Sentences with phrase «high employee growth»

Sales reps at HR companies should reach out to companies that are approaching 50 employees and show high employee growth, as those companies likely fit their ideal customer profile.

Not exact matches

Important factors that could cause actual results to differ materially from those reflected in such forward - looking statements and that should be considered in evaluating our outlook include, but are not limited to, the following: 1) our ability to continue to grow our business and execute our growth strategy, including the timing, execution, and profitability of new and maturing programs; 2) our ability to perform our obligations under our new and maturing commercial, business aircraft, and military development programs, and the related recurring production; 3) our ability to accurately estimate and manage performance, cost, and revenue under our contracts, including our ability to achieve certain cost reductions with respect to the B787 program; 4) margin pressures and the potential for additional forward losses on new and maturing programs; 5) our ability to accommodate, and the cost of accommodating, announced increases in the build rates of certain aircraft; 6) the effect on aircraft demand and build rates of changing customer preferences for business aircraft, including the effect of global economic conditions on the business aircraft market and expanding conflicts or political unrest in the Middle East or Asia; 7) customer cancellations or deferrals as a result of global economic uncertainty or otherwise; 8) the effect of economic conditions in the industries and markets in which we operate in the U.S. and globally and any changes therein, including fluctuations in foreign currency exchange rates; 9) the success and timely execution of key milestones such as the receipt of necessary regulatory approvals, including our ability to obtain in a timely fashion any required regulatory or other third party approvals for the consummation of our announced acquisition of Asco, and customer adherence to their announced schedules; 10) our ability to successfully negotiate, or re-negotiate, future pricing under our supply agreements with Boeing and our other customers; 11) our ability to enter into profitable supply arrangements with additional customers; 12) the ability of all parties to satisfy their performance requirements under existing supply contracts with our two major customers, Boeing and Airbus, and other customers, and the risk of nonpayment by such customers; 13) any adverse impact on Boeing's and Airbus» production of aircraft resulting from cancellations, deferrals, or reduced orders by their customers or from labor disputes, domestic or international hostilities, or acts of terrorism; 14) any adverse impact on the demand for air travel or our operations from the outbreak of diseases or epidemic or pandemic outbreaks; 15) our ability to avoid or recover from cyber-based or other security attacks, information technology failures, or other disruptions; 16) returns on pension plan assets and the impact of future discount rate changes on pension obligations; 17) our ability to borrow additional funds or refinance debt, including our ability to obtain the debt to finance the purchase price for our announced acquisition of Asco on favorable terms or at all; 18) competition from commercial aerospace original equipment manufacturers and other aerostructures suppliers; 19) the effect of governmental laws, such as U.S. export control laws and U.S. and foreign anti-bribery laws such as the Foreign Corrupt Practices Act and the United Kingdom Bribery Act, and environmental laws and agency regulations, both in the U.S. and abroad; 20) the effect of changes in tax law, such as the effect of The Tax Cuts and Jobs Act (the «TCJA») that was enacted on December 22, 2017, and changes to the interpretations of or guidance related thereto, and the Company's ability to accurately calculate and estimate the effect of such changes; 21) any reduction in our credit ratings; 22) our dependence on our suppliers, as well as the cost and availability of raw materials and purchased components; 23) our ability to recruit and retain a critical mass of highly - skilled employees and our relationships with the unions representing many of our employees; 24) spending by the U.S. and other governments on defense; 25) the possibility that our cash flows and our credit facility may not be adequate for our additional capital needs or for payment of interest on, and principal of, our indebtedness; 26) our exposure under our revolving credit facility to higher interest payments should interest rates increase substantially; 27) the effectiveness of any interest rate hedging programs; 28) the effectiveness of our internal control over financial reporting; 29) the outcome or impact of ongoing or future litigation, claims, and regulatory actions; 30) exposure to potential product liability and warranty claims; 31) our ability to effectively assess, manage and integrate acquisitions that we pursue, including our ability to successfully integrate the Asco business and generate synergies and other cost savings; 32) our ability to consummate our announced acquisition of Asco in a timely matter while avoiding any unexpected costs, charges, expenses, adverse changes to business relationships and other business disruptions for ourselves and Asco as a result of the acquisition; 33) our ability to continue selling certain receivables through our supplier financing program; 34) the risks of doing business internationally, including fluctuations in foreign current exchange rates, impositions of tariffs or embargoes, compliance with foreign laws, and domestic and foreign government policies; and 35) our ability to complete the proposed accelerated stock repurchase plan, among other things.

While President Obama has supported a few proposals that benefit high - growth, high - tech entrepreneurs (like the Jumpstart Our Business Startups Act, most of his policies have been hostile to the interests of Main Street business owners, particularly those running labor - intensive businesses with low - wage employees.

After the report, Outcome's management put some employees on paid leave, and Shah and Agarwal told the Journal in an email: «Of course, we have had growing pains as we scaled from 4,000 to 40,000 doctors» offices — every high - growth company does.

Growing from scratch to 3,000 customers in 50 states with 175 employees across four offices, MSH has its hands full when it comes to managing its growth while sustaining a high level of employee and customer satisfaction.

The more employers and employees transfer the cost of care to the government, the higher taxes need to be to support that growth.

From startups to growing businesses and established companies, having a high - performance company culture helps drive a mission, achieve goals, provides support and creates the foundation for employee growth.

When employee - engagement firm TinyPulse combed through staffer - happiness surveys, it found that roughly 70 percent of startups hit a rough patch around year three or four — and companies with higher revenue - growth rates had deeper problems.

As a high - growth company, we believe that a combination of equity and cash compensation is better for attracting, retaining and motivating employees.

Starbucks reiterated its 2018 outlook but said the guidance excludes the yet - to - be determined impact on its previously announced plan to close more than 8,000 company - owned stores for half a day to conduct racial - bias training for its employees in the U.S. Comparable - store sales are seen up 3 % to 5 % globally for the year, and revenue growth is seen in the high single digits, Starbucks said.

In Seattle, home of the company's current headquarters, the influx of high - paid Amazon employees has coincided with rent increases that outpace almost all other U.S. cities and the fastest growth rate in home prices nationwide.

The Toronto Stock Exchange compared ESOP versus non - ESOP public companies and showed that in ESOP companies: — five - year profit growth was 123 % higher — net profit margins were 95 % higher; — productivity measured by revenue per employee was 24 % higher; — return on average total equity was 92.3 % higher — return on capital was 65.5 % higher.

The company grew to over 100 employees and $ 70 million in revenue, and the experience taught me and my two partners a lot about building a high growth tech company.

27 % of high growth firms (over 20 % revenue growth) reported that an employee advocacy program shortened their sales cycle.

It believes in producing high - quality baked goods that are responsibly sourced, as well as providing growth opportunities for employees while giving back to its communities and protecting the environment.

They create an environment of empowerment unique to our company and provide high - potential employees with unlimited growth opportunity.

There's such a strong correlation between employee satisfaction and bottom - line growth that the business case for making your staff happy is beyond compelling — many of America's most profitable companies also rank high in the list of the most admired employers [3].

Figure 2 shows that this federal employee compensation growth has been the fifth highest of the 72 industries measured by the BEA:

While overall career growth for ECE employees is high, recent graduates of an ECE program should ideally look for work in population centers where the total population growth is higher or in states that have more robust funding for ECE programs.

(For instance, an employee of a high - technology growth company who receives company stock or stock options as a benefit might prefer not to have additional funds invested in the same industry.)

Pardue explains: «As we become more efficient, we share the increased profit margin with our customers through lower prices; with employees through higher wages; and with the company through retained earnings to increase growth... That's going to be what allows us to have the biggest impact on climate change.»

The company's explosive growth and high customer retention rate are a product of well - developed systems, policies, and procedures that enable its many employees to provide superior service to a diverse customer base.

A highly skilled senior employee with both experience and connections in a high growth industry is likely to have a number of employment opportunities in relatively short order.

Degree and Higher Apprenticeships in particular mean firms can train more of their employees in the high - level skills that are critical for business growth, while offering ambitious school leavers or experienced professionals looking to upskill the opportunity to learn at university, to degree level.

That's a significant sum of money that could have been invested in business growth or higher employee wages.

It also wants to come to a city prepared to handle the company's growth and the influx of high - paid employees.

The decline in average real earnings growth was reinforced by the narrowing of the gap in pay between employees in high - skill and lower - skill industries.

It is also a recruiting tool that benefits employers with high potential employees who are focused on growth and learning.

Managed daily showroom operations including: showroom visual design, sales growth stimulation and ensuring employees provided the highest standards of customer satisfaction and quality service.

Created and implemented a Career Development and Advancement Plan to expand opportunities for professional growth and reward high performing employees.

Employee poaching oftentimes occurs in high - growth industries that rely on employees with specialized skills.

Priorities included steady assessment of inventory levels and content, objective setting, growth of key employees and attaining a high level motivation.

As it relates to corporate culture and employee growth, competitive commission structure and an emphasis on work - life balance were assigned the highest importance by active and passive job seekers alike.

An Innovative company with high intergrity and values that does not see their employees as comodities but as innovative employees that is provided company growth as well as personal innovation / growth.

PA Reps for staff development and growth opportunities * Plan, assign, and direct work, appraise performance, reward and discipline employees, address complaints and resolve problems within the team * Assist in the hiring process * Assist in the preparation of performance reviews * Deliver performance reviews in conjunction with the Prior Auth Manager * Meet monthly with each staff member to go over performance status * Assist with training as needed * Lead weekly Team meetings with staff to keep them informed of changes to policy and procedures and corporate communications * Meet with the Prior Authorization Management team weekly to report on clinical call center performance and personnel issues Required Qualifications: * High School Diploma or equivalent * Current and unrestricted Pharmacy Technician license * 2 years» experience supervising Pharmacy Technicians in a Call Center environment * Prior Authorization experience * Knowledge of the Pharmacy Benefit Management and / or Health Insurance * Knowledge of Call Center industry through work experience and as obtained through related courses * Proficient in Microsoft Word and Excel Preferred Qualifications: * Bachelors» Degree * PBM experience * National Pharmacy Technician Certification Required Competencies: * Must have strong leadership and problem solving skills * Strong written and verbal communication skills * Strong interpersonal skills * Ability to effectively present information and respond to questions from groups of associates, managers and clients * Ability to comprehend ACD statistical reporting and apply it to the operation of the department * Ability to interpret a variety of instructions furnished in written, oral, diagram or schedule form * Ability to maintain a high level of consistency while working with team members * Ability to recognize the needs of the staff, heighten morale, and decrease stress and burnout * Ability to understand what style of conflict resolution is best suited for a particular situation * Ability to determine the needs of each individual team member and assist them in achieving set goals * Demonstrate a clear understanding of company and client confidentiality * Excellent organizational skills * Exemplary coaching / motivational skills at both an individual and team level * Adaptable and able to move with change while maintaining a positive attitude and strong role model for the THigh School Diploma or equivalent * Current and unrestricted Pharmacy Technician license * 2 years» experience supervising Pharmacy Technicians in a Call Center environment * Prior Authorization experience * Knowledge of the Pharmacy Benefit Management and / or Health Insurance * Knowledge of Call Center industry through work experience and as obtained through related courses * Proficient in Microsoft Word and Excel Preferred Qualifications: * Bachelors» Degree * PBM experience * National Pharmacy Technician Certification Required Competencies: * Must have strong leadership and problem solving skills * Strong written and verbal communication skills * Strong interpersonal skills * Ability to effectively present information and respond to questions from groups of associates, managers and clients * Ability to comprehend ACD statistical reporting and apply it to the operation of the department * Ability to interpret a variety of instructions furnished in written, oral, diagram or schedule form * Ability to maintain a high level of consistency while working with team members * Ability to recognize the needs of the staff, heighten morale, and decrease stress and burnout * Ability to understand what style of conflict resolution is best suited for a particular situation * Ability to determine the needs of each individual team member and assist them in achieving set goals * Demonstrate a clear understanding of company and client confidentiality * Excellent organizational skills * Exemplary coaching / motivational skills at both an individual and team level * Adaptable and able to move with change while maintaining a positive attitude and strong role model for the Thigh level of consistency while working with team members * Ability to recognize the needs of the staff, heighten morale, and decrease stress and burnout * Ability to understand what style of conflict resolution is best suited for a particular situation * Ability to determine the needs of each individual team member and assist them in achieving set goals * Demonstrate a clear understanding of company and client confidentiality * Excellent organizational skills * Exemplary coaching / motivational skills at both an individual and team level * Adaptable and able to move with change while maintaining a positive attitude and strong role model for the Team.

Founded on the principles that the highest patient satisfaction is produced by the highest employee satisfaction which will always cause the most solid growth by dedication to the highest quality of each patient.

I bring 12 yrs of HR experiences - BA in HR and Certified PHR professional with Passion, Vision and Customer focus to help promote and develop your company to its highest potential and support its business goals and needs for growth and profitability in the areas of performance management, policy design, training & development and employee r...

PROFESSIONAL SUMMARY I am an experienced and proven leader who believes in good communication, departmental collaboration, a good listener with it comes to hearing the voice of the employee, a strong desire to deliver world class customer service, a visionary who manages change and growth in an organization and most of all demands a high level of professionalism from the people who work for me.

Spa Director — Duties & Responsibilities Lead through example with consistent work ethic, attitude, and professionalism, executing spa and salon administration functions, overseeing sales and marketing operations, and implementing cutting - edge industry techniques and trends Collaborate in all phases of strategic planning with other members of management team, including product inventory control, marketing and sales strategies, product and service offerings, client service, event coordination, and area competition Provide continuous assessment of key markets, potential customers, and capital utilization, while furnishing oversight and guidance regarding policies and procedures, budgets and financial forecasts, and client experience considerations Perform needs - based and situational assessments of policies and procedures to improve operational efficiency, manage and reduce costs, promote both employee and client satisfaction, and deliver a luxurious experience to high - profile clientele Identify and utilize talent among team members with focused training efforts, targeted professional recruitment, continued supervision of 40 staff, and the promotion of a performance - based environment leveraging individual talents for group benefit Develop and supervise support staff to aid in effective sales, marketing, and service operations, delegating important tasks and assignments while providing timely follow - up to ensure task completion, including newsletter and article distribution Ensure effective execution of all administrative, HR, and financial aspects of business management, while analyzing and presenting important information to executive staff, stakeholders, and other relevant parties Address key client and management queries and resolve them in an expedited manner, promoting sustained revenue growth through client retention, referral generation, and the leveraging of cross-sales opportunities Create and implement firm marketing and sales strategies while tracking performance versus internal and external benchmarks, focusing on both revenue generation as well as cost control Maintain a strong working knowledge of products, services, techniques, and relevant tools, while committing to continued advanced technical education with respect to complex spa, salon, and fitness concepts and studies Act as a liaison between clients, vendors, sales and support staff, and other management partners to facilitate information flow and drive operational efficiency

Professional Duties & Responsibilities Directed marketing campaign ensuring effective fundraising and company growth Oversaw company recruitment, hiring, and employee training Managed company operations exceeding corporate sales projections and goals Supervised company finances guaranteeing lucrative and cost effective business Addressed client queries and resolved issues in an expedited manner Led junior team members offering guidance and support as needed Provided administrative support including phones, data entry, and filing Offered excellent customer service resulting in considerable repeat business Handled high pressure situations in a calm, professional, and effective manner

There is a high level of loyalty and longevity among management, agents, employees and clients that will allow for continued growth.

But housing nearby is scarce and breathtakingly expensive, and Facebook's expansion raises questions about where its employees will live, and what will happen to other area residents when this explosive job growth drives the costs of homes and apartments even higher.

In Seattle, home of the company's current headquarters, the influx of high - paid Amazon employees has coincided with rent increases that outpace almost all other U.S. cities and the fastest growth rate in home prices nationwide.