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St Pius X High School offers a comprehensive benefits program, including medical, dental and vision plans, STD/LTD fully paid by the employer, retirement plans including a 403b plan and a defined benefit pension plan.
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The State of Mississippi provides all its employees a Defined Benefit/Defined Contribution Retirement Program. More detailed information regarding the State's retirement program can be found at.
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CDPS offers unmatched retirement benefits including PERA Defined Benefit Plan or PERA Defined Contribution Plan, plus 401K and 457 plans. Additional benefit we offer include reduced college tuition at CSU Global and DeVry University.
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TRS is a defined benefit retirement plan which UT Health matches employee contributions. Retirement - Employees are eligible for either the Teacher Retirement System (TRS) or the Optional Retirement Plan (ORP.
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Employment benefits include employer provided health, dental, and vision insurance, term life insurance, a 401(k) retirement plan, and a defined benefit pension plan. 1] This position complies with the Bank Secrecy Act, OFAC and USA PATRIOT Act including accurate completion of CTR, Monetary Instrument log, and reporting of suspicious activities to the appropriate supervisor.
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Voluntary retirement programs are also available to invest before- or after-tax dollars with the choice of five quality retirement plan providers. Responds to all Code Blue, Emergency Response Team calls to provide support during Code Blue/RRT, to staff and family.
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Retirement - City offers CalPERS with a benefit of 2.5% @ 55 for Classic members or 2% at 62 for new members as defined by PEPRA, subject to the limitations set by PERS. Employee pays the employee portion.
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5+ years of Defined Benefit experience. Aon Is Looking For A Retirement Actuarial Consultant. As part of an industry-leading team, you will help empower results for our clients by delivering innovative and effective solutions as part of our Retirement and Investment business group either in New York, New York, or Berkley Heights, NJ.
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Defined Benefit Pension Plan – a retirement plan you can grow with! Oversee accounting, tax, and treasury operations. Perform additional duties assigned by the CFO and President/CEO.
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Employees hired for full time employment will participate in the St. Louis County retirement plan where they contribute 4% of their salary to the defined benefit plan with vesting after 7 years.
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The ideal candidate will bring extensive knowledge of retirement services, including Defined Contribution and Defined Benefit plans, and possess a strong understanding of compliance, regulations, and industry best practices.
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Facilitates timely receipt of these reports for follow-up by the Unit Manager and notifies Nurse Manager/Risk Manager immediately of high-risk situations. Medical- UT SELECT Medical insurance is offered free for employees and administered by Blue Cross and Blue Shield of Texas.
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New members to the PERS have an opportunity to choose between two retirement plan options: the Defined Benefit Plan or the Defined Contribution Plan. Sheriffs' Retirement System (SRS) - A public pension plan for all Montana Sheriffs hired after July 1, 1974 and Detention Officers hired after July 1, 2005.
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State employees are also offered retirement plan options, including defined benefit and defined contribution plans. The state of South Carolina offers eligible employees generous benefits, including health and dental insurance; retirement and savings plan options; and paid vacation and sick leave.
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UC Davis Health offers either a defined benefit plan or defined contribution plan, plus 403(B) and 457 retirement plans to support future financial security. Comprehensive benefit packages including medical, dental, vision, disability and life.
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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.