Life Insurance</b><br>
<br>
A $50,000 Basic Life Insurance policy is paid for by the City for certain eligible employees. Full time employees not eligible for the City-paid basic life insurance policy are generally provided a similar benefit through their union group.<br>
 </p><p><b>Supplemental Life, Long Term Disability, Accident &amp; Critical Illness Insurance</b></p><p>Most full time City employees are eligible to participate in a supplemental life insurance program, a long term disability plan, and accident and critical illness insurance programs at their own expense. Premiums are determined by age, amount of coverage, and various additional factors.<br>
 <br>
<b>Flexible Benefits Plans</b></p><p><i>Healthcare Flex Spending Account</i><br>
<br>
City employees can participate in the Healthcare Flex Spending Account that can be used to pay out-of-pocket medical, prescription, dental, and vision care expenses for employees and family members. </p><p><i>Dependent Care Flex Spending Account</i><br>
<br>
City employees can participate in a Dependent Care Flex Spending Account that can be used to pay work-related dependent care expenses. Participants can set aside money each year through pre-tax payroll deductions to pay for these expenses.</p><p><i>Transportation Expense Reimbursement Account</i><br>
<br>
City employees can participate in a Transportation Expense Reimbursement Account (TERA) that can be used to reimburse expenses related to traveling to and from work. Participants can set-up a pre-tax payroll deduction up to an IRS regulated amount.</p><p><b>Healthy Lifestyles Program</b></p><p>City employees can voluntarily participate in a wellness incentive program that encourages and rewards employees and their spouses/equal partners for making positive choices for better health. The City of Cincinnati will contribute up to $300/year to a Health Reimbursement Account for each the employee and their spouse/equal partner for meeting specified program goals. These dollars can be used to offset qualified out-of-pocket medical expenses.</p><p><b>Integrated Health Reimbursement Arrangement (HRA)</b></p><p>This is a voluntary program that serves as an alternative healthcare option to traditional medical plans. If you have alternate group health coverage available to you through a spouse, equal partner, another job, or a non-city retirement plan, you may be eligible for this plan which reimburses you for the difference in premiums between the plans and your covered out of pocket expenses on the other plan.</p><p> <br>
<b>Retirement Plan</b><br>
<br>
The City provides a defined benefit pension plan for part-time and full-time<b> </b>employees. New hires and re-hired employees are required to participate in the City of Cincinnati's Retirement System (CRS), regardless of previous participation in an Ohio State pension system or any another state or federal pension system. CRS is funded by employer and employee contributions, and investment returns from plan assets. CRS provides retirement and health care benefits subject to eligibility requirements. The following groups are excluded from participation in CRS: Mayor and Members of City Council; Sworn Police &amp; Fire; Police Recruits; and Rehired Ohio Police &amp; Fire Retirees.</p><p> </p><p><b>Deferred Compensation</b><br>
<br>
As an Ohio government employer, the City offers employees the ability to participate in a 457(b) tax-deferred retirement savings plan. The City makes an annual match to your 457(b) of up to $750, or as otherwise specified in applicable regulations and union contracts.</p></div></div></div><p></p>

DIVISION MANAGER (POLICE - PUBLIC INFORMATION OFFICE)

METRO Pakistan (Pvt) Limited

<div>
 METRO opened its first cash &amp; carry wholesale center in Pakistan in 2007 &amp; expanded to 5 wholesale centers in a short span of 18 months. In July 2012 METRO and Makro-Habib combined their wholesale business in Pakistan marking the beginning of a long-term partnership to the mutual benefit of both companies. The merger allowed METRO and Makro-Habib to combine resources and gain the financial strength to lead and grow in a challenging environment and to gain synergies targeted to generate value for our customers and suppliers alike. Today the company is operating 10 wholesale centers in Lahore, Karachi, Multan, Islamabad &amp; Faisalabad.
 <br/>
 <br/>
 METRO Pakistan (Pvt) Limited is part of METRO GROUP&rsquo;s sales division METRO Cash &amp; Carry, the international leader in self-service wholesale. The company operates more than 750 stores in 25 countries in Europe, Asia and Africa and has a workforce of over 107,000 employees. Sales in 2016/17 were approximately 37 billion Euro.
 <br/>
 <br/>
 <strong>
  Job Description
  <br/>
  <br/>
 </strong>
 The ideal candidate shall be responsible for devising P&amp;C strategy from Talent, Learning &amp; Culture perspective. Ensuring the interface between the country and Corporate P&amp;C concerning Learning and Development matters &amp; implementation of core Talent Processes in the country.
 <br/>
 <br/>
 <strong>
  Attract
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Advises on use of social media and leads employee marketing campaigns
  </li>
  <li>
   Understands various legal contractual frameworks and impact on taxes
  </li>
  <li>
   Develops talent (EVP) communication strategy including social media strategy
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Evaluate
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Advises on employees&rsquo; career, competencies and experiences to acquire
  </li>
  <li>
   Design flexible approaches to succession and contingency planning
  </li>
  <li>
   Trains line management in coaching/mentoring talent
  </li>
  <li>
   Ensures the transitioning of employees to new jobs/functions with management
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Develop
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Elaborate a training plan based on the local learning strategy.
  </li>
  <li>
   Engage with stakeholders to define capability needs and their implications for learning
  </li>
  <li>
   Stays on top of modern and innovative learning solutions and local &amp; international level
  </li>
  <li>
   Is able to transfer business requirements into modern learnings solutions (blended learning methods, digital)
  </li>
  <li>
   Manages various stakeholders to design and run learning programs
  </li>
  <li>
   Apply learning facilitation in different learning contexts and teach others to become learning facilitators
  </li>
  <li>
   Build coaching and mentoring capability across the organisation
  </li>
  <li>
   Provide state of the art learning solutions and career pathing modules for talents
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Retain &amp; Reward
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Ensures process of engagement is in place and followed through
  </li>
  <li>
   Trains the manager on their role to take care of mental well-being and engagement in their teams
  </li>
  <li>
   Understand the individual elements that make up pay at company and be able to explain them to employees
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Digital
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Explain all aspects of an analytic use case, including the business problem, affected decisions, leveraged data sources and applied analytical methods
  </li>
  <li>
   Communicate findings in a way that is suitable for the targeted recipient
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  OD &amp; Change
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Understands how to influence the organization and train the stakeholders in getting more effective using OD interventions
  </li>
  <li>
   Possesses sound knowledge in organizational design tools and can teach them to others
  </li>
  <li>
   Uses Continuous improvement skills (lean management) to show progress and measure productivity of org. set ups
  </li>
  <li>
   Uses a broad range of evidence (internal data, benchmarking) to shape a business case
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Cultural Transformation
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Promotes the good behaviors to others. Intervenes effectively if fundamentals are disrespected
  </li>
  <li>
   Drives tailor made HR solutions that are fit to purpose to the local requirements and the fundamentals
  </li>
  <li>
   Defines and implements appropriate processes and tools to measure team&rsquo;s engagement and to support leaders in maintaining a high level of engagement
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Communication
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   Lead internal communication portfolio from communication of new projects to company announcements to newsletter to town hall and suggestion boxes. Leveraging different communication mediums to build company&rsquo;s goodwill.
   <br/>
   <br/>
  </li>
 </ul>
 <strong>
  Qualifications
  <br/>
  <br/>
 </strong>
 Master&rsquo;s Degree preferably in Human Resource or related subjects from a reputable University
 <br/>
 <br/>
 <strong>
  Additional Information
  <br/>
  <br/>
 </strong>
 <ul>
  <li>
   At least 8 - 10 years of prior experience in Organizational Development and Learning
  </li>
  <li>
   Have experience of working with senior leadership teams
  </li>
  <li>
   Be technologically savvy and well versed with fast paced and agile work environment
  </li>
  <li>
   Have the ability to challenge status quo and deploy innovative practices to drive results
  </li>
  <li>
   Be a forward-thinker who is able to navigate through complex issues
  </li>
  <li>
   Be able to impact fully convey messages in small settings and to large audiences
  </li>
 </ul>
</div>


Division Manager Talent, Learning & Culture

Metro Pakistan

<div><b>Company Description</b><p><br>
METRO opened its first cash &amp; carry wholesale center in Pakistan in 2007 &amp; expanded to 5 wholesale centers in a short span of 18 months. In July 2012 METRO and Makro-Habib combined their wholesale business in Pakistan marking the beginning of a long-term partnership to the mutual benefit of both companies. The merger allowed METRO and Makro-Habib to combine resources and gain the financial strength to lead and grow in a challenging environment and to gain synergies targeted to generate value for our customers and suppliers alike. Today the company is operating 10 wholesale centers in Lahore, Karachi, Multan, Islamabad &amp; Faisalabad.<br>
METRO Pakistan (Pvt) Limited is part of METRO GROUP&rsquo;s sales division METRO Cash &amp; Carry, the international leader in self-service wholesale. The company operates more than 750 stores in 25 countries in Europe, Asia and Africa and has a workforce of over 107,000 employees. Sales in 2016/17 were approximately 37 billion Euro.</p><b><br>
Job Description</b><p><br>
The ideal candidate shall be responsible for devising P&amp;C strategy from Talent, Learning &amp; Culture perspective. Ensuring the interface between the country and Corporate P&amp;C concerning Learning and Development matters &amp; implementation of core Talent Processes in the country.</p><p><b>
Attract</b></p><ul><li>
Advises on use of social media and leads employee marketing campaigns</li><li>
Understands various legal contractual frameworks and impact on taxes</li><li>
Develops talent (EVP) communication strategy including social media strategy</li></ul><p></p><p><b><br>
Evaluate</b></p><ul><li>
Advises on employees&rsquo; career, competencies and experiences to acquire</li><li>
Design flexible approaches to succession and contingency planning</li><li>
Trains line management in coaching/mentoring talent</li><li>
Ensures the transitioning of employees to new jobs/functions with management</li></ul><p></p><p><b><br>
Develop</b></p><ul><li>
Elaborate a training plan based on the local learning strategy.</li><li>
Engage with stakeholders to define capability needs and their implications for learning</li><li>
Stays on top of modern and innovative learning solutions and local &amp; international level</li><li>
Is able to transfer business requirements into modern learnings solutions (blended learning methods, digital)</li><li>
Manages various stakeholders to design and run learning programs</li><li>
Apply learning facilitation in different learning contexts and teach others to become learning facilitators</li><li>
Build coaching and mentoring capability across the organisation</li><li>
Provide state of the art learning solutions and career pathing modules for talents</li></ul><p></p><p><b><br>
Retain &amp; Reward</b></p><ul><li>
Ensures process of engagement is in place and followed through</li><li>
Trains the manager on their role to take care of mental well-being and engagement in their teams</li><li>
Understand the individual elements that make up pay at company and be able to explain them to employees</li></ul><p></p><p><b><br>
Digital</b></p><ul><li>
Explain all aspects of an analytic use case, including the business problem, affected decisions, leveraged data sources and applied analytical methods</li><li>
Communicate findings in a way that is suitable for the targeted recipient</li></ul><p></p><p><b><br>
OD &amp; Change</b></p><ul><li>
Understands how to influence the organization and train the stakeholders in getting more effective using OD interventions</li><li>
Possesses sound knowledge in organizational design tools and can teach them to others</li><li>
Uses Continuous improvement skills (lean management) to show progress and measure productivity of org. set ups</li><li>
Uses a broad range of evidence (internal data, benchmarking) to shape a business case</li></ul><p></p><p><b><br>
Cultural Transformation</b></p><ul><li>
Promotes the good behaviors to others. Intervenes effectively if fundamentals are disrespected</li><li>
Drives tailor made HR solutions that are fit to purpose to the local requirements and the fundamentals</li><li>
Defines and implements appropriate processes and tools to measure team&rsquo;s engagement and to support leaders in maintaining a high level of engagement</li></ul><p></p><p><b><br>
Communication</b></p><ul><li>
Lead internal communication portfolio from communication of new projects to company announcements to newsletter to town hall and suggestion boxes. Leveraging different communication mediums to build company&rsquo;s goodwill.</li></ul><p></p><b><br>
Qualifications</b><p><br>
Master&rsquo;s Degree preferably in Human Resource or related subjects from a reputable University</p><b><br>
Additional Information</b><br>
<ul><li>
At least 8 - 10 years of prior experience in Organizational Development and Learning</li><li>
Have experience of working with senior leadership teams</li><li>
Be technologically savvy and well versed with fast paced and agile work environment</li><li>
Have the ability to challenge status quo and deploy innovative practices to drive results</li><li>
Be a forward-thinker who is able to navigate through complex issues</li><li>
Be able to impact fully convey messages in small settings and to large audiences</li></ul></div>

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