Posted in Admin - Clerical 30+ days ago.
Type: Full-Time
Overview
The Office Manager will be a hands-on administrative coordinator and positive role model that demonstrates the ability to balance and execute both tactical and project related responsibilities. They will work closely with the Office Director to attain the office goals, develop effective working relationships with internal client base, and implement processes/schedules to ensure effective and efficient day-to-day operations of the office. This role will help support the practice groups on ad hoc projects such as proposals and coordinating events with clients.
This position reports to the on-site Office Director. The individual in this role will be expected to be in the office 5 days/week.
Job Responsibilities:
Practice Case Support
Skills:
Qualifications
About BRG:
Berkeley Research Group provides independent advice, data analytics, authoritative studies, expert testimony, investigations, and regulatory and dispute consulting to Fortune 500 corporations, financial institutions, government agencies, major law firms, and regulatory bodies around the world. BRG experts provide sophisticated economic, financial, and analytical advice across a wide range of disciplines, including antitrust and competition policy, complex damages, finance, healthcare, intellectual property, restructuring, valuation, and workforce issues. In addition, the firm assists clients in major industry sectors with compliance, business process improvement, and strategy consulting.
Candidate must be able to submit verification of his/her legal right to work in the United States, without company sponsorship. BRG is an Equal Employment Opportunity/Affirmative Action Employer. All qualified candidates will receive consideration for employment without regard to race, color, religion, sex, gender identity, sexual orientation, national origin, disability, or protected veteran status
#LI-AW1
Equal Opportunity Employer/Protected Veterans/Individuals with Disabilities
The contractor will not discharge or in any other manner discriminate against employees or applicants because they have inquired about, discussed, or disclosed their own pay or the pay of another employee or applicant. However, employees who have access to the compensation information of other employees or applicants as a part of their essential job functions cannot disclose the pay of other employees or applicants to individuals who do not otherwise have access to compensation information, unless the disclosure is (a) in response to a formal complaint or charge, (b) in furtherance of an investigation, proceeding, hearing, or action, including an investigation conducted by the employer, or (c) consistent with the contractor’s legal duty to furnish information. 41 CFR 60-1.35(c)
See job description
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