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Experience with enterprise resiliency functions, including business continuity, disaster recovery, incident and crisis management, third party resiliency, and technology resiliency.
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Socialize controls and governance processes and incorporate feedback across diverse stakeholders, including ERO, Line of Business Resiliency Leads (BRLs) and other business stakeholders, Enterprise Chief Controls Office (ECCO) and multiple line 2 organizations (Technology Risk Management (TRM), Corporate Operational Risk Framework (CORM.
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F. Four or more years of demonstrated oversight over information security management, crisis management, disaster recovery and business continuity. Examples of student affairs academic support management/leadership experience includes: program management, project management, budget development and management related to programs or projects, staff supervision, policy development, administration, evaluation and compliance.
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Experience in one or more cybersecurity domains including, but not limited to: Multi-Factor Authentication, Encryption, Data Leakage Prevention, Identity & Access Management, Cloud, Suspicious Activity Monitoring, Threat Intelligence, Incident & Crisis Management, Disaster Recovery & Business Continuity, IT Security Organization, Awareness & Training, Penetration Testing.
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Bachelor’s degree in business, management, information systems, communications, emergency management, disaster recovery, or related field is required. An understanding of current business continuity, disaster recovery, and/or emergency management leading practices and the ability to formulate strategies and recommendations to maintain the company’s business functions is required.
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In the role of IT Disaster Recovery administrator, this position directs IT disaster response and crisis management activities to help provide and coordinate disaster preparedness training with respect to the organization's information technologies, helping to ensure business continuity.
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The Manager, Technology Continuity will report to the Director of Technology Continuity and work as part of the Business Continuity/Crisis Management/Environmental Health & Safety team. Regular use and maintenance of Business Continuity/Crisis Management IT systems including Fusion Risk Management, and NBCU CMDB.
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Previous experience in one or more of the following areas: emergency management, crisis management, continuity of operations, business continuity or disaster recovery.
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The Business Resilience Sr. Specialist supports CrowdStrike’s global Business Resilience (BR) department, responsible for crisis management and business continuity/disaster recovery.
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Professional certification (DRII, BCI) in business continuity, disaster recovery and/or crisis management. The Global Resiliency Organization establishes policies and standards for Resiliency for Business Continuity (BC), Crisis Management (CM), Supplier Resilience (SR) and Technology Resilience (TR.
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Support disaster recovery solutions and executes Severity/Crisis Management process with communication to IT department, and other departments including management, vendors and clients during a planned or unplanned outage.
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Threats from natural disasters and climate change require the Emergency Management Specialist to help EWEB evaluate enterprise-wide risks and conduct vulnerability assessments, create new and/or integrate existing emergency response plans and protocols into an overarching plan, and develop disaster recovery strategies to enable continued delivery of vital community services.
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Position participates in the implementation of PSEG’s Executive Crisis Management Program, Business Continuity Program, Disaster Recovery, Life Safety & Evacuation, Operating Company Emergency Response, and the Asset Protection and Homeland Security Programs.
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5+ years experience in business continuity, crisis management disaster recovery or related field. Liaise with IT to ensure Disaster Recovery Plans are properly documented and maintained within the Archer Platform for critical services and applications.
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Ideal candidates bring experience in consulting or other project management, culturally competent community engagement, crisis communication, disaster recovery, and/or emergency planning.
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crisis management disaster recovery jobs
FEATURED BLOG POSTS
Virtual Reality Job Interviews
With the advent of desktop computers, the arduous task of scouring through weekly job classifieds became a thing of the past. The mid-1990s brought about a new era where job seekers could easily search and apply for jobs online. The introduction of AOL's Instant Messaging feature provided an even faster means for employers and candidates to communicate and schedule interviews. As smartphones became more pervasive in the early 2000s, hiring managers increasingly used phone calls for screening and interviewing candidates. Despite this trend, over 80% of interviews still took place in person.
A Potential TikTok Ban?!
As you may already know, there has been a lot of talk lately about the possibility of a TikTok ban. While this has not yet come to fruition, it's important to consider the implications this could have for businesses and recruiters who rely on TikTok as a platform to market their brand, recruit new talent, and connect with their audience.
The Effects of Workplace Racism and Sexism
One day it's a covert statement to a mother returning to work after maternity leave. Another day it's a lingering gaze at an employee enjoying a culturally rich meal. These microaggressions (or sometimes macroaggressions) can take an employee from a confident, high-performer to one that feels insecure being themselves at work. Your employees engage with people with different ideas and feel most comfortable and valued when they can work without losing their cultural, racial, and gender identity. While most employers know this, why have workplace racism and sexism often been neglected?
When Rage Applying Strikes: How to Identify Unserious Candidates
As the job market remains highly competitive, we have seen a surge in "rage applying." This is when candidates apply to multiple jobs, often without considering whether they are truly interested in the role. Rage applying goes hand-in-hand with quiet quitting. Often, employees want to entertain the thoughts and feelings of leaving their job, but they aren't necessarily serious about leaving yet. Meanwhile, other employees engaging in this trend are actually trying to find a better role. As a recruiter, it can be hard to identify who are the real applicants in a sea full of quiet quitters, but understanding rage applying and identifying red flags will certainly help.
How to Increase Job Ad Exposure
In today's competitive job market, writing quality job ads is critical for attracting top talent to your organization. While networking and candidate referrals are prime real estate for finding qualified candidates, nothing beats the tried-and-true method of writing an extraordinary job ad. But while writing a great job ad is the first step, what's more important is increasing visibility. You could have the most detailed, well-written ad on the internet, but if no one sees it, then you are wasting time (and potentially money!). Employers often believe that job boards are the root of the problem, but you can learn how to increase job ad exposure by tweaking a few steps of your recruitment process.
How to Navigate Hiring Out of State
The job market has shifted significantly in recent years. The accelerated adoption of technology has not only pushed many companies into remote working arrangements but also increased the availability of supporting tools and technologies (i.e., video conferencing and collaboration software).
Building a Candidate Pipeline Through Internships
Building a candidate pipeline through a great internship program for local college students and recent graduates at local universities is a great and cost-effective way to attract and retain top talent. By offering meaningful and impactful work experiences, regular feedback, coaching, and mentorship, you can create a positive internship experience that will make your organization a sought-after destination for future employees. This not only benefits the organization in the short-term but also in the long-term, as you'll have a pool of well-trained and experienced candidates who may be interested in full-time employment once they graduate. Furthermore, building relationships with local universities and college students can increase brand awareness and build a positive reputation for your organization in the local community.