staff development manager

Mazeed

<div><h2 class="jobSectionHeader">About us</h2>
mazeed is a financial management platform that helps businesses automate accounting, simplify tax compliance, and stay ready for e-invoicing through a combination of localized software (SaaS) and Finance-as-a-Service (FaaS). We work with SMEs and growing companies across the GCC, enabling them to operate with clarity, control, and confidence.
We are building the infrastructure for the next phase of financial compliance and digital transformation in the region, with a strong focus on e-invoicing and scalable financial operations<h2 class="jobSectionHeader">
Job Purpose</h2>
You will be responsible for co‑designing and managing the full employee development journey, from probation and onboarding through competency building, performance reviews and learning initiatives. This role builds an ecosystem enabling employees to progress on measurable competencies and facilitates this objective with functional managers. This includes owning end‑to‑end development processes, operationalising consistent and unitified data‑backed performance management cycles, and building a cost‑effective learning system.<h2 class="jobSectionHeader">
Primary Responsibilities</h2>
1) Probation &amp; Onboarding<ul><li>
Design probation process (60/80-day checkpoints, structured 30-60-90 plans, evaluation forms) and integrate probation outcomes into trackable development and learning objectives</li><li>
Facilitate manager (departmental) onboarding toolkits</li></ul>
2) Competency &amp; Behavioral Frameworks<ul><li>
Build and maintain competency matrices and KPIs for all roles, validated and periodically reviewed with functional managers for consistency, referencing and ensuring objectives remain SMART as the business evolves</li><li>
Ensure the company values are embedded, reflected and practiced in our interactions</li><li>
Contribute on JD design workshops, linking role expectations with functional OKRs</li><li>
Define levels for fair promotion criteria and behavioral indicators</li></ul>
3) Performance Cycles &amp; Feedback<ul><li>
Run quarterly KPI health checks and mid-cycle reviews; maintain fair, practical calibration and optimum bell curves</li><li>
Standardize 1:1 agendas, feedback models (SBI/STAR/COACH) and development planning</li><li>
Administer performance reviews (forms, guidance, timelines and grievances).</li><li>
Track promotion readiness and succession pipeline.</li><li>
Guide managers and staff through performance conversations by explaining expectations, walking them through feedback outcomes and helping identify when a Performance Improvement Plan (PIP) may be appropriate, ensuring it is used only when genuinely needed.</li></ul>
4) Learning &amp; Development
Oversee the collection and analysis of Training Needs Assessments (TNAs), linking them with performance review cycles; evaluate ROI/outcomes of learning initiatives and match with mazeed's training platform/resources as applicable<h2 class="jobSectionHeader">
Core Values</h2>
Being a mazeeder, our promise to customers, internal teams, HR and Leadership is to demonstrate our core values in our daily interactions and quality of work:<ul><li>
Integrity</li><li>
Customer Obsession</li><li>
Simplicity</li><li>
Growth Mindset</li><li>
Innovation</li><li>
Empowerment</li></ul><h4 class="jobSectionHeader">
Essential Skills and Qualifications</h4><ul><li>
Bachelor&rsquo;s degree in Human Resources, Organizational Psychology, Business, or a related field</li><li>
5&ndash;7 years of experience in Performance Management, Employee Onboarding, and Learning &amp; Development (L&amp;D)</li><li>
Experience in the SaaS/FinTech sector is a plus</li><li>
Hands-on experience with competency frameworks, OKRs, calibration and Individual Development Plans (IDPs)</li><li>
Strong facilitation and stakeholder management skills</li><li>
Working knowledge of one or more HRIS and analytics tools (Excel/Power BI), and collaboration platforms</li><li>
Proven experience designing internal/organizational learning frameworks and learning ecosystems</li></ul><h4 class="jobSectionHeader">
Desireable Skills and Qualifications</h4></div>

Sr. Performance Management & Development Specialist

Kaidence Advisors LLC

Commercial Real EstateAssociate Development Manager PositionJob Description SummaryThe Kaidence Group is seeking an Associate Development Manager in our Phoenix office. This Associate Development Manager will be responsible for supporting several Senior Development Managers in their management of multiple commercial real estate development projects from early due diligence through construction management. The ideal candidate has 1-5 years of professional experience in a field with transferable skill sets. This candidate should be able to successfully manage and prioritize complex tasks, be organized and process oriented, personable and relationship focused and is motivated to work in a small office environment.Job Description DetailsA summary of the Associate Development Manager tasks is outlined below:&middot; Supporting role to Development Managers through the lifecycle of a development project.&middot; Assist in the management of all facets of the development cycle including due diligence, site design, utility coordination, consultant management, municipality entitlements, construction drawings, building permits, construction bidding and oversight of general contractor through the completion of the project.&middot; Assist in hiring and managing outside consultants and contractors.&middot; Assist with research and inputs for development budget at various phases of the project including city fee research, consultant fee research and assumption memos for construction hard costs.&middot; Assist in research needed to prepare project schedules in MS Project.&middot; Assist in preparation of all applications, reports for clients and/or jurisdiction.&middot; Work directly with the Development Mangers to identify project risks, develop risk mitigation and contingency plans, and implement action plans to reduce or eliminate project risks.&middot; Implement project documentation workflow ensuring project data integrity and documentation is accurate, timely and coordinated.&middot; Track progress of each project/task against goals, objectives, approved budgets, approved timelines and communicates status and variance of such to Development Managers.&middot; As needed office management and global tasks such as event coordination, office supplies, master document drafting/editing, mailings, contracts, etc.&middot; High quality customer service and relationship building with current and future clients.Desired Skills and ExperienceThe successful candidate will have a minimum 1-5 years of relevant commercial real estate development experience. This person must demonstrate that they are well-organized, detail oriented, must possess excellent written and verbal communication skills and be able to handle and prioritize multiple projects simultaneously. Qualified applicants must specifically possess:&middot; Bachelor's Degree: Urban Design, Design, Finance, Business, Planning, Real Estate, Architecture, Engineering, Construction Management, or related course study as explained by candidate in cover letter.&middot; Minimum 1-5 years of professional workplace experience (similar or transferrable experience as explained by candidate in cover letter) would include project/task management, highly detailed research, administrative coordination and prioritizing multiple tasks and managers.&middot; Capability to read, understand and apply standard to complex documents affecting real estate projects, such as: entitlement applications, traffic studies, CC&amp;Rs, agreements/contracts, leases, due diligence materials, title reports, ALTA surveys, environmental reports, site plans and construction drawings.&middot; Excellent analytical ability and strong communication and writing skills.&middot; Ability to facilitate results by managing the consultants and design team.&middot; Ability to provide efficient, timely, reliable and courteous service.&middot; Ability to solve problems involving several options in complex situations.&middot; Advanced computer skills, including use of Outlook, Word, Excel, Project, and Power Point.Pay: $70,000.00 - $90,000.00 per yearBenefits:<ul><li>401(k)</li><li>Dental insurance</li><li>Health insurance</li><li>Paid time off</li><li>Vision insurance</li></ul>Work Location: In person

Associate Development Manager

NewPath Child & Family Solutions

<div>Welcome! Are you ready to begin a NewPath?
At NewPath, we do more to make a difference -more for each child, each client and our community. Our dedicated team does what it takes, day and night, to get to the heart of every case and deliver the best care. Backed by a full breadth of services, we cater to each individual and answer to every need. We reach more ages with more experts for more results. Every program offers opportunity for change, every plan improves lives, and every person ignites hope, one success story at a time.
Make an Impact as a Residential Staff Development Specialist!
The Staff Development Specialist is responsible for performing all training duties for the Residential Interventions Program including, pre-class preparation, delivering curriculum-classroom, one-on-one training, and actively mentoring/coaching direct care staff. The Staff Development Specialist will facilitate robust and comprehensive orientation and training for new hires, facilitate refresher and ongoing trainings for staff, and provide on-the-floor coaching and direction to staff in the Residential Interventions Program.
Location: East Campus (274 Sutton Rd.)
Company Perks: Quick Reference
<ul><li>Competitive Compensation</li><li>
Excellent Benefits Package Including Medical, Dental, Vision, and Life Insurance</li><li>
Career Growth</li><li>
401(k) (4% automatic employer contribution - no required match)</li><li>
Paid Holidays, Vacation and Sick Days</li><li>
Employee DiscountsPartner Programs</li><li>
Tuition Reimbursement</li><li>
Employee Assistance Program</li><li>
Flex Spending Account</li></ul>
What you'll be doing:<ul><li>
Conduct training sessions including new-hire training, on-the job and refresher training.</li><li>
Develop refresher trainings to meet needs of staff in the residential program.</li><li>
Complete new hire orientation for new staff hired in the residential programs. Review and update new hire orientation on a regular basis.</li><li>
Coordinate training schedules with the hiring and training demands of new hires.</li><li>
Create, update, and improve existing learning materials based on the outcome of needs assessments, residential needs, performance goals, and audience.
</li><li>Create, develop and maintain learning materials and visual aids including: training communications, end-user materials, facilitator guides, assessments and reports.
</li><li>Create assessments for reinforcement, including situational and scenario-based questions.
</li><li>Ensure that all residential staff remain in compliance with required agency trainings including CPR/ First Aid, and Paylocity.
</li><li>Facilitate Therapeutic Crisis Intervention (TCI), Residential Child and Youth Care Professional (RCYCP), and other curriculum-based trainings.</li><li>
Actively mentor/coach direct care staff during assigned shifts to reinforce their therapeutic skill development on the units.</li><li>
Collaborate with therapists, educational staff, medical staff, and other professionals involved in the treatment of the youth.
</li><li>Provide coverage in other programs as directed by supervisor or program policy.</li></ul>
What you bring to the table:<ul><li>
Bachelor's degree in relevant field with at least 6 months experience preferred.</li><li>
Exceptional candidates may have a High School diploma and 3 years' working experience.</li></ul><ul><li>
Proficiency with MS Outlook and MS Office.</li><li>
Ability to effectively interact with staff at all levels in a fast-paced environment, with a high level of professionalism and confidentiality.</li><li>
Strong interpersonal, time management, and robust listening skills.</li><li>
Demonstrated ability to write clear, concise and grammatically correct content that support training objectives.</li><li>
Experience with learning management systems.
</li></ul><ul><li>Must be a minimum of 21 years of age, have a valid driver's license and proof of current auto insurance with no more than 5 points on your MVR.
</li><li>Must be able to pass a criminal background check.</li></ul>
NewPath ChildFamily Solutions an equal opportunity employer and all qualified applicants will receive consideration for employment without regard to race, color, religion, sex, sexual orientation, gender identity or expression, pregnancy, age, national origin, disability status, genetic information, protected veteran status, or any other characteristic protected by law.
If you are unable to apply online due to a disability, or have a special need that requires accommodation, please let us know by contacting Human Resources at HRCareers@newpath.org.</div>

Staff Development Specialist- Residential

The Home Depot

<div>Position Purpose:
Responsible for leading talent acquisition, talent management, associate relations, development, and associate engagement in the Distribution Center in support of company values and business objectives. Provide excellent customer service by building partnerships and being responsive to the needs of associates, local leadership, region/SSC leadership, other DCs and store partners. Addresses issues such employee engagement, development, staffing, meeting learning objectives, partnering with RHRM, AR and Learning in management development, assoociate concerns, investigations and project management. Drives THD values and HR programs to ensure we remain an employer of choice for our associates. 
Key Responsibilities:<ul><li>
Ensure HR initiatives/processes are executed timely and with high quality within the DC. Provide HR guidance to the DC Management group.</li><li>
Facilitate all staffing responsiblities of the DC, in partnership with DC Management team, in light of the requirement of Home Depot being a Government Contractor. Includes recruiting, reporting and management of system requirements.
</li><li>Protect and maintain Home Depot's direct employer/associate relationship in the DC. Proactively communicate Home Depot's direct employer/associate relationship philosphy through education, communication and understanding of related issues and law and by addressing all issues towards the purpose of providing an Issue Free/direct employer/associate relationship.</li><li>
Assure excellent associate relations practices in the DC by insuring associate problems/issues are resolved quickly, using consistent communication methods, fair treatment and respect for all people and consistent application of Home Depot's policies and programs and SOP's. Protect and facilitate Home Depot's Open Door policy.
</li><li>Understand and insure Home Depot's application and protection of all current employment laws (EEO, Wage &amp; Hour, Labor, ADA, FMLA ). Follow any investigations through to appropriate completion. Keep accurate and complete documentation on all issues.</li><li>
Determine needs and assist in the development, implementation and delivery of knowledge management and learning programs with the purpose of career enhancement and development for all hourly associates in the DC. Assist the RHRM in managing and monitoring the process of leadership development, succession planning and the HR Review process.</li><li>
Work with RHRM and peer HRM's on project management and support Supply Chain efforts.</li><li>
Understand Home Depot's business and how HR efforts support accomplishing business goals.</li></ul> 

Direct Manager/Direct Reports:<ul><li>
Typically reports to Regional Human Resources Manager.</li><li>
Accountable for direct supervision of the work activities of others. Planning, monitoring and reviewing work of subordinates is required. This may include direct supervision of a shift or the coordination of multiple work groups. Makes recommendations concerning selection, termination, performance appraisal and professional development.</li></ul> 

Travel Requirements:<ul><li>
Typically requires overnight travel less than 10% of the time.</li></ul> 

Physical Requirements:<ul><li>
Most of the time is spent sitting in a comfortable position and there is frequent opportunity to move about. On rare occasions there may be a need to move or lift light articles.</li></ul> 

Working Conditions:<ul><li>
Located in a comfortable indoor area. Conditions could produce mild discomfort on occasion.
</li><li>Typically requires overnight travel less than 10% of the time.</li></ul> 

Minimum Qualifications:<ul><li>
Must be eighteen years of age or older.</li><li>
Must be legally permitted to work in the United States.</li></ul> 

Preferred Qualifications:<ul><li>
B.S. degree in Business, HR Management, Psychology preferred.</li><li>
If no degree at least 3 years of progressive HR Generalist Experience required.</li></ul> 

Minimum Education:<ul><li>
The knowledge, skills and abilities typically acquired through the completion of a high school diploma and/or GED.</li></ul> 

Preferred Education:<ul><li>
No additional education</li></ul> 

Minimum Years of Work Experience:<ul><li>
2</li></ul> 

Preferred Years of Work Experience:<ul><li>
No additional years of experience</li></ul> 

Minimum Leadership Experience:<ul><li>
None</li></ul> 

Preferred Leadership Experience:<ul><li>
None</li></ul> 

Certifications:<ul><li>
None</li></ul> 

Competencies:<ul><li>
Excellent follow-up skills and the ability to handle multiple projects.</li><li>
Strong verbal and written communication skills and leadership skills coupled with distinct organizational skills</li><li>
Current and up-to-date knowledge of all laws relating to HR Management. Maintain a high level of knowledge of HD SOP's, HD Benefit Policies, etc.</li><li>
Strong relationship building and partnering skills. Excellent skills in associate relations and the ability to be flexible.</li><li>
Strong skills in investigating, ADR, learning, performance management and team building</li><li>
Typically requires overnight travel less than 10% of the time.</li></ul></div>

DC HR Manager - Sacramento/Stockton FDC/BDC

Snoonu

<div>
 
 🚀 Welcome to Your Next Adventure!
 
 
 
 The Senior Manager of People Development is responsible for designing, governing, and evolving Snoonu&rsquo;s global frameworks for organizational culture, performance management, succession planning, competency development and career progression.
 
 
 This role defines the standards, architecture and governance mechanisms that ensure consistency and scalability across all countries where Snoonu operates.
 
 
 
 The Role Ensures That
 
 
 
 <ul>
 <li>
 Performance systems drive accountability and high standards.
 </li>
 <li>
 Career frameworks provide clarity and growth visibility.
 </li>
 <li>
 Succession planning builds leadership readiness.
 </li>
 <li>
 Culture initiatives reinforce Snoonu&rsquo;s principles and behaviors.
 </li>
 <li>
 Competency development models are clearly defined, measurable and embedded in evaluation processes.
 </li>
 <li>
 The function operates centrally, setting global standards while enabling local adaptation in each country in partnership with the local P&amp;C team.
 
 
 </li>
 </ul>
 
 🛠 What You&rsquo;ll Get Your Hands On
 
 
 
 <ul>
 <li>
 Performance Management Architecture
 </li>
 </ul>
 <ul>
 <li>
 Own the design and governance of Snoonu&rsquo;s performance cycle (goal setting, mid-year, year-end, calibration, rating logic).
 </li>
 <li>
 Define evaluation standards, rating distributions and calibration guidelines across markets.
 </li>
 <li>
 Establish clear linkage between performance outcomes and:
 </li>
 <ul>
 <li>
 Compensation philosophy
 </li>
 <li>
 Promotion criteria
 </li>
 <li>
 Talent review discussions
 </li>
 </ul>
 <li>
 Build structured calibration governance (who participates, how bias is mitigated, decision rights).
 </li>
 <li>
 Ensure country-level P&amp;C teams apply the framework consistently.
 </li>
 <li>
 Monitor adoption, quality of 1:1s and rating accuracy across regions.
 </li>
 <li>
 Analyze performance data and identify systemic gaps (e.g., inflated ratings, promotion imbalances).
 </li>
 <li>
 Career Progression &amp; Leveling Frameworks
 </li>
 <li>
 Design and maintain role architecture across IC and Managerial tracks.
 </li>
 <li>
 Define leveling criteria (scope, autonomy, impact, influence).
 </li>
 <li>
 Establish promotion standards and readiness indicators.
 </li>
 <li>
 Ensure internal parity and cross-country consistency in career levels.
 </li>
 <li>
 Partner with HRBPs and Finance to align leveling with salary bands and budget logic.
 </li>
 <li>
 Maintain career transparency documentation accessible to employees.
 </li>
 <li>
 Competency Model Development
 </li>
 </ul>
 <ul>
 <li>
 Define company-wide core competencies aligned with Snoonu&rsquo;s leadership principles.
 </li>
 <li>
 Translate values into observable behaviors and measurable indicators.
 </li>
 <li>
 Develop functional competency matrices by department.
 </li>
 <li>
 Ensure competencies are embedded in:
 </li>
 <ul>
 <li>
 Hiring criteria
 </li>
 <li>
 Performance reviews
 </li>
 <li>
 Promotion decisions
 </li>
 <li>
 Succession planning
 </li>
 </ul>
 <li>
 Review and evolve competencies annually based on business strategy.
 </li>
 <li>
 Learning &amp; Capability Development
 </li>
 </ul>
 <ul>
 <li>
 Define annual learning priorities aligned with company OKRs and capability gaps identified through performance and talent review data.
 </li>
 <li>
 Design and maintain structured learning pathways for:
 </li>
 <ul>
 <li>
 Individual Contributors (IC levels)
 </li>
 <li>
 First-time Managers
 </li>
 <li>
 Senior Leaders
 </li>
 </ul>
 <li>
 Establish global onboarding standards across countries (Qatar and expansion markets), ensuring consistency in quality and cultural alignment.
 </li>
 <li>
 Oversee digital learning platforms strategy, certification logic and learning documentation standards.
 </li>
 <li>
 Apply measurement frameworks linking learning interventions to performance improvement (e.g., KPI lift, promotion readiness, leadership pipeline strength).
 </li>
 <li>
 Ensure learning investments are prioritized based on strategic impact and business needs.
 </li>
 <li>
 Enable AI competency development across the company
 </li>
 <li>
 Partner with Country P&amp;C teams to adapt global learning frameworks while maintaining core standards.
 </li>
 <li>
 Succession Planning &amp; Talent Review
 </li>
 <li>
 Design and govern the annual Talent Review process.
 </li>
 <li>
 Define readiness categories (e.g., Ready Now, 1&ndash;2 Years, Emerging Talent).
 </li>
 <li>
 Implement structured succession mapping for critical roles across markets.
 </li>
 <li>
 Ensure business continuity plans exist for key positions.
 </li>
 <li>
 Track leadership pipeline health (bench strength, readiness ratio).
 </li>
 <li>
 Facilitate succession discussions with senior leadership.
 </li>
 <li>
 Culture &amp; Engagement Strategy
 </li>
 <li>
 Define culture measurement strategy (engagement surveys, pulse checks such as quarterly eNPS survey).
 </li>
 <li>
 Identify key drivers of engagement and performance by country.
 </li>
 <li>
 Design company-wide culture initiatives aligned with strategic priorities for the local P&amp;C team.
 </li>
 <li>
 Support country-level P&amp;C teams in implementing global initiatives.
 </li>
 <li>
 Ensure culture efforts reinforce accountability and performance (not only satisfaction).
 </li>
 <li>
 Global Governance &amp; Standardization
 </li>
 </ul>
 <ul>
 <li>
 Define which elements are:
 </li>
 <ul>
 <li>
 Globally standardized
 </li>
 <li>
 Locally adaptable
 </li>
 </ul>
 <li>
 Create documentation toolkits for country P&amp;C teams.
 </li>
 <li>
 Audit implementation quality across markets.
 </li>
 <li>
 Act as an escalation point for framework inconsistencies.
 </li>
 <li>
 Establish clear decision rights between HQ and local P&amp;C teams.
 </li>
 <li>
 Scope of Impact:
 </li>
 <li>
 Multi-country influence (Qatar + expansion markets).
 </li>
 <li>
 Direct impact on leadership quality and talent readiness.
 </li>
 <li>
 Governance over performance, promotions and succession outcomes.
 </li>
 <li>
 Long-term impact on company culture and organizational health.
 
 </li>
 </ul>
 
 🧙&zwj;&male;️ The Magic You Bring
 
 
 
 <ul>
 <li>
 9&ndash;12+ years in People Development / Talent / Organizational Development.
 </li>
 <li>
 Experience designing performance or career frameworks at scale.
 </li>
 <li>
 Strong analytical ability (data interpretation, governance mindset).
 </li>
 <li>
 Ability to influence senior leadership and challenge decisions constructively.
 </li>
 <li>
 Structured thinker with high operational discipline to manage the team.
 </li>
 <li>
 Flexibility and adaptability to fast paced environment.
 </li>
 <li>
 AI knowledge to leverage employees impact is a must have.
 
 
 </li>
 </ul>
 
 ✨ Bonus Points If You Have
 
 
 
 <ul>
 <li>
 Exposure to multi-country or regional operations is recommended.
 
 
 </li>
 </ul>
 
 Inside Snoonu&rsquo;s Universe
 
 
 
 Snoonu is Qatar&rsquo;s homegrown Super App, reinventing daily life with blazing-fast delivery, shopping, and more &ndash; all in one place. Powered by tech, driven by a global team, and obsessed with making life easier.
 
 
 
 The Dream We&rsquo;re Chasing
 
 
 
 To be the first Qatari Ultra App that propels the region and its community through innovation and technology. We have global ambitions where what we do surpasses norms and limitations every time.
 
 
 
 The Quest We&rsquo;re On
 
 
 
 To radically transform how people live by leveraging technology to connect them with endless possibilities.
 
 
 
 Our Everyday Superpowers
 
 
 
 
 👥 Be Customer Obsessed
 
 : &ldquo;Focus on the customer and all else will follow.&rdquo;
 
 
 
 💪 Act with Integrity:
 
 &ldquo;We are honest, ethical, and trustworthy in everything we do.&rdquo;
 
 
 
 🧪 Be Curious and Creative:
 
 &ldquo;We constantly innovate and create solutions to bring a lasting positive impact.&rdquo;
 
 
 
 🏅Lead by Example and Take Ownership:
 
 &ldquo;Be the change you want to see and take ownership.&rdquo;
 
 
 
 🚀 Work Smart and Deliver Results
 
 : &ldquo;You can do more by doing less, better, and faster.&rdquo;
 
 
 
 👨&zwj;💼 It's All About People:
 
 &ldquo;Be a team player; together we are stronger.&rdquo;
 
 
 
 Perks &amp; Worklife Magic At Snoonu
 
 
 
 
 🌐 Global Vibes
 
 &ndash; Collaborate with a worldwide crew.
 
 
 
 🧠 Brain Boosters
 
 &ndash; Learning budgets, access to courses, and tools for your growth.
 
 
 🚒
 
 Builder&rsquo;s Playground
 
 &ndash; Own your tasks, own your path! We&rsquo;re big on autonomy.
 
 
 🏝️
 
 Flexible Time Off
 
 &ndash; We take recharging seriously. Generous leave and wellness policies.
 
 
 🛠️
 
 Agile Everything
 
 &ndash; Scrum isn&rsquo;t a buzzword here. It&rsquo;s how we roll, from product to ops.
 
 
 
 Great Place to Work&reg; Certified
 
 
 
 We&rsquo;re certified as a Great Place to Work&reg;, a recognition that celebrates a culture we&rsquo;ve built together where people come first, always. This certification reflects our commitment to creating a workplace where everyone feels valued, empowered, and inspired to do their best work.
 
 
 
 Certified for Excellence
 
 
 
 Our ISO 9001:2015 and ISO 45001:2018 certifications demonstrate our dedication to world-class quality and a safe, supportive workplace, reinforcing our promise to deliver exceptional service while prioritizing the wellbeing of our people.
 
 
 
 Beyond the Code: Giving Back Matters
 
 
 
 We don&rsquo;t just build apps. We&rsquo;re committed to doing business sustainably and giving back to the community that fuels us. From eco-conscious practices to CSR projects, we&rsquo;re always finding ways to do better&mdash;and we invite you to be a part of that mission.
 
 
 
 Diversity Isn&rsquo;t Just a Buzzword
 
 
 
 At Snoonu, fairness and inclusion are the foundation of everything we do. We&rsquo;re proud to be an equal opportunity workplace that welcomes people from every walk of life. Be bold. Be you. Thrive here.
 
 
 
 Let&rsquo;s Build the Future Together
 
 
 
 Apply now to join a team where your contributions spark a change and your voice is heard. Let&rsquo;s make some magic together.
 
 
 Stay in the loop&mdash;connect with us on LinkedIn!
</div>

Senior Manager of People Development

FWI (FedWriters, Inc.)

<div>Overview:
<div>
FWI is building a team to grow quality Registered Apprenticeship programs through industry intermediaries by providing technical expertise, sector-based outreach, and program development services to employers across new, emerging, and in-demand industries on behalf of the U.S. Department of Labor's Office of Apprenticeship. In this role you will provide deep technical knowledge of the Registered Apprenticeship system to drive the development, registration, and expansion of apprenticeship programs and occupational standards across targeted industry sectors.</div><div></div><div> 
FWI has been recognized as a Top Workplace by the Washington Post in 2024 and 2025, offering excellent growth opportunities in a collaborative environment.</div><div></div><div> 
**Position is contingent upon contract award**</div><div></div><div> 
Work Schedule and Location:</div><div>
Remote: This part-time remote position will work approximately 29 hours a week</div> 
Responsibilities:
<ul><li>Serve as the go-to technical expert on Registered Apprenticeship program design, registration, and expansion across targeted industry sectors</li><li>
Lead and facilitate national Apprenticeship Accelerator convenings &mdash; at least 20 per year &mdash; bringing together employers, sponsors, and workforce stakeholders</li><li>
Guide employers through the process of developing &quot;registration-ready&quot; apprenticeship standards, competency frameworks, and occupational outlines</li><li>
Develop career lattice models that connect multiple occupations into stackable industry pathways</li><li>
Review and vet apprenticeable occupation requests, evaluating at least 20 per year using the DOL's AOR tool</li><li>
Create and refine curricula, Related Training Instruction outlines, and competency-based program models</li><li>
Partner with post-secondary education institutions to develop degreed apprenticeship pathways and articulation agreements</li><li>
Collaborate with DOL-funded intermediaries, State Apprenticeship Agencies, and other stakeholders to share best practices and coordinate program development</li><li>
Stay current on industry certifications, licensing requirements, and emerging workforce trends in targeted sectors</li><li>
Support integration of AI skills development into apprenticeship work process schedules where appropriate</li></ul> 
<div></div>
Qualifications:
<div>
Required:</div><ul><li>
Bachelor's degree with 8+ years of relevant experience, OR 10+ years of relevant experience without a degree</li><li>
Familiarity with concepts, practices, and procedures related to sector-based outreach, RA program development, and SME support</li><li>
Expertise with the Registered Apprenticeship system, including 29 CFR Part 29, scaling RA nationally, building high-quality career pathways to RA, convening a broad range of stakeholders, improving processes, and developing partnership strategies</li><li>
Writing, editing, and proofreading skills for technical assistance products with the ability to ensure final products meet content standards</li><li>
Ability to apply data-driven strategies to process and implement tasks</li><li>
Creative and innovative thinking skills</li><li>
Strong verbal communication, organization, and attention to detail</li><li>
Ability to work well under pressure in fast-paced professional environments and manage competing and evolving priorities</li><li>
Ability to quickly incorporate constructive feedback</li><li>
Ability to conduct partnership activities with other workforce system partners and higher education</li><li>
Ability to accelerate expansion of the RA model in industries and sub-sectors that have not traditionally used RA</li><li>
Must be eligible to obtain and maintain a Public Trust clearance</li><li>
Able travel domestically as required</li></ul><div><div><div><div> 
FWI is an Equal Opportunity Employer, including disability/vets.</div></div></div></div>
Why Join Our Team:<div></div><div> 
At FWI, we place the highest importance on creating an exceptional employee experience. You'll have opportunities to achieve your career aspirations through internal promotions, professional development, and other recognition and rewards programs. Join our team and take advantage of the many benefits we offer, including:</div><ul><li>
Health Insurance</li><li>
Dental Insurance</li><li>
Vision Insurance</li><li>
Long-term and Short-term Disability Insurance</li><li>
Life Insurance</li><li>
401(k) Plan</li><li>
Holiday Pay</li><li>
Paid Time Off</li></ul>
Pay Range:
<div>
Negotiable</div></div>

Senior Apprenticeship Program Development Specialist

Kegler Brown Hill + Ritter

Location: Kegler Brown Hill + Ritter, Columbus Office Reports to: Director of Marketing Direct Reports: Non-supervisory Position: Full-time, Non-exempt/Hourly Hours: 9:00 &ndash; 5:30 Monday &ndash; FridaySome overtime may be required.This is a strategic and hands‑on role responsible for driving the growth and market positioning of the firm&rsquo;s practice groups and associated attorneys. This role partners closely with attorneys, practice leaders, and firm leadership to drive business development initiatives while also executing core marketing and communications activities. The position blends traditional business development support with marketing functions, such as event planning, content creation, and digital and social media management.The ideal candidate is proactive, organized, and comfortable working in a fast‑paced professional services environment, with the ability to think strategically while managing day‑to‑day execution.Responsibilities:Practice Group + Business Development Support<ul><li>Serve as the primary marketing and business development liaison for assigned practice groups</li><li>Support attorneys in client development activities, including pitch preparation, proposal drafting, and follow‑up</li><li>Track and report on business development efforts, opportunities, and outcomes</li><li>Identify cross‑selling and client expansion opportunities in coordination with firm leadership and other practice groups</li><li>Participate in the firm-wide marketing budget planning process, execution, and ongoing management</li><li>Prepare weekly summaries of new business to circulate internally</li></ul>Marketing Communications + Content Development<ul><li>Collaborate with attorneys to develop written content, such as client alerts, articles, website content, and practice descriptions</li><li>Edit and manage submissions for internal and external publications, rankings, and directories</li><li>Coordinate with internal teams or external vendors on design, branding, and messaging to ensure consistency with firm standards</li><li>Maintain and update practice group content on the firm website and other digital platforms</li><li>Author content for internal blog and intranet</li></ul>Events + Sponsorships<ul><li>Plan, coordinate, and execute practice‑specific events, including seminars, webinars, sponsorships, client receptions, and conference participation</li><li>Manage event logistics, timelines, budgets, and vendor relationships</li><li>Track attendance, follow‑up, and recommend improvements for future initiatives</li><li>Support attorneys in maximizing business development opportunities related to events and sponsorships</li></ul>Digital Marketing + Social Media<ul><li>Manage and execute social media activity in coordination with firm strategy and compliance guidelines</li><li>Draft and schedule posts highlighting thought leadership, firm news, events, and attorney achievements</li><li>Monitor engagement and platform performance and provide regular reporting and recommendations</li><li>Assist with email marketing campaigns and CRM initiatives, including mailing lists and campaign tracking</li></ul>Job Requirements and Qualifications:To perform the job successfully, an individual should demonstrate the following competencies:<ul><li>Bachelor&rsquo;s degree in marketing, communications, business, or a related field</li><li>2-3 years of experience in legal marketing, professional services marketing, or business development</li><li>Demonstrated experience supporting attorneys or other professionals with business development initiatives</li><li>Strong writing, editing, and proofreading skills</li><li>Experience with event planning and execution</li><li>Familiarity with digital marketing tools, social media platforms, CRM systems, Microsoft products including CoPilot, project management software (i.e. Monday.com), and content management systems</li><li>Design skills including familiarity with Adobe Creative Cloud a plus</li><li>Ability to manage multiple projects and deadlines simultaneously</li><li>Strong interpersonal skills and the ability to build credibility with attorneys and firm leadership</li></ul>Pay: $65,000.00 - $80,000.00 per yearBenefits:<ul><li>401(k)</li><li>401(k) matching</li><li>Dental insurance</li><li>Disability insurance</li><li>Health insurance</li><li>Life insurance</li><li>Paid time off</li><li>Vision insurance</li></ul>Work Location: In person

Practice Development Manager

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